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the need for self-development and self-actualization. While a major weakness is that Herzberg has also neglected the influence of the environment and societal background as possible motivators. Some of his hygiene factors such as good salary which he suggests will only prevent an individual from being dissatisfied, in some case can actually provide motivation to the individual (David A.H, 1995).

McGREGOR DOUGLAS. -THEORY X AND Y

McGregor (1960), suggest that there is a direct relation between the way managers treat their workers and workers motivation. McGregor believes there are two major approaches to the management of people and they have to do with a manager's view on workers attitude towards work. He formulated the theories X and Y.

Theory X

In this theory, management treats workers with little or no respect. The attitude of managers towards workers in this theory is based on:
The belief that the average human being dislikes work and will avoid it if possible.
That most people have to be controlled, forced, directed and punished to get them to put adequate efforts towards the achievement of organisation objectives.
That the average human, prefers to be directed wish to avoid responsibility and wants security above all (Evans D, 1990).

Theory X is patronizing and makes no allowance for workers individualism. It is based on aspects of management such as discipline and control (David A.H, 1995).

Theory Y

This theory concentrates on delegation, decentralization, participation and consultation. The characteristics of management here are as follows:

External control and the threat of punishment are not the only means of bringing out efforts towards achieving organisation objectives.

People are committed to objectives in proportion to the rewards associated with achieving the objectives.

That the average human being learns, under proper conditions not only to accept but to seek responsibility (David A.H, 1995).

The theory encourages participative management and suggests that for workers to be motivated it is necessary to allow them use their skills within the work place. This will make them feel involved as part of the organisation.
ALDERFER'S - EXISTENCE RELATEDNESS AND GROWTH THEORY (ERG)

This theory advocates that in the attempt to achieve individual satisfaction, people are motivated to act in a specific manner (Aldefer C.P, 1972). He suggests that satisfaction relies on the fulfilment of natural needs such as existence, relatedness and growth. Individuals constantly interact with their environment which as an effect in their behaviour. He believes that these 3 sets of needs are able to exist simultaneously and can be satisfied in a flexible order.

Existence needs: These needs are concerned with physiological and material factors related to survival such as hunger, thirst, salary and working conditions.

Relatedness: This has to do with the need to relate with others in the society. Individuals are motivated to seek satisfaction in their social relationships.

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