Several theories about incentive and leadership

Maslow's hierarchy of needs)

Human needs are divided into five levels from high to low:

• Self-Implementation)
• Self-esteem demand (self-esteem needs): Achievement, dignity, and Ability
• Social Needs: sense of belonging, love, acceptance, friendship
• Security requirements (personal and property, safety and security needs): personal and property
• Physiological needs (physical needs): food, clothing, domicile

He believes that once low-level needs are met, the needs at this level are no longer incentive factors, and people will turn to a higher level of needs.

Later, he proposed three other motivation factors: cognitive, aesthetic, and transcendence ).

Herzberg's Hygiene Theory)

It is also called motivation-health care theory. He divided people's motivations into two sources: hygiene factors and motivation ).

Health care factors include salary, bonus, work environment and conditions, and relationships with colleagues or bosses. For health care, the key is to prevent dissatisfaction.

Incentive factors come from the satisfaction of the work itself and the work. It produces higher satisfaction. For example, the ability to promote, the opportunity to learn new skills, and the challenges at work are all incentives.

Vroom's Expectancy Theory)
He believes that expectations for positive results will inspire. If people think that doing one thing will have a good return, then people will do it or do it as expected. This also means that behavior is related to the possibility of expectation or return.

This theory also tells us that people will become what we expect from him. If you publicly praise your team members and treat them as important contributors, you will get a high-performance team. If you publicly criticize your team members or make them feel that you have no expectations for them, they will certainly do what you want.

McClelland's achievement Theory)

This theory holds that human behaviors are driven by three types of needs: Achievement, power, and affiliation ). Achievement Motivation is clearly the desire for success and achievement. Power motivation includes the desire to influence others' behaviors, and sense of belonging is mainly for interpersonal relationships.

McGregor's Theory X and Theory Y)

Mcgrego defines two worker behavior models, X theory and y theory, to try to explain how different bosses manage team members.

X theory bosses believe that most people do not like their jobs and try to get rid of their jobs. He believes that people are not ambitious and need to be monitored on a regular basis, and will not do their best unless threatened. Therefore, the boss of X theory will act as an expert and strictly control employees.

The boss of Y's theory believes that people will do their best to do their best if they have the right motives and expectations. This type of Boss provides support to their employees and cares about the well-being of employees, and is a good listener.

Owuchi's theory Z)

It is about enhancing employees' loyalty to the company.

Contigency Theory)

The scenario theory is based on the synthesis of Y and Health Care theories. It believes that people are motivated to reach a certain level, and after reaching this level, people will continue to work hard to reach the next higher level.

Several theories about incentive and leadership