Hrm About Alibaba Essay

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

Abraham Maslow developed a Hierarchy of Needs (appendix 3) which is used to understand human motivation, management training and personal development. This hierarchy is used to determine the responsibility of employers to provide a workplace environment that encourages and enables employees to fulfil their own unique potential.

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 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.

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

Sadri and Bowen (2011), argue that managers can motivate their employees by helping them satisfy the need that is prevalent at any point in time and move on to the next level, only after the first need has been satisfied substantially. However, Ramlall (2004) argues that the satisfaction of these needs is not necessarily mutually exclusive. Maslow’s model demonstrates that people have different needs at different situations and at different stages of their lives. In this sense, managers at Hertz can use the following observations – regarding their practices’ success in satisfying the aforementioned needs - along with the respective recommendations, in order to satisfy their employees and subsequently improve their

Alibaba Group is one of the world’s most successful Chinese multinational corporations originally based in China. It is an e-commerce company that provides consumer-to-consumer, business-to-consumer and business-to-business services through web portals for both international and domestic China trade. Alibaba launched various sites including Alibaba.com which was the first China’s commercial website launched in 1999. The purpose of Alibaba.com site is not just to connect Chinese supplier

Maslow used this concept to portray the needs and wants of individuals in the workplace. He used a pyramid scheme to aid in his portrayal of the several stages of requirements each individual faced. Maslow discovered that there were five categories of needs that each individual possessed: Physiological, Safety, Social, Esteem and Self Actualisation. In order from left to right, as each need became satisfied the next stage becomes more important to achieve, therefore, more useful as a motivator. Similarly, like Maslow, Herzberg also created multiple influential theories that helped shape managerial thought as it stands today. Herzberg’s greatest contribution to this field lies in his “Two-Factor Theory” (Motivation-Hygiene Theory). Like Maslow’s “Hierarchy of Needs”, this theory also states that individual’s have needs and wants in the work place. As a result of multiple tests, Herzberg concluded that employee’s have two specific sets of needs in the workplace. These needs were separated into Hygiene and Motivator factors. Examples of “Hygiene” factors included wages and working conditions, whereas, “Motivating” factors tended more towards recognition and reward. There are huge similarities to be found between both Maslow and Herzberg’s concepts of motivational factors as both recognise the importance of employee’s needs and wants being

One day I was in San Francisco in a coffee shop, and I was thinking Alibaba is a good name. And then a waitress came, and I said, "Do you know about Alibaba?" And she said yes. I said, "What do you know about ?", and she said, "Open Sesame". And I said, "Yes, this is the name!" Then I went onto the street and found 30 people and asked them, "Do you know Alibaba?" People from India, people from Germany, people from Tokyo and China … they all knew about Alibaba. Alibaba – open sesame. Alibaba is a kind, smart business person, and he helped the village. So … easy to spell, and globally known. Alibaba opens sesame for small- to medium-sized companies. We also registered the name "Alimama", in case someone

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,

This very evident from the diagram of Maslow’s Hierarchy of needs. This diagram focuses on satisfying one level before moving on to the next. This diagram consists of five levels and it is said that most people don’t make it past level 3. Level 1 is the physiological level, which is the level that people need to satisfy their basic human needs, such as food and shelter along with clothing and security. Employers can provide this by offering a good wage. If this is satisfied you move on to level 2 which is the safety level. This level is when an employee feels physically and economically safe in their workplace. Employers can do this by offering safe working conditions and also contracts to employees. This level is also focused on freedom from bullying in the workplace. The third level is focused on love. This is the need for the employee to feel accepted in the workplace and also part of groups and not left alone to work on their own. Employers can satisfy this need by allowing employees to work together and offer social areas in the work place. The next level is the esteem level. This is focused on the employee feeling they are recognized in the work place and this can be satisfied by offering them important projects and giving them job titles. The final level is the self-actualization level and this is based on the employee feeling like they achieved their full potential. Employers can satisfy this by offering promotions in the

Maslow’s Need Hierarchy Theory in (1943) paper A“theory of human motivation” psychological review Maslow subsequently extended the idea to include his observations of humans' innate curiosity. According to Maslow‘s human want to motivate they want physiological needs is mostly requirements survival. And safety need also required like a good health, financial, job security and including

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;

The Human Relations Management Theory views workers as driven by more than just financial needs. The management approach goes beyond the simple exchange of a wage for labour by treating the employee as an active and valued member of the organisation (Miller & Form, 1964). Employees are treated as individuals assumed to possess cognisant personalities as opposed to identical, interchangeable parts or cogs. Abraham Maslow (1954) insisted that “What a man can be, he must be” (p. 91). Maslow theorised that the average worker was motivated by intrinsic needs such as respect and self-actualisation. For example, Bill Gates was known for employing a participative style of leadership and empowering his employees to innovate in any division of Microsoft. He recognised that allowing for more worker autonomy and creativity would enable his employees to be more productive as they felt ownership over their work (Buller & Schuller, 2012).