A good knowledge of 4 Theories :Maslow’s hierarchy of needs
A good knowledge of 4 Theories
Need theories and Process theories are the main
two parts of motivational theories. Need theories or content theories explain
that the types of needs which motivate employees. Process theories supports us
understand the real ways in which we and others can be motivated
Maslow’s hierarchy of needs
Probably, it is secure to validate that highly
well-known motivational theory as Maslow’s need hierarchy theory. Within five
of hierarchical needs, each and every person is existing in the world. Those
are physiological, safety, social, esteem and self-actualization needs. The
bodily needs including breathing, food, water, sleep and others are consisted
of physiological needs. Includes security and protection from physical and
emotional harm called as safety needs. Consists of affection, belonginess, acceptance and friendship are referred as social needs and esteem needs consisted of internal esteem facts of self-respect, autonomy and achievement and external esteem facts of status, recognition and attention. Final need of self-actualization includes growth, accomplishing one’s potential and self-fulfillment which is drive to what one employee is capable of becoming (Armstrong, 2009). So, one need is becoming as substantially satisfied, next need will be become dominant. Once, organization wants to motivate its employees, managers should define the level of hierarchy that a particular worker is currently on while focusing on satisfaction of those needs at or over that level. This is because, no need is fully met by an individual and a substantial satisfaction of employee no longer motivates. That is why, Maslow was separated need hierarchy into five types. These five needs are separated into higher and lower orders. Maslow separated physiological and safety needs as lower order needs and social, esteem and self-actualization as higher order needs. Even though, there are some contradictory arguments to this Maslow’s theory because according to theory unsatisfied needs motivate, or that a satisfied need starts movements to a novel need level. Thereby, more theories are explained through following description.
References
Abbah, M. T., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria. Journal of Business and Management, 16(4).
Armstrong, M., 2009. Armstrong´s
handbook of human resource management practice. London: Kogan Page.
Maslow’s needs hierarchy has an intuitive appeal and has been very popular. But it has not been veriied by empirical research such as that conducted by Wahba and Bridwell (1979), and it has been criticized for its apparent rigidity – different people may have different priorities and the underpinning assumption that everyone has the same needs is invalid (Armstrong, 2014).
ReplyDeletethank you for your comment. In addition to what you said, Individuals have diverse needs pecking orders tied to their individual values. Needs are cognizant insufficiencies created from intrinsic drives but reinforced or debilitated through learning and social powers such as culture and childhood(Abbah, 2014)
ReplyDeleteAccording to (Kreitner, 1998), The ramifications of Maslow’s needs hierarchy theory offered managers and other organizational leaders helpful insights. One piece of advice was for managers to develop practices or programs focused at meeting new or unmet requirements in order to motivate staff. Another result was that businesses should set up support systems and focus groups to assist staff in managing stress, especially during times of greater difficulty, and spend time getting to know each employee's requirements.
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