There are many variables that determine how well a company operates. Effective communication, conflict resolution, motivation and employee’s self-satisfaction are some aspects that are necessary for a business to thrive. Abraham Maslow’s “Hierarchy of Need” suggests that in order to be satisfied, people have subconscious demands that should be met. The first level of his triangle design is the physiological need to survive. The second level is security; whether a person feels safe or not. The third, and most important, level for an organization’s productivity is affiliation, which is the need to feel loved or have a sense of belonging. Therefore, for one to moil in workplace, one needs to see oneself a part of the organization rather than a …show more content…
These building blocks in a company must be strong enough so that they can effectively support the foundation to grow into something more. The more one becomes motivated to achieve one’s own goals, the more he or she will become committed to the organization. For a business to grow the employees needs should be met this way. I believe most employers today lack the psychological perspective to motivate their employees. They often fail to understand what the core needs are of a person, and in turn they fail to create a sense of belonging for their workers. Combining both the psychological aspect with business function creates a cohesive environment. I want to learn more at a graduate level because I want to learn how to apply my psychology skills in real contexts so that I can help the world become more productive on a business scale. It is satisfying to see results and help a business grow. With more knowledge on the inside working of business, I will be able to watch my work and input benefit a community on a large …show more content…
I worked for two labs in the past four years as an undergraduate. These two labs showed me that the clinical side of psychology is an elongated and unknown process. Researching always more and more is great but it is uncertain whether you will see a result at all. This may be disappointing at times. Applied psychology, in contrast, gives you the opportunity to see your results quicker and seeing that the psychological counselling you provide help the world become more productive is sublime. Furthermore, these two labs taught me the most important thing I have learned ever; that is mankind has the power to “learn” anything they want. I can apply this knowledge to a workplace by consulting and coaching not only employees, but also the employers and teach them to find new ways to motivate their employees or possibly make them believe that they can learn how to motivate their employee’s by carefully observing them and analyzing the needs. This way they can also benefit their own company. I also learned that humans not only can learn everything but also can adapt to any kind of difficulty. In my third year, my lab group members and I have joined a Psychology research conference and presented our research that we were gathering data for almost two years. This was one of the most challenging thing happened to me during my
Maslow’s Hierarchy of Needs Theory can possibly give an explanation to the manager’s actions. Specifically, the lower-order need “Safety”. The manager changed the free food policy from 6 hours to 12 hours in order to protect the stability of the company, his bonus, and stop employees from bad behavior. Under Alderfer’s ERG Theory the manager was pursuing his “Growth Needs.” He attempted to stop a behavior that tarnishes his work record and prevents him from receiving a bonus. Subject to McClelland’s Acquired Needs Theory the manager catered to the “Need for Achievement.” The manager hoped the policy change would be successful by stopping the bad behavior, and raise percentages back up. “Motivator Factors” under Herzberg’s Two-Factor Theory
1. Maslow’s Hierarchy of Needs is a motivational theory in psychology about human needs, often depicted as hierarchical levels within a pyramid. Maslow expressed that individuals are motivated to achieve certain needs and that some needs should be prioritized over others. Maslow’s Hierarchy ascends from the bottom to the top as followed: physiological needs, safety needs, social needs, esteem needs and self-actualization. The novel, "Life of Pi" follows a boy (also the narrator) who finds himself stuck on a raft for numerous days without any supplies. In the meantime, he must share his raft with a Bengal Tiger. Fending for himself he seeks out equipment and supplies that fit Maslow’s Hierarchy of Needs.
Maslow’s hierarchy of needs is a theory in psychology that was constructed by Abraham Maslow in his 1943 paper ‘A Theory of Human Motivation.’ This theory states the needs that Maslow believed motivated humans since birth, with the lowest level of needs at the bottom and the need for self-actualization at the top. The purpose of this paper is to take Maslow’s hierarchy of needs and use it to analyze the life of a character Achilles, from the movie Troy. His hierarchy contains five different levels. The first four are the basic needs, which motivate you into action.
Knowledge comes from experience. Since birth, Mary Shelley’s Monster from her acclaimed epistolary novel, Frankenstein, has been assaulted by all of the difficulties of life, yet he has faced them completely alone. The Tabula Rasa concept is completely applicable to him. The Monster begins as a child, learning from mimicking and watching others. He then educates himself by reading a few books which help shape his personality and give him an identity. Following Maslow’s hierarchy of needs the Monster searches for and accomplishes the basic human necessities but feels alone, and needs human interaction and companionship. “My heart was fashioned to be susceptible of love and sympathy, and when wrenched by misery to vice and hatred, it did not endure the violence of the change without torture such as you cannot even imagine,” (Shelley 115). As the book progresses, the Monster ceases to be a one-dimensional and flat watcher of humanity. Through his numerous experiences and education, the monster instead morphs into a participator of humanity with the ability to achieve goals, broaden his personality and create himself an identity.
Managers know the importance of having positive relationships with their employees. It boosts the company’s goals while the lack of any relationship with the workers may lead to losses in the business. Most managers rarely know that they are looked up to by many employees and, as such, should be careful with the actions they take. Lee b. Bolman & Terrence E. Deal, the authors of the book The Reframing Organizations, point out that the kind of measures taken in the business influences the employees acts and thoughts. In particular, this book gives insight to managers on how to relate to their subordinates. The discussion is carried out on the three parts of the book that highlight the missteps taken by managers as they try to improve their businesses.
One famous psychology scientist that goes by the name of, Julian Rotter, studied influential behavior and he proposed that individuals differ a great deal in terms of where they place the responsibility that happens to them (Hock 190). Rotter’s findings concluded that people either have an external or internal locus of control for placing responsibility that occurs to them. External locus of control is indicated when when people interpret consequences of their behavior to be controlled by luck, fate, or powerful others (190). One person from the movie young at heart that demonstrates a high external locus of control is Joe. In the hospital, Joe told Bob Cilman, “The lord knows how long your going to be here” (Walker & George, 2007). This is external because outside forces such as the lord, or god, play a
I worked throughout high school and college. Consequently, I know the frustration of squandered effort, perceived inequities in reward systems, and lack of job satisfaction. I also know the triumph of excellent performance, intrinsic job satisfaction, and the piece of mind that accompanies work well designed. The ultimate goal of Industrial/Organizational Psychology is to reduce the margin that exists between how people could feel about their work, and how people do feel about their work; while integrating the organization's and the individual's needs.
Boeree, George C. (2006). Abraham Maslow. Personality Theroies. Retrieved on July 29, 2011 from http://webspace.ship.edu/cgboer/maslow.html
Based on Maslow's Hierarchy of Needs and the knowledge that where one stands will be ever-changing without being in a definite spot in a moment of time, I find myself to be somewhere between safety and love/belonging. The reasoning can be of many reasons, but the clearest reason is due to the fact I know I am not capable of esteem yet, instead relying on bad habits that mimic a good feeling for a moment, but soon realizing once more I do not like the way I see myself in the mirror, often finding I cannot relate to what others see and think of me. The levels in this paper will cover what I have achieved, or may be currently in, while soon revealing important parts of my life that will relate to the class along with my plans to achieve self-actualization,
When one thinks of what families do for each other, they will most likely think of care. More specifically they think of the care that a parent has for their child. Parents have to meet certain “needs” for the child in order for the its healthy survival. Children must be fed and clothed. Parents must also watch over the safety of and be the friends of the children. Cheering on in good times and making their child the best it can be are also responsibilities of parents. The family metaphor is used when describing the Human Relations method of management. In this the management of a company is seen as the parents and the employees are seen as the children. Employees, as seen as the children also have certain needs as well. These needs are very similar.
The warehouse is an organization having many staff member and we find Maslow’s Hierarchy needs theory as an appropriate theory to motivate the staff.
One of the most commonly debated and researched fields in the business world is motivation. Why do people do what they do and how can we motivate others to do what we need them to do in the business place? If we understand how and why people are motivated, we can encourage them to be their best and do their best at work. The more that people are motivated to be successful and achieve the goals set for them, the more their confidence in their own abilities will grow as well, which can, in turn, make them even more motivated.
Considering the fact sixty-two percent of people watch television every day, most people don’t realize how advertising commercials use Abraham Maslow’s Hierarchy of Needs to sell products. They use this to sell products because Maslow’s needs come in five levels and describe the things that each person wants to achieve in life. The levels start with the Physiological needs which are the basic needs such as food and water. The second level is safety this level deal with things such as employment, security of the body and more. The third level is Love/Belonging and deals with friendship and family. The fourth level is Esteem needs and appeals to people’s confidence, achievement, and others things. The final level every person wants to achieve
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
In this essay, I will address my own understanding of Maslow’s hierarchy of needs, and how I would like to fulfill my first three needs (physiological, safety, love and belonging needs), level 4 (Esteem) needs and level 5 (Self-actualization) needs. Especially, I will discuss how I would like (may not be able) to satisfy my level 4 needs through my job. Then, I will explain how my job and self-actualization are (not) related. Also, I will reflect back on my life to find a few major events and people that have shaped my values I want to live by, which in turn affected my career choice and self-actualization. Finally, I will summarize my essay and discuss what I have learned about myself during this writing.