There are many different motivation theories that are used day to day in the running of many businesses. The two main ones are Taylor Maslow (‘hierarchy of needs’) and Hertzberg (two factor theory)
Maslow’s theory is about how everyone has a ‘hierarchy of needs’ which is that everyone has similar types of needs, which can be sorted into a hierarchy. There are five main categories physiological needs (food, clothes, accommodation), safety (security from danger, safe working conditions), social (need to make friends and feel like you belong somewhere), esteem (having respect for others and self respect) and self-actualisation (achieving ones potential through actions and achievements). Maslow believed that if these were achieved then the maximum potential of the employee can be seen. Science of delight could easily replace this theory as one of the main issues on the hierarchy of needs is self-actualisation. Science of delight is all about how if employees know what the customer wants and needs it can empower them to do be more efficient in the work place. As Maslow states ‘A healthy man is primarily motivated by his needs to develop and actualize his fullest potentialities and capacities’; this directly links to science of delight, so can science of delight thus replace this theory, if in a way it is already included in it. To prove science of delight has the ability to replace Maslow’s theory, stronger evidence that the concept works would emphasise to the employees the importance of customer relations. This would then motivate employees to do better, thus replacing self-actualisation. In turn will replace the theory as without one part of the hierarchy, the rest can not be fulfilled, thus the motivational theory will not work.
Herzberg’s theory suggests that some factors have the potential to provide job satisfaction while others provide job