local literature
Theoretical Framework
Theories on Human Needs in Organization
Probably psychologist Abraham Maslow’s proposed the best known theory of human needs in organizations (as citied by Baron and Greenberg, 1995). Maslow believes that people, in general, have five basic categories of needs that are achieved in as specific order: physiological, safety, social, esteem and self-actualization needs. This means that once the most fundamental of all needs is satisfied. Despite such general evidence, Maslow’s theory has not received a great deal of support with respect to the specific things it proposes, namely, the exact needs that exist and the order in which they are activated. (Baron and Greenberg, 1995) The theory is related to the study explain the differences need of the individuals, likewise in the employee. The needs and wants of the individuals were very idealistic. An employee is trying to look for the things that can give or satisfy what they really want. Satisfaction of the employee is the basic form to have their loyalty in the company. In the organization they make it point that every employees is receiving the right satisfaction from their department or from their job.
Theories on Participation/Involvement
Its goal is not directly to increase the productivity and profitability of the company but to encourage the employees to develop a sense of belonging to the company and to break down the ‘them and us’ dichotomy. If this latter objective is met, it could result to greater company loyalty, reduced labour turnover, etc. And eventually lead to an improved industrial relations climate with less time lost through strikes, absenteeism, tardiness, and discontent resulting to loss in work performance efficiency. The organization in such a company is a very big factor to encourage employees to gain more self reliant and to develop the responsibility to their co-workers
Theories on Human Needs in Organization
Probably psychologist Abraham Maslow’s proposed the best known theory of human needs in organizations (as citied by Baron and Greenberg, 1995). Maslow believes that people, in general, have five basic categories of needs that are achieved in as specific order: physiological, safety, social, esteem and self-actualization needs. This means that once the most fundamental of all needs is satisfied. Despite such general evidence, Maslow’s theory has not received a great deal of support with respect to the specific things it proposes, namely, the exact needs that exist and the order in which they are activated. (Baron and Greenberg, 1995) The theory is related to the study explain the differences need of the individuals, likewise in the employee. The needs and wants of the individuals were very idealistic. An employee is trying to look for the things that can give or satisfy what they really want. Satisfaction of the employee is the basic form to have their loyalty in the company. In the organization they make it point that every employees is receiving the right satisfaction from their department or from their job.
Theories on Participation/Involvement
Its goal is not directly to increase the productivity and profitability of the company but to encourage the employees to develop a sense of belonging to the company and to break down the ‘them and us’ dichotomy. If this latter objective is met, it could result to greater company loyalty, reduced labour turnover, etc. And eventually lead to an improved industrial relations climate with less time lost through strikes, absenteeism, tardiness, and discontent resulting to loss in work performance efficiency. The organization in such a company is a very big factor to encourage employees to gain more self reliant and to develop the responsibility to their co-workers