...This paper will use Maslow’s hierarchy of needs to discuss the extent to which growth needs influence personality information. It will explain biological factors that influence the information personality. In this paper it will explain the relationship of biological factors to Maslow’s theory of personality. It will describe the basic aspects of humanistic theory that are incompatible with biological explanations of personality. Abraham Maslow (1954) book Motivation and Personality was published to combine elements of a large amount of knowledge connected to characteristics of motivation (Abraham Maslow’s hierarchy of needs motivational model, 1995). Before Maslow, researchers usually concentrated distinctly with the conditions of achievement, biology or the ability to understand what activates, directs, and maintains human behavior. Maslow presented facts supposed to be true and hierarchy of human needs with the importance of two groups; growth needs and deficiency. With deficiency needs one must be up to standard on the lower needs before up to the higher level of needs. After these needs have been met, if at a later time a deficiency is discovered, the person will take action to get rid of the deficiency. Maslow divided organismic needs into two categories. First, he identified several categories of deficiency needs—“D-needs” (or “D-motives”) which are necessary for survival (Friedman & Schustack, 2012). A) Physiological needs are the basic needs food, water, shelter, sex...
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...part of the process effectively. The information being presented uses Maslow’s hierarchy of needs to discuss the extent to which growth needs influence personality formation. The biological factors that influence the formation of personality are being described while the relationship of biological factors to Maslow’s theory of personality is being examined. The basic aspects of humanistic theory that are incompatible with biological explanations of personality are thoroughly explained within this informative paper. Through analyzing and researching Maslow’s hierarchy of needs one can get the full basic knowledge and understanding of how growth needs influence personality. Maslow made a pyramid known as the Maslow’s Hierarchy of Needs which was all based on two different groups made up of deficiency needs and growth needs. Within the deficiency needs there are lower needs that have to be attended to before moving on to higher needs, and once this happens a person can act to remove a deficiency in one is ever found in the future. The first four levels of needs are physiological such as hunger and thirst, safety and security, a sense of belongingness and love with others, and esteem to achieve specific goals or to gain approval for an achievement. According to Maslow, people act on growth needs once the deficiency needs are met but not before meeting these needs first. Self -actualization was the first need that Maslow conceptualized which means that people are problem focused...
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...Hierarchy of Needs Theory In the 1940s, Abraham Maslow developed his hierarchy of needs theory,45 which is based on four major assumptions: (1) Only unmet needs motivate. (2) People’s needs are arranged in order of importance (hierarchy) going from basic to c omplex needs. (3) People will not be motivated to satisfy a higher-level need unless the lower-level need(s) has been at least minimally satisfied. (4) Maslow assumed that people have five classifications of needs, which are presented here in h ierarchical order from low to high level of need. Hierarchy of Needs The hierarchy of needs theory proposes that people are motivated through five levels of needs—physiological, safety, belongingness, esteem, and self-actualization: 1. Physiological needs: These are people’s primary or basic needs: air, food, shelter, sex, and relief from or avoidance of pain. 2. Safety needs: Once the physiological needs are met, the individual is concerned with safety and security. 3. Belongingness needs: After establishing safety, people look for love, friendship, acceptance, and affection. Belongingness is also called social needs. EXHIBIT Major Motivation Theories 3.6 CLASSIFICATION OF MOTIVATION THEORIES SPECIFIC MOTIVATION THEORY 1. Content motivation theories focus on explaining and predicting behavior based on employee need motivation. A. Hierarchy of needs theory proposes that employees are motivated through five levels of need—physiological, safety, social, esteem, and self-actualization...
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...EMPLOYEE BEHAVIOUR AND MOTIVATION CONTENTS Table of Contents 1.0 Introduction 4 2.0 Employee Behaviour 5 Performance Behaviour 5 Organisational Citizenship 5 Counterproductive Behaviours 5 3.1 Motivation 6 3.1 Motivation Theories 6 Maslow’s Hierarchy of Needs Teory 6 Herzberg’s Two Factor Theory 7 Achievement/Acquired Need Theory 8 4.0 Techniques of Motivation 9 5.0 Conclusion 10 6.0 Annexure 11 7.0 Refernces 12 1.0 INTRODUCTION The purpose of this assignment is to understand the Employee behaviour and how the employee gets motivated. Furthermore, Employee behaviour has changed in many years, for an instance, there are different ways an individual handles and responds to a situation, One Individual can handle the stress situation in a calm and quiet way, but another individual would be having a very difficult time facing the challenge and the stress in a working environment. In this assignment the employee behaviour would be explained and the different types of employee behaviour be covered. With that the individual differences among employees such as personality and attitudes, how it affects their jobs would be explained as well. And in this assignment I will be also talking about the People who are suitable for the job, in other words matching people and jobs and with that how an individual is motivated and what can an organization do to motivate employees like providing attractive incentives, recognition, rewards...
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...Explore how motivation theory has developed over time and assess how motivation can influence business performance Weiyang Mai (Amigo) Table of Contents 1. Introduction 1 1.1 General introduction of Motivation 1 1.2 The definition of Motivation 1 1.3 The benefit of Motivation on the workplace 3 1.4 The development of the theories of motivation 4 2. The introduction of Galanz company 8 3. Motivation in Galanz company 9 4. Conclusion 15 5. List of reference 18 Introduction 1.1 General introduction of Motivation A company is a human body, so employees are like its blood. Employees are the most important asset in the creative economy. Enterprises create a kind of environment to keep the excellent talents which it's the most sensible initiative can carry out. Thus, enterprises must know the skills of employees' motivation and concentrate on motivating employees. It's the required courses about that if enterprise wants to become a successful company. Moreover, how to motivate staff in the workplace is a hot topic to discuss. 1.2 The definition of Motivation Firstly, to put it simply motivation is generalized as "enthusiasm for doing something" (Cambridge dictionary online, 2011). Moreover, Mullins (2005: 471) declares that motivation means "the direction and persistence of action." And identifies three common characteristics of motivation: (1) "individual phenomenon”, (2) “intentional” and...
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...Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] You have requested "on-the-fly" machine translation of selected content from our databases. This functionality is provided solely for your convenience and is in no way intended to replace human translation. Show full disclaimer Neither ProQuest nor its licensors make any representations...
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...MASLOW Maslow presented the hierarchy needs everyone needs to live a life. Those needs cover physiological, safety, self-esteem, love and self-actualization needs. There are advertisements which explain these needs very well. Everyone needs to fulfill their needs in order to live a satisfied life. The following are the advertisements which introduce the Maslow’s needs of hierarchy using subliminal messages. There was a cheerios ad on TV which emphasized on Maslow’s hierarchy needs of physiological need. The ad started off with a lady seeing her friend by a clothes drop off place. She came up to her and said that she had lost a lot of weight and was looking really good. The friend then replied with saying she’s getting rid of her old clothes because their too big for her. That she lost weight due to cheerios whole grain cereal, and then they show the facts behind people losing weight by eating this cereal. It was used to motivate the customer by persuading them if they eat their product they will lose weight. Many people have a weight problem and are trying to find easy and inexpensive solution and they catch a person’s eye with their advertisement. Another ad which highlights Maslow’s hierarchy safety needs was the ad of “Is your money safe?” A couple was at the bank to cash out their retirements funds, and the lady comes back with a load of blank paper saying here’s your money. The couple looks at the blank papers in disbelief and had a disappointed look on their faces...
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...The Influence of Maslow's Humanistic Views on an Employee's Motivation to Learn Wilson, Ian; Madsen, Susan R. Journal of Applied Management and Entrepreneurship13.2 (Apr 2008): 46-62. Turn on hit highlighting for speaking browsers Hide highlighting Abstract (summary) Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] Full Text Headnote Executive Summary Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace...
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...Practices Lecturer: Cheryl “Nyahra” Gittens •Perception •Motivation •Individual Learning •Decision Making 1 Lecturer: Cheryl " Nyahra" Gittens 2 The Motivation Process What Is Motivation? Motivation The processes that account for an individual’s willingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...Name Institution Instructor Date The first thing to understand in the project is that there was a shortage of man power at the site. Reduction in productivity can be caused by very many factors including lack of motivation or lack of necessary equipments to work with (Maslow, Abraham H,1954). The case of the first foreman who said that he wished they are had abundant man power he could have flushed out the loafers, thus statement by itself is not relevant in this case. For the foreman to comment, he could have first gone to the field and do a deep research for the reasons behind poor productivity of the project. In most cases flushing out of the man power is not always a source of motivation but may sometimes act like one. On the other hand, retrenchment sometimes increase productivity since each and every worker always tries his or her best to improve on his or her productivity in order to prevent him or her from being fired( Bindra, Dalbir, and Jane Stewart, 2001). Therefore the statement by the first foreman can act as a motivation even if it is not the best. The second statement about the goldbricks is not at all a motivation in any way. There is no work that can become successful or productive without the cooperation of each and every party involved in a particular project (Maslow, Abraham H., and Robert Frager, 1987). The foreman says that he could trust some people in the project that is the crew foreman and the journey men but he disrespected the boomers. If...
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...Running head: COMPARE AND CONTRAST CHART AND PAPER Compare and Contrast Chart and Paper Alice Dailey Grand Canyon University 313 N June 2, 2012 Module 5 Compare and Contrast Chart and Paper Comparison of Maslow’s Hierarchy of Needs with Skinner’s Behaviorist Theory |Issue |Maslow |Skinner | |Define Motivation |Maslow identifies two types of needs; deficiency |Skinner theory of motivation was stem between | | |needs and growth needs. People are motivated to |behavior and consequences. His theory used operant | | |satisfy needs at the lower of hierarchy before |conditioning in which reinforce and punishers shaped | | |seeking to satisfy those at the higher level needs. |behavior. | |How Motivation Changes |Maslow’s hierarchy of needs moves from basis to move |Skinner’s principles of motivation Practical | |For Elementary Versus |advance, from need to know to understanding, and the |reinforces: Elementary; reinforcement schedule, | |Secondary Students |desire to become all that one is capable of becoming.|reward students for desires behavior, motivate | | | |students to...
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...Practices Lecturer: Cheryl “Nyahra” Gittens •Perception •Motivation •Individual Learning •Decision Making 1 Lecturer: Cheryl " Nyahra" Gittens 2 The Motivation Process What Is Motivation? Motivation The processes that account for an individual’s willingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...MGT 501 – Employee Motivation Raeford University One More Time: How Do You Motivate Employees? - Summary Herzberg (2003) presented an article that discussed the concept of motivation with regards to employees. Initially the idea of direct motivation, known as KITA or “a kick in the pants” (Herzberg, p. 87) was addressed. KITA was then broken down into three forms: negative physical, negative psychological, and positive KITA. Essentially KITA was more closely equated to movement than motivation; where the receiver moved and/or reacted to the motivation placed upon them from another (Herzberg). The article then explained why KITA was not motivation. Provided were the nine different “positive KITA personnel practices that were developed as attempts to instill ‘motivation’” (Herzberg, 2003, p. 87). Herzberg then discussed his motivation-hygiene theory with the concept that “the opposite of job satisfaction is not job dissatisfaction but, rather, no job satisfaction; and similarly, the opposite of job dissatisfaction is not job satisfaction, but no job satisfaction” (Herzberg, p. 89). His theory culminated into the lists of the intrinsic motivators and extrinsic hygiene factors that satisfaction was measured by. Next, the article talked about the eternal triangle of three different personnel management philosophies. One was based on organizational theory; one based on industrial engineering and one on behavioral science (Herzberg, 2003). From these philosophies...
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...Comparison of Maslow’s Hierarchy of Needs With Skinner’s Behaviorist Theory |Issue |Maslow |Skinner | |Define Motivation |Motivation arises from the desire to satisfy the |Motivation stems from the way behavior is rewarded- | | |basic needs, defined by Maslow as a hierarchy, moving|good behavior rewarded, bad behavior reprimanded | | |from physiological to self-actualization. | | |How Motivation Changes |Moves from basic to more advanced, from emotional |Work from simple to complex steps; | |For Elementary Versus |needs to more intellectual needs, the ability to |performance/feedback motivation and actualization | |Secondary Students |capture concepts that are more detailed, less static,|changes; amount of reward changes; kind and quality | | |and to analyze problems that have open-ended answers |of reward changes | |Similarities |Set of needs must be met, and to move to next level |Behavior affected by consequences; theory of operant | |/Differences |reward occurs; melding of layers of needs; primary |conditioning always manipulation of | | |human focus is establishing inner needs ...
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...that tends to focus on the needs of people, as the main reason for motivational behaviour. As well as, process theories that concern mental processes which change the motive force into patterns of behaviour (Edinburgh Napier, 2010). These both play a great role in the motivation of staff within an organisation. A main content theory of motivation is Maslow’s hierarchy of needs theory; this concerns the organisation of individual’s needs and the thought of how the classes are related to one another. The hierarchy consists of 5 needs, the most basic, such as physiological needs (sleep, water) are at the bottom of the pyramid. While 2 higher order needs known as esteem and self-actualisation are at the top. It is felt that an individual will not be motivated by the higher needs, unless the lower more basic needs have been satisfied (Edinburgh Napier University, 2010). Acknowledgement of a job well done, concerns the esteem needs, which can motivate an individual as it may often lead to promotion. Maslow’s needs theory holds great promise within organisations, as rewards could be given to individuals, if businesses can discover what level of the hierarchy each employee has reached (tutor2u.net). Although Maslow’s theory is incredibly influential, needs of an individual may differ between different job groups and therefore this theory may not work that way in practice. It is known that many people look for aspects of a job which will satisfy their needs and therefore motivate them...
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