...19 July 2014 Need Theories: Comparing Maslow, Alderfer, and McClelland Most theories of motivation revolve around the idea an employee’s needs influence their motivation. Needs are physiological or psychological scarcities that stimulate behavior therefore are necessary to live a healthy, productive lives both in personal and work lives. “If work is meaningless, then life comes close to being meaningless”(Maslow, Stephens Heil 39). These needs, whether weak or strong and are greatly influenced by environmental factors, thus causing human needs to vary over time and place. The general idea behind need theories of motivation is that unmet needs motivate people to placate them. On the contrary, people are not motivated to pursue a satisfied or achieved need. “In general terms, motivation can be defined as the desire to achieve a goal, combined with the energy, determination and opportunity to achieve it”(Compare and Contrast Clayton Paul Alderfer’s Erg Theory of Motivation and Abraham Maslow’s Needs Hierarchy). Let us now consider three popular content theories of motivation: Maslow’s need hierarchy theory, Alderfer’s ERG theory, and McClelland’s need theory. Abraham Maslow, a psychologist, first published his need hierarchy theory of motivation in 1943. According to Maslow, we all have five levels of need. The first, and most basic level is the need for survival or physiological needs, followed by the need for safety, together these two level represent our basic needs....
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...19 July 2014 Need Theories: Comparing Maslow, Alderfer, and McClelland Most theories of motivation revolve around the idea an employee’s needs influence their motivation. Needs are physiological or psychological scarcities that stimulate behavior therefore are necessary to live a healthy, productive lives both in personal and work lives. “If work is meaningless, then life comes close to being meaningless”(Maslow, Stephens Heil 39). These needs, whether weak or strong and are greatly influenced by environmental factors, thus causing human needs to vary over time and place. The general idea behind need theories of motivation is that unmet needs motivate people to placate them. On the contrary, people are not motivated to pursue a satisfied or achieved need. “In general terms, motivation can be defined as the desire to achieve a goal, combined with the energy, determination and opportunity to achieve it”(Compare and Contrast Clayton Paul Alderfer’s Erg Theory of Motivation and Abraham Maslow’s Needs Hierarchy). Let us now consider three popular content theories of motivation: Maslow’s need hierarchy theory, Alderfer’s ERG theory, and McClelland’s need theory. Abraham Maslow, a psychologist, first published his need hierarchy theory of motivation in 1943. According to Maslow, we all have five levels of need. The first, and most basic level is the need for survival or physiological needs, followed by the need for safety, together these two level represent our basic needs....
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...ERG Theory of Motivation - Clayton P. Alderfer In 1969, Clayton Alderfer's revision of Abraham Maslow's Hierarchy of Needs, called the ERG Theory appeared in Psychological Review in an article titled "An Empirical Test of a New Theory of Human Need." Alderfer's contribution to organizational behavior was dubbed the ERG theory (Existence, Relatedness, and Growth), and was created to align Maslow's motivation theory more closely with empirical research. Similarities to Maslow's Needs Hierarchy After the original formulation of Maslow's Hierarchy of Needs, studies had shown that the middle levels of Maslow's hierarchy overlap. Alderfer addressed this issue by reducing the number of levels to three. The letters ERG represent these three levels of needs: • Existence refers to our concern with basic material existence motivators. • Relatedness refers to the motivation we have for maintaining interpersonal relationships. • Growth refers to an intrinsic desire for personal development. Like Maslow's model, the ERG motivation is hierarchical, and creates a pyramid or triangle appearance. Existence needs motivate at a more fundamental level than relatedness needs, which, in turn supercedes growth needs. Growth Self-Actualization External Esteem Needs Relatedness Internal Esteem Needs Social Needs Existence Safety Needs Physiological Needs Differences from Maslow's Needs Hierarchy Beyond simply reducing the distinction between overlapping...
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...Motivation and morale are elements to the success of missions in an organization and for the police force. Motivation and morale are internal influences that come from within each however, external sources and either help or hinder moral and motivation. In this case study of Captain Edith Strong, this is an example of how motivation and morale can suffer when employees are disgruntled. Captain Strong is placed in a common position where she has to figure out a way to raise motivation and morale while keeping the organization running and not compromise mission success. The problem Captain Edith is facing is that patrol officers view their jobs as dissatisfying due to the lack of communication and time with other officers, which causes increased citizen complaints, longer response times, officer filing for work compensation, and rapid employee turnover. What philosophical approach do you believe Captain Strong should take in carrying out this project? In organizations where the workplace environment sets high morale and have motivated employees is typically the one where employees feel as though they are being treated fairly. Captain Strong is faced with a tough situation, she has to focus on the accomplishing the goals of the organization all while supporting the officers in her department, supporting their professional and personal goals and development. The Synergistic supervision approach would be best to use for Captain Strong’s situation. I believe this is the best approach...
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...Explain analytically, how motivation theories could help managers elicit ‘discretionary effort’ from employees. Illustrate your answer with suitable examples of HR practices. One of the most interesting fields of study in human resource management is that of motivation. Researchers have always tried to determine what motivates people's actions and, as a result, different motivation theories have emerged. But before these theories are examined, it should be made clear what motivation means. Lots of academics, including Beardwell and Clayton(2007), define motivation as willingness to exert effort for the realization of specific goals. When a person is motivated, his behaviour is based upon his or her individual needs. Many different factors affect human behaviour, so motivation could be described as a psychological process between the individual and the environment. According to Steers(1996), motivation is extremely important for understanding organizational behaviour. Herzberg also notes that specific attention should be turned to motivation, as it plays an essential part in work organizations. However, human behaviour varies from person to person, which means that people are often motivated by completely different factors. This variation in motivational variables means that it is difficult for managers to predict exact human behaviour or to manipulate employee's psychological willingness. That is the reason why there is no one best motivation theory or framework that can...
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... English▼ Home Answers Answers.com > Wiki Answers > Categories > Business & Finance > What is motivation explain maslows theory of motivation? What is motivation explain maslows theory of motivation? In: Business & Finance, Human Behavior, Psychological Disciplines [Edit categories] Distance Learning MBAwww.regenesys.co.zaAchieve an exclusive MBA, or BBA through E-Learning 011 669 5000 Zimbabwe Classifiedswww.classifieds.co.zwproperty, cars, jobs, computers, dating, travel, hardware, furniture Ads Answer: Maslow's Theory of Motivation - Hierarchy of Needs In 1943, Dr. Abraham Maslow 's article "A Theory of Human Motivation " appeared in Psychological Review, which were further expanded upon in his book: Toward a Psychology of Being In this article, Abraham H. Maslow attempted to formulate a needs-based framework of human motivation and based upon his clinical experiences with people, rather than as did the prior psychology theories of his day from authors such as Freud and B.F. Skinner, which were largely theoretical or based upon animal behavior. From this theory of motivation, modern leaders and executive managers find means of motivation for the purposes of employee and workforce management. Abraham Maslow's book Motivation and Personality (1954), formally introduced the Hierarchy of Needs. The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied...
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...Motivation Introduction This essay is about defining Motivation and how it affects employees. Also an explanation of the main the types are to be given. A research on popular Theorist was done to support the definition and types. The researcher recognized what impact motivation has on the workplace and seek to discuss the importance. Theory Motivation is a psychological feature that arouses an individual to act towards a desired goal and elicits controls and sustains certain goal directed behaviors. It can be considered a driving force, a psychological one that compels or reinforces an action towards a desired goal. In other words, a person may have certain needs or wants, and this causes them to do certain things (behavior), which satisfy those needs (satisfaction). Motivation theories can be classified broadly into two different perspectives: Content and Process theories. Content Theories deal with “what” motivates people and it is concerned with individual needs and goals. Process Theories deal with the “process” of motivation and is concerned with “how” motivation occurs.(Ozgurzan, 2013). For this paper the researcher would focus Content Theories. Developing out from the Cognitive Evaluation Theory (CET- Deci 1975) it was stated motivation can be divided into two types: extrinsic (external) motivation and intrinsic (internal) motivation . Extrinsic and intrinsic motivations are two opposing ways to motivate people. Extrinsic motivation deals with motivations...
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...The two potential challenges for training are the legalities surrounding job selection, placement and training and the quality continuous improvement. The demographics play a huge role in the labor pool; therefore, some companies appear off balance in the legal regulations pertaining to affirmative action and equal opportunity employment. Depending on the industry there are even legal issues surrounding the training programs risk the employee must be willing to undergo and liabilities for the company performing the training (Blanchard & Thacker, 2010). Quality and continuous improvement is ideally the unbiased voice of the customer. The quality department not only follows the tolerances and customer specifications, the vague and ambiguous corporate standards are defined more clearly through the quality department. Quality teaches operations the understanding of why a product can contain limited defects on some products and not others. Blueprints and customer specifications are considered the hard tolerances; however, the aesthetics and subjective material are the responsibility of the quality team to communicate with the customer to determine a clearer understanding and standards (Blanchard & Thacker, 2010). Blanchard, P. N., & Thacker, J. W. (2010). Effective training: Systems, strategies and practices (Custom 4th ed.). Upper Saddle River, NJ: Prentice Hall. Unit 1 Question 11 Knowledge skills and attitudes (KSA) are the different types of learning outcomes. Knowledge is...
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...Leadership & Human Behavior As a leader, you need to interact with your followers, peers, seniors, and others; whose support you need in order to accomplish your goals. To gain their support, you must be able to understand and motivate them. To understand and motivate people, you must know human nature. Human nature is the common qualities of all human beings. People behave according to certain principles of human nature. Human needs are an important part of human nature. Values, beliefs, and customs differ from country to country and even within group to group, but in general, all people have a few basic needs. As a leader you must understand these needs because they can be powerful motivators. Maslow's Hierarchy of Needs Unlike others researchers in the earlier days of psychology, Abraham Maslow's based his theory of human needs on creative people who used all their talents, potential, and capabilities (Bootzin, Loftus, Zajonc, Hall, 1983). His methodology differed from most other psychological researchers at the time in that these researchers mainly observed mentally unhealthy people. Maslow (1970) felt that human needs were arranged in a hierarchical order that could be divided into two major groups: basic needs and metaneeds (higher order needs): Basic Needs are physiological, such as food, water, and sleep; and psychological, such as affection, security, and self-esteem. These basic needs are also called “deficiency needs” because if they are not met by an...
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...Ricochet Academic Development Assignment one Part Two Motivation in the Private Sector Contents Contents .............................................................................................................2 1 Introduction ......................................................................................................3 2 Discussion ........................................................................................................4 4 Conclusions ......................................................................................................9 5 Recommendations ............................................................................................9 6 Bibliography .................................................................................................... 10 Appendix A –Maslow, Alderfer, Herzberg model of motivation diagrams........... 12 Appendix B --Overview at a glance comparison of motivation theories………….13 Appendix C – Mind map of motivation in public sector……………………………..14 . Academic Development Assignment one- part two Brian Vanhinsbergh Ricochet Introduction All over the world we are coming to terms with the effects of the biggest global economic slowdown since world war two! As part of the UK’s spending review during October 2010, the country was plunged into further misery, by the coalition government commitment to repay the country’s £900 billion debt! Chancellor George Osborne predicted that 490...
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...“A work organization can be defined as a socially designed unit, or collectivity, which engages in activities to accomplish a goal or set of objectives, has an identifiable boundary, and is linked to the external society. Work organizations are absolutely different from other social entities, which include families, clans, tribes, etc” (John Bratton, Work and organization Behavior, 2007, pg5). Organizational behavior encompasses the systematic study and careful application of knowledge about how people act within organizations. (Wikipedia, October 2010) We need to understand 3 key areas while studying OB (Organization Behavior); they are Personality, Motivation and Leadership. Personality is the total pattern of characteristic ways of thinking, feeling and behaving that constitute the individual’s distinctive method of relating to the environment (Kagan and Havemann, 1976) or the dynamic organization within the individual of those psychophysical systems that determine his characteristic behaviour and thought (Allport, 1964).Personality is explained by various theorists like Jung, Hans Eyesenck, Costa and McRae. Jung has introduced 4 concepts, which are sensation thinking, which includes Practical, down to earth, impersonal, interested in facts, wants order, precision, no ambiguity, values efficiency and clear lines of authority. The next concept is intuition thinking which includes Conceptual and inventive, sees future possibilities through analysis, comfortable...
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...CONFIDENTIAL BM/APR 2011/MGT534/532/531 UNIVERSITI TEKNOLOGI MARA FINAL EXAMINATION COURSE COURSE CODE EXAMINATION TIME ORGANIZATIONAL BEHAVIOUR / ORGANISATIONAL BEHAVIOR MGT534/532/531 APRIL 2011 3 HOURS INSTRUCTIONS TO CANDIDATES 1. This question paper consists of two (2) parts : PART A (4 Questions) PART B (5 Questions) 2. Answer ALL questions from PART A and any three (3) questions from PART B in the Answer Booklet. Start each answer on a new page. Do not bring any material into the examination room unless permission is given by the invigilator. Please check to make sure that this examination pack consists of: i) the Question Paper ii) an Answer Booklet - provided by the Faculty 3. 4. DO NOT TURN THIS PAGE UNTIL YOU ARE TOLD TO DO SO This examination paper consists of 4 printed pages © Hak Cipta Universiti Teknologi MARA CONFIDENTIAL CONFIDENTIAL PART A CASE STUDY 2 BM/APR 2011/MGT534/532/531 You are in charge of a small department and have three subordinates - Mudzfir, Ammar and Amzar. The key to the success of your department is to keep these employees as motivated as possible. Here is a brief summary profile of these subordinates. Mudzfir is the type of employee who is hard to figure out. His absenteeism record is much higher than average. He greatly enjoys his family and thinks they should be central to his life. The best way to describe Mudzfir is to say that he is a kind of a character who believes deeply in the family values...
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...University of Phoenix Material Appendix A: Matrix of Theoretical Models |Theoretical Model |Description of Theoretical Model |Health care changes situation where model | | | |best applies | |McClelland 3-Need Theory |David McClelland, a psychologist, developed|Managing a group of people is always | | |an Achievement Motivational Theory built on|challenging. They all have different | | |his belief that all human beings have needs|personalities and like to receive | | |and innately search for ways to meet those |recognition in different ways. However as a| | |unsatisfied needs. These needs vary from |leader, it is our responsibility to | | |person to person. He acknowledged three |recognize what motivates team members. | | |types of motivational needs: Achievement, |David McClelland’s Motivational Theory | | |Power and Affiliation. He alleged that all|provides a way to identify peoples | | |three needs can be present in...
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...Motivation: It has been said that the management task is akin to the process of ‘releasing the energy of the atom for constructive human ends’… Critically discuss this statement with reference to relevant theory and research. 1. Introduction Motivation in administration portrays routes in which administrators advance benefit in their representatives. Regularly, individuals confound the thought of "upbeat" representatives with "roused" workers. These may be connected, yet inspiration really portrays the level of longing workers feel to perform, paying little mind to the level of bliss. Representatives who are satisfactorily persuaded to perform will be more gainful, more connected with and feel more put resources into their work. At the point when representatives feel these things, it helps them, and consequently their chiefs, be more fruitful. The definition for the statement ‘releasing the energy of the atom for constructive human ends’ means motivation is viewed as the most imperative and the most troublesome capacity in the administration process. No other administration capacity including arranging, choice making, authoritative conduct or controlling pulled in that much attention It is a head's business to goad specialists to complete their occupations well. So how do executives do this? The answer is inspiration in organization, the technique through which administrators urge delegates to be beneficial and convincing. Motivation is a complex sensation. A few...
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...Motivation Theories Taxonomy J. Shan PSYCH/700 June 27, 2011 Instructor William Shriner Maslow’s Need Hierarchy Abraham H. Maslow Jex, S. M. (2002). A Scientist-Practitioner: Organizational Psychology. Retrieved from the University of Phoenix eBook Collection Heylighen (1992) explains in 1954 Maslow published his theory of Need Hierarchy. Maslow believed that a person's needs are the most important stimulant driving individuals (p. 20). Maslow labeled these necessitates in five stages, physiological, security, communal, regard, and self-actualization needs (Heylighen, 1992). Jex (2002) is of the opinion that Maslow tried to construct a general hypothesis that could clarify the influencers regarding decided behaviors (p. 241). Important to mention is that Maslow build up theory founded majorly on quantifiable study more willingly than organized experimental study (Jex, 2002). Regardless of this qualification the theory has grown to be significant organizational psychology. Jex (2002) states that in Maslow’s assumption, inside the five levels, once a person satisfies one level the individual will then pursue attaining the next level, so on and so on until they attempt to attain the top level of self- actualization (p. 242-243). When viewed as a complete theory, Maslow's Need Hierarchy is certainly intuitively appealing and represents an insightful statement about human nature. Jex (2002) believes Maslow’s hypothesis has proved inadequately as an interpreter of occupation...
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