A theory of human motivation Essay

Custom Student Mr. Teacher ENG 1001-04 5 June 2017

A theory of human motivation

Abraham Maslow was a famous psychologist and was also known as the father of modern management. He in his article “A Theory of Human Motivation” formulated a framework of human motivation and drives on the basis of their needs… The table below depicts the hierarchy of these human needs in order. 1) Psychological needs: they are recognized as the primary needs of every individual that are essential to be fulfilled. They are required for survival. They comprise of necessities like food, shelter, sleep, water etc.

2) Safety Needs: as soon as the psychological needs are met, ones attention is diverted towards fulfilling the security needs. Every person has some insecurities may it be physical or emotional. According to Maslow until and unless these needs are addressed and resolved a person would feel threatened and would not climb up any further on the pyramid. 3) Social Needs: this is the first level of higher level of needs. It involves the interaction and relationship with a society, family or social group.

4) Esteem Needs: esteem needs include self-respect, self worth, recognition and achievement. 5) Self-Actualization needs: realizing personal potential, self-fulfillment, seeking personal growth and peak experiences Maslow’s ideas regarding the hierarchy of needs provides information about workplace environment that encourages and enables employees to attain their potential that is self actualization. Managers can use these to encourage personal growth and development.

Douglas McGregor’s Theory X and Y were a basis of development of positive management styles and techniques. And prove to be helpful in development of organizational development and culture within the organization. It clearly defines two different methods of management control. One is the classic and conventional authoritative management style and the other is the modern a participative style. Companies’ can chose either of them but theory Y or the participative style has been more effective in motivating the workforce.

Because these theories help us understand the psyche of human mind which in turn can be helpful in developing the job description. And if the job design would be good enough than this would motivate employees to work harder and bring in innovation. In this world where nothing is stagnant and environment changes, such steps are all effective in helping a company cope with these changes and to conquer new market with fresh ideas. All these theories are a guiding force to manage employees and their talent. Motivation is essential at all levels.

It is a complex combination of several factors. Motivation leads to efficiency, profits and loyalty. It can make the impossible possible. Employees need to feel respected and valued in the company. This gives them a sense of belonging. Adopting sensible job designs for the workforce can only bring about this change. It is the responsibility of the leadership to make such job descriptions that help utilize the potentials. Theory Y shows that management styles empower and have a significant impact on workforce motivation.

Works Cited Abraham Maslow. (n. d. ). Maslow Hierarchy of Needs. November 14, 2008. Retrieved from: < http://www. abraham-maslow. com/m_motivation/Hierarchy_of_Needs. asp> Businessballs. com. (n. d. ). Maslow’s hierarchy of needs. November 14, 2008. Retrieved from: < http://www. businessballs. com/maslow. htm> Job Access. (n. d. ). Job description and design. November 14, 2008. Retrieved from: <http://www. jobaccess. gov. au/JOAC/Employers/Recruiting_new_staff/The_recruitment_process/Job_description_and_desig. htm>.

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