Maslow 's Hierarchy Of Needs Theory

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Money, flexible schedule, control of work production, or simply a, “Thank You”, what works best to motivate employees? Motivating employees to perform at their best is every employer’s desire. Having employees complete their work in a timely and accurate manner is very important in all companies. Without motivated employees, companies lose money. It takes employers knowing their employees, in order for them to know how and what motivational techniques work best, for their employees to perform at their optimal capacity. Monetary incentives seem to be the number one incentive chosen by employors, but is this the best option? In Maslow’s hierarchy of needs theory, an individual’s motivation is dependent on their needs and that these needs have an order in which they must be satisfied (Daft, 2014, p. 230). Within Maslow’s theory, we can place monetary incentives in the “lower needs” category. This category must be satisfied before other needs can be satisfied. When employers look at rewards they need to try to meet both “lower and “higher” level needs. Rewards are categorized as either; intrinsic rewards, which comes from an individual’s internal satisfaction and appeals to a person’s “higher” needs or extrinsic rewards, whicha are given by another person and appeals to an individual’s “lower” needs (Daft, 2014, p. 227). When employors try to fulfill an employee’s intrinsic reward, they must keep in mind that these can be different for each employee. There are many pros to
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