HR Theories
Human asset (HR) speculations are models that endeavour to make sense of and anticipate human conduct in associations. To assist HR professionals in comprehending how employees behave, how they can be motivated, and how they can be managed effectively, several HR theories have been developed over time. The following are three of the most well-known HR speculations:
Maslow’s Needs Hierarchy: Abraham Maslow, a psychologist, came up with this theory, which is based on the idea that human needs can be arranged in a hierarchy. According to Maslow’s theory, people move up the hierarchy of needs to seek safety, love and belonging, esteem, and self-actualization once basic physiological needs like shelter, food, and water are met. HR experts can utilize this hypothesis to comprehend what inspires workers and plan strategies and projects that assist with addressing their necessities.
Herzberg’s Two-Variable Hypothesis: Frederick Herzberg, a psychologist, came up with this theory, which says that there are two kinds of things that affect motivation and job satisfaction. To avoid dissatisfaction in the workplace, the first set of factors—known as hygiene factors—must be present. These factors include secure working conditions and fair pay. Recognition, accomplishment, and opportunities for advancement are examples of factors that contribute to job satisfaction and are referred to as motivators. Using this theory, HR professionals can create benefits and compensation plans that help employees feel fulfilled and satisfied at work while also preventing dissatisfaction.
Value Hypothesis: J. Stacy Adams, a psychologist, came up with this theory, which is based on the idea that employees compare their outputs—pay, benefits, and recognition—to those of others in the workplace. An employee may experience a sense of injustice and become demotivated if they believe that their input is greater than their output. This theory can be used by HR professionals to create programs that help employees feel valued and appreciated for their contributions, as well as policies for fair and equitable pay and promotion.
In general, HR theories provide useful frameworks for comprehending organizational human behaviour and creating efficient HR practices and policies.
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