Case Study on Maslow, Herzberg, and Mcgregor’s Theories
How would I solve this problem using Maslow’s motivational theory?
Abraham Maslow believed that to understand motivation at work, we much understand human motivation in general and he felt motivation arose from workers’ needs. These needs included: Physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. He felt that if these needs were met with the worker their motivation would provide a workplace that enabled employees to fulfill their own unique potential and work to the best of their ability. He felt most of the world’s workers struggle all day simply to meet the basic everyday needs such as food, water, and shelter. These factors are considered lower-level needs in Maslow’s pyramid: hierarchy of needs. The lowest level of needs is physiological needs and these are the basic survival needs. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. Safety needs is the need to feel secure at work and at home. Social needs is the need to feel loved, accepted, and part of a group. The next level of needs on the pyramid is esteem needs. This is the need for recognition and acknowledgement from others, as well as self-respect and a sense of status or importance. The last level is self-actualization. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential. In the case study the employees aren’t working to their full potential and it seems they do not like their job since they are complaining about it. They are getting paid well but money is a poor motivating factor in the long term. Being able to enjoy challenging, responsible work is more important than increased pay. Motivation will come from the job itself. It’s up to the manager to develop a work place that is as rewarding for employees as possible. If I were the manager of this company and I
Abraham Maslow believed that to understand motivation at work, we much understand human motivation in general and he felt motivation arose from workers’ needs. These needs included: Physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. He felt that if these needs were met with the worker their motivation would provide a workplace that enabled employees to fulfill their own unique potential and work to the best of their ability. He felt most of the world’s workers struggle all day simply to meet the basic everyday needs such as food, water, and shelter. These factors are considered lower-level needs in Maslow’s pyramid: hierarchy of needs. The lowest level of needs is physiological needs and these are the basic survival needs. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. Safety needs is the need to feel secure at work and at home. Social needs is the need to feel loved, accepted, and part of a group. The next level of needs on the pyramid is esteem needs. This is the need for recognition and acknowledgement from others, as well as self-respect and a sense of status or importance. The last level is self-actualization. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential. In the case study the employees aren’t working to their full potential and it seems they do not like their job since they are complaining about it. They are getting paid well but money is a poor motivating factor in the long term. Being able to enjoy challenging, responsible work is more important than increased pay. Motivation will come from the job itself. It’s up to the manager to develop a work place that is as rewarding for employees as possible. If I were the manager of this company and I