How a manager may apply Maslow's theory of needs to his or her managerial practice?
eg:Achievement ,Esteem,Love ,security ,physiological needs
Please English!!!! (about 200-300words)
- wuLv 61 十年前最愛解答
These include the needs that must be satisfied for the person to survive, such as food, water, oxygen, and shelter. Organizational factors that might satisfy these needs include the minimum pay necessary for survival and working conditions that promote existence.
These include needs for security, stability, freedom from anxiety, and a structured and ordered environment. Organizational conditions that might need these needs include safe working conditions, fair and sensible rules and regulations, job security, a comfortable work environment, pension and insurance plans, pay above the minimum needed for survival and freedom to unionize.
These include needs for social interaction, affection, love, companionship, and friendship. Organizational factors that might meet these needs include the opportunity to interact with others on the job, friendly, and supportive supervision, opportunity for teamwork, and opportunity to develop new social relationship.
These include needs for feelings of adequacy, competence, impendence, strength, and confidence, and the appreciation and recognition of these characteristics by others. Organizational factors that might satisfy these needs include the opportunity to master tasks leading to feeling of achievement and responsibility. Also, awards, promotions, prestigious job titles, professional recognition, and like might satisfy these needs when they are felt to be truly deserves.
These needs are the most difficult to define. They involve the desire to develop one’s potential as an individual to the fullest extent and to express one’s skill, talents, and emotions in a manner that is most personally fulfilling. Maslow suggest that self-actualizing people have clear perceptions of reality, accept themselves and others, and are independent, creative and appreciative of the world around them. Organizational conditions that might provide self-actualization include absorbing jobs with the potential for creativity and growth as well as a relaxation of structure to permit self-development and personal progression.
As to compensation and cash bonus are good incentives for motivate employee, it is totally depends on how you interpret the role of these incentives, illustrated by the following cases:
In case of monetary rewards, they will then be related respectively to Physiological Needs of Maslow’s Hierarchy Theory and Existence Need (concrete need) of Alderfer’s ERG Theory. With Maslow’s perspective, a satisfied need is no longer an incentive, so employees will no longer be motivated once he is gratified for such need. In this case, monetary reward is not a good ultimate motivation for both Maslow. With Alderfer’s ERG Theories, if higher-order need is not satisfied it can be substituted by a lower-level need, so, these Existence Need will perform a essential role in motivation in all time.
Considering an employee considers the monetary reward as intrinsically occurs, he will regard himself being recognition by the company for his outstanding competence – Maslow’s Esteem Need and Alderfer’s Relatedness Needs. In the concept of Maslow’s theory, satisfied need is not motivational. Contradictory, Alderfer says he will exhibit sustained effort on achieving particular task, it is because the “the less higher-order needs are gratified, the more lower-level need satisfaction is desired.
Considering compensation and cash bonus as a reflection of status in the organization, then these reward will becomes an achievement related to Self-Actualization of Maslow Hierarchy and Growth Needs of Alderfer’s ERG Theory. Both theories, neither Maslow nor Alderfer, promulgate the highest order need satisfaction is desired, especially in Maslow’s theory where it said these high-order needs become stronger as they are gratified.
- kingsLv 71 十年前