Effective Management Of An Organization 's Human Resources

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 identified that employees have the motivation to achieve certain needs. Once these needs have been achieved the employee will seek to fulfil the next set of 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;

In the 1940s/50s psychologist Abraham Maslow developed a model that explained human motivation. This was the hierarchy of needs, which can be shown as a pyramid that has different levels of the needs of a human. At the bottom are basic needs for survival, and the higher levels are psychological needs. The highest level is self-actualization; the ability to reach one’s full potential and become the best person they can be (Adler, 8). All humans are capable and motivated to fulfill all of these needs, and one level of needs must be met before the next can be (Hockenbury, 341). To reach self-actualization, one must first meet all of the needs below it on the hierarchy of needs.

Abraham Maslow was an American psychologist who introduced the concept of the motivational needs in his paper “A Theory of Human Motivation” written in 1943. He explains that humans have certain needs that need to be fulfilled and when

Osland, et al. (2007) provide a good introduction to three basic motivational content theories. The first theory is Maslow’s Hierarchy of Needs that proposes man is motivated by a lack in the one or more of the five common needs. The needs that Maslow identifies are physiological, safety, social belonging, self-esteem, and self-actualization. Maslow believed that one fills needs from the most basic (like food and water) to the highest level (self-actualization). Maslow’s ideas are easy to relate to and attempt to provide an all-inclusive approach to the concept of motivation; however, there is little evidence to support the idea that man cannot have self-actualization without the other more basic needs first satisfied. The second content theory Osland, et al. discuss is McCelland’s learned needs. McCelland states that man is motivated by one of three things: achievement, power, or affiliation – or a mixture of the three. Each of these needs can possess a negative or positive connotation or implementation, but it is argued that people motivated by affiliation make better leaders. The third theory presented is McGregor’s Theory X and Theory Y. McGregor asserts that Theory X people or employees are inherently lazy and must be controlled and forced to act, whereas Theory Y people are self-controlled, motivated, and ambitious.

According to Abraham Maslow, motivation is seeded much deeper than what most may expect. Each human has basic needs that need to be met, which is of no surprise, but what Maslow goes on to explain is there is a hierarchy in which said needs should be accomplished. In his originally published paper, “A Theory of Human Motivation”, he explains, starting from the bottom, humans have physiological, safety, love and belonging,

The Maslow Need Hierarchy Theory was proposed by Abraham Maslow, an American psychologist, in 1943. The theory was one of the first theories that focus on the dispositional predictors on humans’ needs satisfaction. It states that there are five needs predictors on individuals’ psychological development: physiological, safety, social, esteem, and self-actualisation. These five stages imply the growth of humans. By these, Maslow had provided a way on understanding ones’ level of satisfaction by looking at their attitudes and behaviours, as well as how humans are motivated. The organizational and management level can thereby determine strategies to motivate employees intrinsically and extrinsically.

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

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,

Maslow 's Hierarchy of Needs describes a system for human motivation. According to Maslow, motivation is a range of psychological processes that help guide us to meet our personal goals, as well as driving us to continually achieve additional goals on a path towards greater self-awareness. By definition, motivation represents the choices we make; selecting a particular path as opposed to a distinctly separate choice. Motivation represents the desire relating to fulfilling personal needs, how much energy and intensity we place in achieving the desired results, and how we deal with overcoming the obstacles in order to achieve our goals (Cizmeli, 2007).

Motivation is the influence or drive for an individual to perform a specific act. In the past many theorists have scrutinised the concept of needs theories and how an individual’s human behaviour works in order for them to be motivated. However it has also been a very heavy topic considering different theorists have judged one another’s perception on the notion of motivating factors. In the past centuries, theorists have critically analysed the ways in which individuals are best motivated. A well-known psychologist Maslow (1943) believed that there are five levels of needs in order for an individual to be fully motivated. His focus is more on the positive needs of employees. From the Bottom of the pyramid comes the physiological needs or in other words basic needs, which consist of necessities such as food, water, health and things that any human starts with. He stresses on the notion of homeostasis as part of these needs, ‘the body’s automatic efforts to maintain a constant, normal state of the bloodstream’ (Maslow 1943,p.270).

In the year 1943, Dr. Abraham Maslow wrote an article ‘A theory of human motivation’, which appeared in psychological review and were further expanded in his book, ‘Toward a psychology of being’. Maslow, through this article attempted to formulate a human motivation framework based on needs. He developed this through his experiences of many years with people. Many modern leaders and executive managers find means of motivation from this theory for the purposes of employee management. (Hall, & Nougaim 1968, 26).Maslow came up with the

This essay I will be looking at the essential factors of an organisations effective management and human’s resources. I will be looking at some theories which relate to the key principles which are recruitment and selection, personality and motivation. In this essay I will talk about these key principals in more detail throughout and link them to a business.

Motivation is an internal process that energizes people to engage in certain types of behaviours. Frederick Winslow Taylor’s Scientific Management Movement, was one of the earliest attempts to understand and to deal with the problem of worker motivation. Some major contributors to motivation theories are Abraham Maslow for the Hierarchy of needs theory, Douglas Mc Gregor for Theory X and Theory Y, Frederick Herzberg for Motivation-Hygiene Theory.