A New Way Of Looking At Employee 's Job Attitudes Or Behaviors

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

Maslow’s hierarchy is used within organisations by employers as their employees have basic human needs and a right to strive for self-actualisation. Successful organisations will be ones who care, understand, encourage and enable personal growth towards their employees.

Abraham Maslow developed the theory of human motivation called Hierarchy of Needs. It suggested that people need to be satisfied by all physiological needs before move on other high-order needs. I learned this concept in my secondary school which introduced how Hierarchy of Needs can be used in business management. At that moment, I can’t realize how this concept can be applied to manage people in companies, since I was student. It was difficult for me to imagine how this theory can be practically applied in the business world. When I study Consumer Behavior in this master course, it arouses my interest to understand that this theory can be applied to interpreting how consumer goods and

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.

In case of saleena at Aroosh club with staff lack of motivation. She started her work with authoritative manner without understanding the staff requirements and their mind. According Maslow ‘theory of Need, saleena could not proved herself a good manger until she understand environment of the club. She can’t be a good leader without her followers so she have to understand how to motivate people with her team work. So in this case saleena should need to understand the need of her staff. Need is a something. and something that we want from our work place. Our needs decided what to do and a good leader is who that satisfies her staff with these needs and the satisfaction of these needs commonly called motivational theory. The theory Maslow s need also called the hierarchy of needs. There are five Needs in Maslow hierarchy that are enlisted here

Maslow’s Hierarchy of needs was introduced in the mid-1940’s by Abraham Maslow; it is one of the most popular theories of work motivation to this day. the theory was originally used specifically in a psychological setting, but was made more popular by Douglas McGregor in the late 1960’s and began to be used by not only psychologists but managers as well (Steers & Porter, 1983). The hierarchy is based on the fact that human beings have needs, Maslow took these needs and separated them into five categories: physiological needs, safety, belongingness or social needs,

Abraham Maslow is a psychologist who had developed the Hierarchy of needs model in 1940-50s, and the Hierarchy needs theory is still being used to day and for understanding the human motivation. In his hierarchy he believes that people are motivated to achieve certain needs. And when a human had fulfilled a person would seek to fulfil the next one. Maslow’s hierarchy needs is concerning the responsibility of service providers to provide a

Through the use of this paper the agreement between Maslow and Rogers when it comes to Maslow’s hierarchy of needs will be shown. It will also focus on the humanistic and biological approaches to personality. According to Orana (2009), Maslow’s hierarchy of needs is a theory that is considered to still be valid today in the areas of management training, personal development, and the understanding of the motivation of humans. This theory was first introduced in the book Personality and Motivation which was

It is important for managers to understand the sources of power and influence as they must rely upon the cooperation of subordinates in order to be successful. Strong managers rely upon more than just authority they also use leadership skills and power to obtain the most productivity from their staff. According to French and Raven (1959) there are five sources of power. Referent power seems to be the most influential and the least affected by change. To quote Paul Argenti,

Social needs acquired by such employees include love, acceptance and belonging. They must feel accepted and a sense of worthiness before they can work up to fulfilling other, more difficult needs. The esteem level on Maslow’s Hierarchy of Needs is the need for appreciation and respect. After the other levels of needs have been fulfilled, the esteem needs begin to play a prominent role in motivating behaviour. Theory Y employees will be motivated to gain respect in their organisation by achieving company objectives and by showing management their skills and abilities. The top need desired by such employees is self-actualisation. Maslow himself said;

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore

the motive and its influence on behaviour. For instance, in the Equity Theory – What motivates primarily from J. Stacey Adams’ work – the arousal of the justice motive occurs employees when an employee perceives an imbalance in his/her inputs and outcomes relative to others’ (Bowditch and Buono, 1997, p. 89 and 103; Nicholson, 1995: p. 333). Subsequently, the employee may engage in behaviours to reduce the perceived inequity. 265 While these personality-based theories do not necessarily predict motivation or behaviour, they can provide a basic understanding of what energizes (motivates) individuals. The main strength of Maslow’s Hierarchy of Needs Theory is the identification of individual needs for the purpose of motivating behaviour. By appealing to an employee’s unfulfilled needs, managers may influence performance. Alderfer’s ERG Theory is one attempt to modify Maslow’s hierarchy by reducing the number of need categories. Alderfer found only three levels of need: (1) existence or survival (E); (2) relatedness (R), dealing with social interaction and the external facets of esteem (recognition and status from others); and (3) growth (G), focusing on the desire to achieve and develop a person’s potential and the internal facets of ego fulfilment (success and autonomy). David McClelland’s Socially Acquired

It is difficult to satisfy individual demands because everyone would move to the next more advanced platform of the hierarchical pyramid that Maslow created frequently once the prior need is met, especially in modern society. Meanwhile, when setting Maslow’s model into the business to understand the motivation behind employees’ behaviours, it is not amazing to find that there are also have similar five levels of needs which including wages, safety, social belongingness, self-esteem and finally self-actualization. Maslow and Stephens (2000) have posited out that individuals will not spend an inordinate amount of time to think about their salaries if they are fairly paid. After being paid adequate salary, employee seeks safety physically and mentally on the jobs. And then the stage of needs moves to the third level subsequently-seeking social