The meeting focused on understanding why many young professionals feel unfulfilled and unmotivated at work.
Four major motivation theories—Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, McClelland's Three Needs Theory, and McGregor's Theory X and Y—were discussed.
The session emphasized the practical value of these theories for self-motivation and motivating others in the workplace.
Action Items
No specific action items were assigned during this meeting.
Maslow’s Hierarchy of Needs
Maslow proposed a pyramid of needs: physiological, safety, social, esteem, and self-actualization.
Basic needs must be satisfied before pursuing higher-level needs.
Achieving all levels enables individuals to reach their full potential.
Herzberg’s Two-Factor Theory
Differentiates between hygiene factors (pay, working conditions, job security) that prevent dissatisfaction, and motivators (recognition, growth, achievement) that foster satisfaction.
Organizations must address both sets of factors to truly motivate employees.
McClelland’s Three Needs Theory
Suggests people are driven by needs for achievement, affiliation, and power.
Individuals vary in the strength of these needs.
Job fit should consider alignment between an employee’s needs and job characteristics.
McGregor’s Theory X and Theory Y
Theory X assumes employees avoid work and need coercion.
Theory Y presumes employees are self-motivated when given opportunities.
Managers who use Theory Y approaches are more successful in motivating staff.
Decisions
No formal decisions were made — The session was informational, focusing on theory explanation.
Open Questions / Follow-Ups
How do attendees currently motivate themselves or others in their work environment?
Are there specific organizational initiatives that could better align with these motivation theories?