There are many methods used to motivate the teams. However, you may still hear some complaints. Are the right motivational tools being used? Let’s apply Maslow’s hierarchy of needs to lean deployment and see what can be done.
Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review.Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belongingness" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through.
Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow studied the healthiest 1% of the college student population.
Maslow's theory was fully expressed in his 1954 book Motivation and Personality.The hierarchy remains a very popular framework in sociology research, management training[6] and secondary and higher psychology instruction.
Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review.Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belongingness" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through.
Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow studied the healthiest 1% of the college student population.
Maslow's theory was fully expressed in his 1954 book Motivation and Personality.The hierarchy remains a very popular framework in sociology research, management training[6] and secondary and higher psychology instruction.
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem, and self-actualization.
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem, and self-actualization.
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
In humanistic psychology it is emphasized people have free will and they play an active role in determining how they behave. Humanistic psychologists try to see people’s lives as those people would see them. They tend to have an optimistic perspective on human nature
Accordingly, humanistic psychology focuses on subjective experiences of persons as opposed to forced, definitive factors that determine behavior.
Abraham Maslow and Carl Rogers were proponents of humanistic view
A minimum of 150 words each question and References Response (#1 –.docxblondellchancy
A minimum of 150 words each question and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1. I don't find the motivational theory argument to be contradicting when recognizing individual differences and when it comes to also paying attention to members of diverse groups. The reason being every individual has a skill set that they can bring to an organization. I have seen this in many of the different places I have worked over the years. There are individuals that can handle interacting with others (customers, coworkers), then there are individuals who are able to perform task around the workplace (speed, precision, quality). This not only has the individual stand out from the rest, but they also give coworkers the chance to experience and get better in that area too. Two theories that come to mind is Maslow's Hierarchy Theory (content) and Herzberg's Two-Factor Theory (process). Maslow's theory is what motivates people and breaks it into difference categories. “In the workplace these translate into things that make a job appealing. For example, most people want a safe working environment, to feel appreciated, recognition for hard work and a chance to move up the ladder of success” (Reference, 2019). This can cover apply to everyone in a diverse workplace. Then there is Herzberg’s theory which is based off someone’s behavior. This implies in understanding each individual motivation and what outcome it will have.
2. Though motivational theory promotes the idea of individual differences, we must also recognize these differences within diverse groups as well. Thus, a content theory such as the hierarchy of needs, by Abraham Maslow focuses on five specific elements that ultimately promote motivation within a person (Schermerhorn & Uhl-Bien, 2014). Additionally, this theory focuses on the basic of human needs and the underlying factors that cause motivation. In the same regard, applying this theory may work with some individuals, but not all. Further, some diverse workgroups may be more motivated by a process theory, such as equity theory, which was brought upon by J. Stacy Adams, which focuses on any form of perceived inequity, that ultimately spawns motivation (Schermerhorn & Uhl-Bien, 2014). It is with this theory that equity comparison among people, ultimately spawn motivation. This can be seen with those who feel as though they have been given less than others which creates negative inequity, and those who feel they received more than others, which is known as positive equity. When gaining knowledge as to how to navigate specific atmospheres within a workplace setting, it is essential to recognize the differences among a group of people, and what truly motivates them based upon their diversity. Thus, I do not believe that it is a contradiction to foc ...
Organizational Behaviour Topic: Maslow’s Hierarchy of Needs Jayesh Dhanur
Summary
Motivation is processes that account for an individual’s intensity, direction, and persistence of efforts toward attaining a goal.
Key elements
1. Intensity – how hard a person tries.
2. Direction – towards beneficial goal.
3. Persistence- how long a person tries.
For which an individual should be motivated by various factors which can be identified by the theory called Maslow’s theory.
In this project I had conducted a survey with the employees of kotak Mahindra bank at (Aktruti mall thane) touching upon the factors of Maslow’s theory to identify and analyze the need and wants full filled by their company to employees regarding motivation.
In this survey, a questionnaire consisting of 12 questions the primary data was gathered by circulating the questionnaire in phone banking officers, and assistant manager of kotak Mahindra bank (Aktruti mall thane).
The primary data was distributed and collected by my elder brother Mr Ishwar Dhanur (assistant manager).
The project statistic shows that employee’s basic needs are fulfill And there is security of job for employees working culture for employees is also supportive and some people are fully satisfied with the job but there need to more friendly environment in work and some more seminars should be organized in order to motivate employee’s
Similar to Maslow's Hierarchy of Needs Theory (20)
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2. Abraham Maslow, who at the age of 35 wrote a paper titled A Theory of
Human Motivation, was an American psychologist . In his study, he classified
the factors of human motivation.
He described that the path to self-actualization was intrinsically tied to
our basic human needs and how well they are fulfilled. He shares the full
theory at his book Motivation and Personality that was released at 1954.
In his theory, he claims that as humans satisfy the basic needs, they seek
to satisfy successively higher needs in the form of the pyramid. The
depiction of pyramid is often used with five levels. The lower stage’s
satisfaction level stands as a prerequisite for higher levels.
When we think about organizations, there are many methods used to
motivate the teams. However, you may still hear some complaints. Are the
right motivational tools being used? Let’s apply Maslow’s hierarchy of needs
to lean deployment and see what can be done.
3. Level 1: Physiological Needs
The physiological needs of the human beings,
take first priority, due to their necessity for
human survival.
In order to meet the physiological needs ,
food and water supply must be at convenience
with healthy ingredients.
Ensure that the physiological needs are also
met with the compensations(earn the living).
In order to stabilize the work-private life
balance, respect private lives and give enough
time for rest and let them work only for the
working hours.
Ensure that the work place is at the right
temperature with good air conditioning, clean,
quiet enough, ergonomic, the supply of
necessary infrastructure is
available(desk/computer..) and there is
adequate space for everyone.
4. Level 2: Safety/Security Needs
When physiological needs are met, the
person will seek for safety needs.
These needs will be met with safety and
health risk analysis, existing compliance rules,
responsibility matrixes with clear work
instructions, written guidelines, procedures and
undertaken performance evaluations at least
twice a year.
5. Level 3: Love/Belonging Needs
After physiological and safety needs are fulfilled, the need
for love/belonging needs emerge .
This involves emotionally-based relationships in general
and involve a need for acceptance.
In this step, the team actually seeks for being and feeling a
part of the organization.
To ensure that, share the status of the organization at
recurring meetings, openly exchange information and
knowledge.
Let the team take part at the work groups, promote
collaboration across functional, departmental and locational
borders.
Create a vision, mission, long&short term targets and
break down to individual levels.
Create a motto that will enhance the sense of team spirit.
When you meet someone, look in the eyes as if you have
seen a friend, shake hands and smile.
Create social bonds and team spirit with organization’s
hobby/leisure clubs or social events.
People love their working place when they cope with less
problems and obstacles. Therefore encourage and sustain a
continuous improvement culture.
6. Level 4: Self-Esteem Needs
According to Maslow, all humans have a need to
be respected, to have self-respect, and to respect others.
People need recognition and need to take over an
activity where they will feel a sense of personal
accomplishment and self-value.
In order to sustain self –esteem, handle ideas and
proposals from others in a constructive manner.
Give projects to your team with the opportunity to take
initiative and let them contribute their own ideas and
achieve the target by themselves.
Give them sufficient freedom to let them achieve the
goals that have been set for them.
Encourage your team to present innovative ideas and
improvement suggestions.
Treat them with respect, no matter what job they
perform.
Sufficiently praise, reward and recognize their
work(monetary or non-monetary).
Choose employee of the(…).
Give them fair feedback regarding their work .
7. Level 5 Self-Actualization Needs
As Maslow puts it:” Self Actualization is the
intrinsic growth of what is already in the
organism, or more accurately, of what the
organism is”.
It is the ultimate aim of life, striving to be the
best we can be.
Since it is an intrinsic feeling, organization
can only give coaching for this level.
8. APPLYING MASLOW’S
HIERARCHY OF NEEDS
THEORY TO LEAN
DEPLOYMENT
“If the only tool you have is a hammer, you tend to see every problem as a nail”. As Maslow puts it, there are many ways
to motivate people, we should not use only a “hammer” since the same type of solution do not solve every problem,
Thank you Eda Yılmaz
original post at: http://globalleansolutions.wordpress.com/posts/
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