Need theories — common mistakes

When evaluating Maslow's theory, criticise its rigidity. For example, research by Wahba & Bridwell (1976) found little evidence for the five distinct levels or the progression principle. Also, consider its cultural bias; the hierarchy, especially self-actualisation, is highly individualistic and may not apply to collectivist cultures.

This is a common misconception. According to Herzberg, salary (money) is a 'hygiene factor', not a 'motivator'. While an inadequate salary can cause dissatisfaction, a high salary alone will not create long-term satisfaction or motivation. It simply prevents dissatisfaction. True motivation comes from intrinsic factors like recognition and achievement.

While Maslow's original theory proposed a rigid, progressive hierarchy, this is a major point of criticism. Later research and even Maslow himself acknowledged this is not always the case. For example, some individuals might prioritise esteem needs over safety needs. Cultural differences also play a significant role; collectivist cultures might prioritise belongingness needs over individualistic self-actualisation needs.

No, and this is a key distinction. Maslow's needs are considered innate and universal. In contrast, McClelland argued that the needs for achievement, affiliation, and power are 'acquired' or learned through life experiences, culture, and upbringing. This means an individual's motivational profile can change over time and can be influenced by their environment and training.