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1. Herzberg's Two-Factor Theory






ACADEMIC YEAR: 2024-2027
CASE STUDY ON:
EMPLOYEE MOTIVATION AT STELLER TECH SOLUTION
SUBJECT-
PRINCIPLE OF MANAGEMENT

Submitted To- Submited By-
Mr sohail Verma ANKIT KUMAR SINGH
Assistant professor Student of BBA 1st
Faculity of managment 24345072

2. Herzberg's Two-Factor Theory





FACULITY OF MANAGEMENT & COMMERCE
GURU KASHI UNIVERSITY
TALWANDI SABO BATHINDA
PUNJAB 151302

INTRODUCTION
StellarTech Solutions, like many modern organizations, recognizes the importance of motivating its workforce to drive both individual and
collective performance. As part of their organizational restructuring and development efforts, the company has implemented various changes
aimed at enhancing employee engagement and satisfaction. To understand the effectiveness of these changes, we can apply two of the most
influential motivation theories: Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory. These models offer distinct perspectives on
what drives employee motivation and how organizational actions can meet those needs.

Maslow’s Hierarchy of Needs presents a five-tiered model of human motivation, where individuals progress from basic physiological needs (such
as food and security) to higher-level needs like self-esteem and self-actualization. In a workplace context, this theory helps to assess how well an
organization is addressing the various levels of employee needs, from providing financial security to fostering personal growth and recognition.
By examining the changes at StellarTech through this lens, we can identify how the company has helped employees meet their needs at different
levels of Maslow’s pyramid, from basic to more complex psychological and self-fulfillment needs .

Meanwhile, Herzberg’s Two-Factor Theory distinguishes between two sets of factors that influence motivation: hygiene factors and motivators.
Hygiene factors, such as salary, company policies, and working conditions, do not inherently motivate employees but can cause dissatisfaction if

3. Herzberg's Two-Factor Theory





not adequately addressed. Motivators, on the other hand, like recognition, responsibility, and opportunities for growth, actively enhance
employee motivation and satisfaction when present. By analyzing StellarTech’s changes using Herzberg’s theory, we can explore whether the
company has succeeded in eliminating dissatisfaction through improved hygiene factors and, more importantly, whether they have
implemented motivators that could lead to higher job satisfaction and performance.

analysis will examine the specific changes made at StellarTech and how these interventions address both the various levels of Maslow’s
hierarchy and the key factors in Herzberg’s model. Through this dual-theory approach, we will evaluate how StellarTech’s strategies are
expected to enhance employee well-being, increase motivation, and ultimately improve organizational outcomes.

ANALYSIS
StellarTech Solutions implemented a range of changes aimed at improving employee satisfaction, engagement, and overall productivity. By
examining these changes through the lens of Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory, we can understand how the
company addressed both the fundamental and higher-level needs of its workforce and created an environment conducive to motivation and
performance.
Maslow’s Hierarchy of Needs
Maslow’s model posits that individuals are motivated by the desire to satisfy a hierarchy of needs, progressing from basic survival needs to more
complex psychological and selffulfillment desires. StellarTech’s changes addressed several levels of this hierarchy:
1. Physiological Needs: While not directly related to survival needs (like food and water), StellarTech likely addressed these through
competitive salaries and benefits. By ensuring that employees’ basic financial needs were met, the company provided a foundation on which
other needs could be addressed. Salary increases, bonuses, or better benefits packages could fall under this category.
2. Safety Needs: This includes job security, safe working conditions, and health benefits. If StellarTech introduced changes such as
more robust healthcare plans, enhanced job security (e.g., longer-term contracts or a reduction in layoffs), or improved workplace safety, it

4. Herzberg's Two-Factor Theory





would have addressed the employees' need for safety and stability. These steps create a sense of security and reduce anxiety, allowing
employees to focus on higher-level needs.
3. Social Belonging: StellarTech may have introduced initiatives aimed at fostering team collaboration, improving workplace
culture, and encouraging social interaction. Programs such as team-building activities, mentorship schemes, or better communication channels
within the company help employees feel connected to their colleagues. By creating a supportive work environment, StellarTech addressed
employees' social needs, enhancing a sense of belonging and community.
4. Esteem Needs: Changes related to employee recognition and status contribute to esteem needs. StellarTech may have
implemented new performance appraisal systems, employee recognition programs, or promotion opportunities. These changes help employees
feel valued, respected, and recognized for their contributions. Such recognition boosts self-esteem and fosters a sense of accomplishment,
which is critical for job satisfaction.
5. Self-Actualization: Self-actualization refers to the need for personal growth, creativity, and realizing one's full potential. If
StellarTech introduced opportunities for professional development, such as training programs, career advancement paths, or creative autonomy
in projects, it would have catered to this need. By empowering employees to grow, innovate, and take ownership of their work, the company
encouraged them to reach their full potential.

CONCLUSION
The changes implemented by StellarTech Solutions can be understood through the frameworks of Maslow’s Hierarchy of Needs and Herzberg’s
Two-Factor Theory, both of which provide valuable perspectives on employee motivation. By addressing various levels of Maslow’s hierarchy—
from basic physiological and safety needs to higher-order social, esteem, and self-actualization needs—StellarTech has created a work
environment where employees feel secure, valued, and empowered to grow.

5. Herzberg's Two-Factor Theory





Through Herzberg’s lens, the company effectively tackled hygiene factors, such as salary, job security, and working conditions, reducing
dissatisfaction among employees. More importantly, StellarTech introduced key motivators, including recognition, increased responsibility, and
opportunities for career advancement, which actively enhance job satisfaction and drive higher performance.
Overall, the changes are likely to lead to improved morale, increased motivation, and a more committed workforce, aligning employee well-
being with the organization’s long-term goals for growth and success. By addressing both the fundamental and complex psychological needs of
employees, StellarTech is set to create a more engaged and productive organizational culture.
Maslow's Hierarchy of Needs
Changes implemented by StellarTech address various levels of Maslow's hierarchy.
1. Physiological Needs (Basic Salary, Benefits) - Competitive salary adjustments - Enhanced health insurance - Flexible work
Arregments.
2. Safety Needs (Job Security, Stability) - Performance-based promotions - Clear career growth opportunities - Regular feedback and
Coachings.
3. Love and Belonging Needs (Social Connections, Teamwork) - Team-building activities - Open communication channels
Collaborative workspaces.
4. Esteem Needs (Recognition, Respect) - Employee recognition programs - Autonomous project ownership - Opportunities for skill
Development.
5. Self-Actualization Needs (Personal Growth, Fulfillment) - Training and development programs - Mentorship initiatives - Innovation
Encouregment.

6. Herzberg's Two-Factor Theory






Herzberg's Two-Factor Theory
Changes impact both Hygiene Factors (dissatisfiers) and Motivators (satisfiers)
Hygiene Factors (Dissatisfiers)
1. Salary and Benefits: Competitive salary adjustments and enhanced health insurance
2. Working Conditions: Flexible work arrangements, collaborative workspaces
3. Company Policies: Clear communication channels, regular feedback
4. Supervision: Performance-based promotions, coaching

Motivators (Satisfiers)
1. Achievement: Autonomous project ownership, opportunities for skill development
2. Recognition: Employee recognition programs, promotion opportunities
3. Work Itself: Innovative projects, collaborative teamwork
4. Responsibility: Ownership of projects, decision-making authority
5. Growth: Training and development programs, mentorship initiatives

7. Herzberg's Two-Factor Theory





Expected Outcomes at StellarTech

By addressing various levels of Maslow's hierarchy and improving both hygiene factors and motivators, StellarTech can expect.

1. Increased employee satisfaction and engagement
2. Improved productivity and performance
3. Enhanced job security and stability
4. Better work-life balance
5. Increased innovation and creativity
6. Reduced turnover rates
7. Improved reputation as a desirable employe

THE END…………
THANK YOU…………………………………….