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The theory also suggests that the hierarchy does not apply rigidly to all individuals and some individuals may seek to satisfy some higher needs at the expense of lower ones (Maslow. 1954)

Pointed out below are some weaknesses of the theory;

Phil Gorman (2004) pointed out that the theory doesn't seem to take account of the possibility that people who make small achievements in their lives may feel satisfied and fulfilled believing that they have truly achieved their full potential. He suggests that this may be due to restrictions placed upon them by their social background.

The theory does not consider that other factors such as environment and society can influence the individual to act in a particular manner. According to Stanworth and Curran (1973) the theory ignores the way the culture of a society and its subcultures, structure the aspirations and expectations of individuals and groups. Ivan T. R, et al (1992) bares the opinion that Maslow's theory barely touches on the role of environmental factors in the development of his hierarchy.

The theory is difficult to apply in some situations. Stanworth and Curran (1973) also pointed out that most people who set up businesses would seem to be satisfying the higher level of needs in Maslow's theory and going into a business is quite a risky venture. This means they are more concerned about a higher need of opening a business than a lower need, security and risk of having a business.

HERZBERG F.W - HYGIENE THEORY

This theory is primarily concerned with motivation at the work place. According to Herzberg et al (1959) there are basically two sets of factors that influence behaviour; Hygiene Factors (dissatisfiers) and Motivators (satisfiers)

Hygiene factors (dissatisfiers)

These are factors that do not satisfy the individuals but only keep them from being dissatisfied. The presence of these factors in a work place will mean the individuals will not be unsatisfied but they will not be motivated either. These factors include, good working conditions, good salary, supervision, security, relationship with peers, company policy and administration. Most of these factors are classified as being extrinsic (David A.H, 1995).

Motivators (satisfiers)

These are those factors that actually motivate the individuals in the work place. They give the individual a feeling of self satisfaction and achievement. These factors are essentially internal and examples of these motivators are need for recognition, personal development and advancement and the need for growth. These motivators are related to the content of the job that allows the individual employee to develop their occupation as a source of personal growth. Employees will be motivated with such factors as they allow them satisfy the need for self actualization (Herzberg et al, 1959).

Part of the strengths of this theory is that just like Maslow's theory, Herzberg et al (1959) believes that all human beings have physiological needs that can be satisfied with money e.g. Food and water and psychological needs such as 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。