Use the theory of Maslow or Herzberg to explain the decrease in employee motivation following the takeover. What steps might management take to re-establish high employee motivation?

Motivation is a "needs-led" process determined through a basic process of an unsatisfied need or urge which leads to tension, further leading to search behaviour and finally leads to either need satisfaction or further search. However in practice the process is more complex than presented as sometimes multiple needs are needed at the same time as well as conflicting needs.
Frederick Herzberg developed a theory on motivation during the midst of the 20th century which is most commonly known as the "dual factor theory". This is generally used when investigating motivation in organisations. His study was based on a survey of a study of 203 people across the 2 professional groups of engineers and accountants at Pittsburgh University, where they were asked to recall times over the previous year when they felt "exceptionally good" and "exceptionally bad" and their explanation for each case.
From this study he identified two distinct list of factors that altered their motivation. These lists were a set of factors which cause satisfaction and dissatisfaction with both lists being mutually exclusive. The factors of satisfiers or Motivators, which are understood to yield a real sense of motivation in employees, are ordered in a list increasing in frequency beginning with a sense of personal achievement and growth, feelings of responsibility, intrinsically interesting work, feelings of recognition because the work is important and ending with a sense of achievement. These factors are all intrinsic to the individual and to do with job content. The opposite factors are known as dissatisfiers or hygiene factors. These will not motivate people in an organisation but are necessary within the