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role of maslows theory in employees motivation
role of maslows theory in employees motivation
role of maslows theory in employees motivation
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Human Resource Theory Introduction As early as the 1920s, there has been a deep interest in organizational behavior, human motivation and productivity. Groundbreaking sociological studies, such as Fritz J. Roethlisberger’s Hawthorne Experiments, and the reaction to the tough, authoritarian structure of classical theory led to the need for behavioral sciences, and thus, the evolution of Human Resource Theory. Human Resource Theory became of significant importance in the 1950s and 1970s. The key interest was in the behavior of people within the organizations, efficiency and effectiveness of government functions. Within the realm of organizational behavior, there are different classifications or style theories to lead by. Alongside the Hawthorne …show more content…
Maslow’s theory is that, all humans are motivated and driven by their needs and subsequently, meet them by working from the bottom of the hierarchy or pyramid (Physiological), one need at a time, sequentially achieving their needs and once the most pressing level of need is met, they move up to the next one. For instance, when a person’s psychological needs are met, they move to the next higher level (seeking security), and are no longer motivated by psychological …show more content…
Theory X is where managers need to rule by fear and consequences (Maslow’s first two needs) while Theory Y says leaders assume the best of their employees (Rainey, 2014). They believe them to be trusting, respectful and self-motivated (the third, fourth and fifth levels of Maslow’s needs). The leaders help supply the followers with the tools they need to excel. Transactional leaders are more concerned with maintaining flow, compliance and order – with little to no deviations. They tend to motivate their subordinates through an exchange of rewards or punishments based on
Maslow’s Hierarchy of Needs is shaped like a pyramid. The first level or “base” of the pyramid consists of Physiological needs, such as: breathing, food, water, and sleep. The second level is labeled as Safety, involving security of body, resources, morality, family, and property. The third level includes Love for self, friends, and family, and the fourth level is titled Esteem such as: self-esteem, confidence, achievement, and respect of and by others. The fifth and final level is called Self-Actualization, and consists of creativity, morality, lack of prejudice and spontaneity. Maslow states that to fulfill these needs, you must start from the very bottom and work your way up, and that if your most basic
Have you ever thought about how people become motivated to do things? Maybe you even wonder what motivation really is. Motivation is the desire to do things. Motivation creates a drive that pushes a person close to their breaking point and beyond. It helps an individual reach goals that some couldn’t even imagine of doing. But have you ever truly thought about what motivates people. What really gives people that drive? What empowers people to reach their aspirations? If so you are not alone, a ton of people has thought about what it is the gives people such a drive. Including American psychologist Abraham Maslow. Maslow has created a psychological advanced thinking on what he think inspires people to do such gargantuan complex things. Maslow made a theory, which states that people fulfill needs in stages or levels in life. There are five stages that are divided into basic needs, such as safety, love, and esteem, and growth needs like self-actualization.
In 1954 an American psychologist Abraham Maslow proposed that all people are motivated to fulfill a hierarchical pyramid of needs. At the bottom of Maslow's pyramid are needs essential to survival, such as the needs for food, water, and sleep. The need for safety follows these physiological needs. According to Maslow, higher-level needs become important to us only after our more basic needs are satisfied. These higher needs include the need for love and 'belongingness', the need for esteem, and the need for self-actualization (In Maslow's theory, a state in which people realize their greatest potential) (All information by means of Encarta Online Encyclopedia).
...ers and mentors and have decided who I would like to work like and one day become. I take different lessons and motivations from each one of my leaders and have over time developed my own method of motivation. Watching so many different styles of motivation from the “figure it out yourself” to the “watch over you like a hawk”, and everything in between has given me the skills to one day motivate somewhere in the middle. The other skills I have acquired over time observing others are the different methods required to motivate each person individually. One thing I have learned and will hold true as I motivate as a manager is positive reinforcement will keep your employee striving to motivate themselves. In closing I would just like to say that even though there may be a few holes in Maslow’s theory it’ a great way to look at motivating and managing your employees.
Abraham Maslow once stated in his theory "when the need of personality is broken, it creates personality disorder". He meant that, when we are in a situation where we completely lose hope and unable to accomplish certain needs to survive, it causes one 's to move up and down on the ladder of his theory. Maslow began his theory during his studies on monkeys. Being a behavior scientist, he knew that these monkeys had a similar reacting to certain situations that cause them to lack in certain needs they try to accomplish for their survival. But when they are motivated by something or someone else, it encourages them to fulfill the needs they 're lacking. Maslow 's theory consisted
Maslow believed that there was a hierarchy of five innate needs that influence people’s behaviors (Schultz & Schultz, 2013, p.246-247). In a pyramid fashion, at the base are physiological needs, followed by safety needs, then belonginess and love needs, succeeded by esteem needs, and finally the need for self-actualization. Maslow claimed that lower order needs must be at least partially satisfied before higher level needs are addressed. Furthermore, behavior is dominated by solely one need
Maslow was a founder and forefather of a major school of thought in Psychology which is Humanistic Psychology. Maslow’s research and understanding of humans and the way we work and function were based majorly on personality and the theory of it. Maslow had strongly believed that each person is cable of obtaining self-actualization which is the highest form one can obtain. Maslow could come up ...
Behavioural management is the study about the style of leadership and motivation method affects the behaviour and attitudes of workers (Waddell et al. 2007). McGregor studied from Maslow’s hierarchy of needs and found human needs can be categorised in five levels which are safety, physiological, belonging, esteem and self-actualisation needs and utilise them in analysing human behaviour in relation to organisation management (Kermally, 2005). It is essential to take into account how workers feel, behave and react on their job as successful business dominated by how well the organisation members cooperate together. McGregor published two sets of assumption, Theory X and Y which explain whether workers are indolent, responsibility aversion and pursuing lower level of needs or workers like...
Abraham Maslow wrote the Maslow’s hierarchy of needs theory. This theory was based on fulfilling five basic needs: physiological, safety, social, esteem and self-actualization. Maslow believed that these needs could create internal pressures that could influence the behavior of a person. (Robbins, p.204)
Humanistic psychologist Abraham Maslow (1908-1970) developed a model that represents the motivational needs of humans. In this model, Hierarchy of Needs (1943), Maslow conceptualizes that human needs are met in five steps that begin with the basic physiological need (those of hunger, thirst, avoidance of pain, procreation, elimination). He then goes on to say that we may then become motivated to meet the needs for safety (of self, home, and those we love or care for), for love and belongingness (emotional bonds for intimacy, friendships, and social connections), to feel esteemed (the need for achievement, respect prestige, status, and/or approval) (Nevid, 2013). Maslow's hierarchy ends with the highest need, that of self-actualization. He feels that only after we meet the lower needs, can we begin to move up each step until we reach the fulfillment of human potential at the stage of self-actualization.
Abraham Maslow did studies of the basic needs of human beings. He put these needs into a hierarchical order. This means that until the need before it has been satisfied, the following need can not be met (Encyclopedia, 2000). For example, if someone is hungry they are not thinking too much about socializing. In the order from lowest to highest the needs are psychological, safety, social, esteem, and self-actualization. The first three are classified as lower order needs and the last two are higher order (Hierarchy, 2000). Without meeting these needs workers are not going to be as productive as they could otherwise. The first three are considered to be essential to all humans at all times. The last two have been argued but are mostly considered to be very important as well.
Similarly, Maslow's theory also reflects that humans have an internal force to reach their highest potential (Maslow, 1968). Maslow examined the hierarchy of basic human needs and developed a pyramid of requirements which motivates human beings and shapes their personality. At the bottom of his pyramid are found the basic physiological motivations which are necessary for survival such as food and shelter. The next level incorporates the need for safety, both physical and psychological. This is followed by love and belongingness which relate to receiving and giving affection. Presuming the love need is met, the next level up is the need for esteem which includes the feeling of self-esteem and self-respect. At the top of the pyramid stands the complex need for self-actualization which is a meta-need as per Maslow (1964) and we can reach it through peak experiences. It is the highest level of growth when someone reached her or his capacity to the fullest. Maslow estimated that only 1 percent of people ever really fulfil this need (Maslow,
...d organizational success are based on more than the satisfaction of economic or social need” (bateman, sneel p41). This recognition developed the organizational behavior approach which was influenced by Douglas McGregor and his Theories X & Y. Theory X managers tend to micromanage their employees because they believe the average worker is lazy and tends need more supervision and motivation. The methods they use to motivate employees are usually reward and punishment. Theory Y tends to motivate by Maslow hierarchy of needs and believes in challenging employees (Hindle p187).
The human relations perspective developed in the mid twentieth century and was an extension of the behavioral viewpoint. Prior to the behavioral, almost all management was looked upon through the classical viewpoint. This viewpoint specifically focused on how to create higher efficiency though technical processes with little regard to the social aspect of work. It wasn’t until after the Hawthorne experiments that people began to realize that the happiness of the worker has a major effect on overall productivity. The experiment began as a test on the effects of different working environments on productivity. However as they proceeded researchers found that no matter what they altered productivity increased. Therefore they concluded that productivity rises when employees are given attention and a say in the decisions that affect their work. ( Kinicki, A., & Williams, B. K. (2008). Chapter 2. In Management: A practical Introduction (pp. 46-49) NYC: McGraw Hill.) Previous perspectives overlooked the relationship between the employee and the work group he/she was associated with. The Hawthorne experiments led to the establishment of the behavioral viewpoint. This viewpoint has a more psychological approach to management with an emphasis on understanding h...
Proposed by Douglas McGregor, Theory X-Theory Y is a unique way to distinguish between the Scientific Management (Theory X) and Human Behavior Perspectives (Theory Y). Theory X focuses on human nature, particularly concerned with hierarchical structure, management, decision making, and performance; whereas Theory Y details assumptions concerning motivation, satisfaction, and productivity (Shockley-Zalabak, 2012, p. 78). Depending on the stance of the those in charge of the organization, it can have different associated communication implications. In other words, if the leaders are more geared towards Theory X, the organization will have unambitious organization members that avoid work and responsibilities so they must be directed and guided. Theory Y leaders, on the other hand, will have organization members that are ambitious and want responsibilities (Shockley-Zalabak, 2012, p. 79). Thus, the organizational communication is influenced by Theory X-Theory Y as communications will either need to be purposeful and provide directions, or the communication will need to be more assuring and affirmative in accordance with either the Theory X or the Theory Y