Diversity Essay

Maslow’s Hierarchy of Needs is a structural progression of psychological and physical needs. Maslow hypothesized that there were two distinct types of needs: deficiency needs and growth needs2. The deficiency needs,

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;

Psychologist Abraham H. Maslow is the developer of Maslow’s hierarchy of needs. The theory covers human behavior in terms of basic requirements for survival and growth (Cengage, 2002). The theory was developed in the early 1960’s. During this time psychology was taken over by two different views. One side was the human behavior and the other one was the behaviorist. Maslow explained that psychoanalysts had not accomplished the task to consider the behavior of healthy humans. He also mentioned that many subjective experiences that related with human behaviors were being ignored by behaviorist. In the beginning Maslow examined motivations and experience of many healthy individuals. He recognized that there are many requirements in this theory that are important for human survival and to help motivate individuals. He conceptualized different human needs as a pyramid with five levels in

In order to be productive all members of staff should be aware of the goals of the firm. Knowing the goals allows the manager to make effective decisions. The goals of the firm can be viewed as the motives of the entrepreneur’s who own and run the firm. There a number of goals that a firm can pursue in its day-to-day

As it was mentioned before, the key idea of Maslow’s Hierarchy of Needs theory relates to the existence of several sets of motivation and needs that govern human behavior. Hence, the major concepts of this theory include certain needs that are grouped into sets based on their place within the hierarchy of all the needs. The first version of the theory has five needs, which are divided into

(2) Managers should set reasonable goals. We suggest that managers should set moderately difficult goals. Goals can be a strong motivator to help the company to strive for better. According to Griffin (2011), managers should set goals that are specific and moderately difficult. A specific and moderately difficult goal can motivate people to work harder, especially if attaining the goal is likely to result in rewards (205). In addition to verbal

The process of setting goals and targets would allow your employees to choose where they want to go career wise. By knowing precisely what they want to achieve, they would know what to concentrate on to do it.

The first pro of goal setting is too increase performance. The specific challenging goals increase performance more than the unchallenging goals (Ordóñez et al., 2009, p.3). So why does setting specific challenging goals increase performance? “So long as a person is committed to the goal, has the requisite ability to attain it, and does not have conflicting goals, there is a positive, linear relationship between goal difficulty and task performance” (Ordóñez et al., 2009, p.3). Workers committed to goals will try harder to complete the goals because there is a path to follow, they can develop plans to achieve goals, and with goals there is more focus to the goals that it must be achieved so the workers work harder to complete them. There is also more effort and the workers become persistent in completing the goal. Another benefit of goal setting is that people are more committed to completing challenging goals because they company sets them and it will benefit the company. For example,

In a workplace, goals are always necessary for growth in the company or services provided. An important thing

Without question, Ed Chatal believes goal setting is necessary in the workplace to create a common purpose for all members of the team to work toward. He specifically mentioned that one of the highlights as a leader and manager was creating a plan for the team to execute based on the observations of his staff. In his case, goal setting did a number of things for his team. He has noted:

In 1943, psychologist Abraham Maslow published his famous work “Need Hierarchy” often displayed as a pyramid. Maslow listed the lowest levels of the pyramid as the most basic needs, while the more complex needs are located at the top of the pyramid. At the top of his hierarchy is self-actualization. Maslow suggests that when the other needs at the bottom of the pyramid is met, the individual can then focus their attention on the other needs at the top. For many, self-actualization is a fulfillment of

Abraham Maslow introduced a very simple way of understanding the needs of a person. The Hierarchy of Needs sorts the needs of the lowest and most basic levels to the higher levels. Maslow then arises within their theory of personality, the concept of hierarchy of needs, which needs are structurally organized with varying degrees of power, according to a biological determination given by our genetic makeup as the agency human species.

What’s more, the authors use a problem that an employee of the company-Trenell has, as an example, to illustrate how such goal setting method works in practice. After Trenell clearly identifies the discrepancy between the actual and desired state and the causes, he is able to find a suitable solution to the problem, making him arriving at his desired state.

There are five main principles of goal setting which are important (Anthony, n.d). Goal setting provides focus in the sense that it puts objectives in perspective as well as prioritize the important aspects of the company. Aside from providing focus, goals also increases motivation to allow employees to strive for something within their daily lives. In addition, many goals within an organization cannot be reached unless there is cohesiveness within the business. Thus, goal implementation helps to strengthen and improve group cohesion. On the other hand, goal setting can also be responsible to increase employees worth and offers measurability. Using the SMART principle: Specific, measureable, attainable, relevant and timely, setting goals will enable employees to gauge their progress (Anthony,n.d). From this, employees are able to measure their efforts on impact that they have on the company as well as see how far or close they are in achieving the goal laid out.

To ensure that goals are perceived as attainable, management must ensure that employees feel confident that increased efforts can lead to achieving higher performance, goals.