The origin of the concepts regarding motivational factors, applied in the organization, derives from the behavioral [psychological] study of human needs. The relevance of the former is fundamental to the three questions posed this week because it correlates the hypotheses of both Maslow and Herzberg. The above assumptions highlight the importance of considering human needs in relation to motivational factors in the workplace, including job satisfaction and superior performance. Furthermore, this concept has inexorably expanded to include both Maslow's and Herzberg's theories as a harmonious and mutually complementary unity; applicable to almost all organizations. That said, this analysis will include 1) a description of Maslow's hierarchy of needs, 2) an interpretation of prime intent and its relevance to leadership, and 3) an explanation of why money is not a motivator, based on two concepts of Herzberg - factor theory. Maslow's theory surrounds a hierarchy of needs; the basic physiological needs that reside on the lowest rung and the self-actualization needs that constitute the pinnacle of the order. This hierarchy is composed of needs ordered by importance and consists of the following: Physiological: hunger, thirst, shelter; Security - protection from threats or damage; Love-belonging, social love and friendship; Esteem-respect for others and for oneself; and Self-actualization-fulfillment through the realization of one's personal goals and potential (Maslow, 1943) (Gibson, Ivancevich, Donnelly, & Konopaske, 2009). Maslow separates lower-order needs and classifies them as “basic needs”: these are limited to everything except self-actualization (Maslow, 1943). Furthermore, Maslow proposes that primary needs must first be satisfied (or partially satisfied)… middle of the paper… encouraging others – dare I say a motivator – to continue to seek improvement and innovation in the organization. motivation theory. Works Cited Gibson, J. L., Ivancevich, J. M., Donnelly, J. H., & Konopaske, R. (2009). Organizations: behavior, structure, processes. New York: McGraw-Hill. Lahiff, J. M. (1976). Motivators, hygiene factors and empathic communication. The Journal of Business Communication 13:3, 15-23.Leidecker, J. K., & Hall, J. J. (1984). Reason: Good theory – Poor application. Training and development journal. June. , 3-7.Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370-396. Soliman, H. M. (1970). Motivational-hygiene theory of work attitudes: An empirical investigation and an attempt to reconcile one- and two-factor theories of work attitudes. Journal of Applied Psychology, V.54, no. 5 , 452-461.