Amanda’s last employer failed to meet the esteem category of Maslow’s heir archery of needs. It seems that her employers did not really care for their employees by stating that they “were just numbers and could be replaced at any time”. Maybe if they were to show the employees that they cared about them, they would not have a large turnover in their company. Maslow’s theory suggests that managers can meet these needs by using recognition and even provide more challenging job assignments for the employee to feel a sense of accomplishment (Griffin).
Increasing an employee’s motivation can be difficult, especially is the employee feels that he/she are underpaid. By using the expectancy theory, managers can help with motivation by trying to determine the employee’s goals within that company. Then the manager should try to figure out what levels of performance the employee needs to achieve their goals. The manager also needs to make sure that the rewards used to motivate the employees are fair to everyone (Griffin).
Based on Herzberg’s two factor theory, recognition, achievement, job responsibility and job satisfaction are all being met. From watching the employees at Flight 001, everyone seems to be extremely happy with their jobs. It seems that the company really has the employees’ best interests at hand and they want to see their employees further themselves. Flight 001 is meeting motivation factors by using Maslow’s heir archery of needs. It seems that all of the needs, physiology, security, belongingness, esteem and self-actualization are being meet. Belongingness is being met by everyone showing that they care about everyone else and they all seem to get along, at least in the video they do. The need for esteem is being met because the company recognizes individuals when they do things well or at least give a big effort in doing things well. I