Maslow's Hierarchy Of Needs Theory
2.1 Motivation - Maslow’s Hierarchy of Needs Theory As shown in the diagram, Maslow’s Hierarchy consists of 5 levels which are separate into higher and lower levels. Physiological and safety needs are consider as lower-order needs ; social, esteem and self-actualization are consider as higher-order needs. Physiological needs are food, drink, shelter, sex and other physical requirements. If the physiological needs are relatively well gratified, there then emerges a new set of needs, which we may categorize roughly as the safety needs. Safety needs are security and protection from physical and emotional harm. Besides, the higher-order needs which are social needs are affection, belongingness, acceptance and friendship. Esteem needs are separate
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The theory says three acquired needs are major motives in work, that is need for achievement, need for power, and need for affiliation. The acheivers prefer to work in which the results are based on their effort, and prefer to get the feedback on their work. They tend to avoid the high risk activities that have a chance of failure and the low risk activities where there is no chance of gain. The high power seekers will want to control other people for their own goals and enjoy the work recognition, competition, and winning arguments. The affiliation seekers desire for harmonious and close interpersonal relationships with pther people. They prefer to spend their time to create and maintain social relationships rather than achieve the goals. The best managers tend to be high in need for power and low in need for …show more content…
The salary paid relating how well the employee works. Many employers use this program for evaluating the employees and for setting their salaries. Pay-for-performance is probably most compatible with expectancy theory. Individuals will perceive a strong relationship between their performance and the rewards they receive for motivation to be maximized. This is a popular programs and can motivate the employees to finished their jobs on time and perform
The theory says three acquired needs are major motives in work, that is need for achievement, need for power, and need for affiliation. The acheivers prefer to work in which the results are based on their effort, and prefer to get the feedback on their work. They tend to avoid the high risk activities that have a chance of failure and the low risk activities where there is no chance of gain. The high power seekers will want to control other people for their own goals and enjoy the work recognition, competition, and winning arguments. The affiliation seekers desire for harmonious and close interpersonal relationships with pther people. They prefer to spend their time to create and maintain social relationships rather than achieve the goals. The best managers tend to be high in need for power and low in need for …show more content…
The salary paid relating how well the employee works. Many employers use this program for evaluating the employees and for setting their salaries. Pay-for-performance is probably most compatible with expectancy theory. Individuals will perceive a strong relationship between their performance and the rewards they receive for motivation to be maximized. This is a popular programs and can motivate the employees to finished their jobs on time and perform