Give example(s) based on your past experience/past situation/understanding according to the theory that you have learned in Chapter 5.
1. Maslow’s need hierarchy (five level need hierarchy):
Maslow proposed that humans are motivated by five essential needs and he suggested a pyramid to demonstrate the hierarchy of needs. The bottom of the pyramid consists of the very basic needs such as food, drink, air and shelter. We can observe countries involved in war like Somalia and Palestine. The victims and refugees suffer from food and water shortage, lost their home and once these needs are met, they will continuously seek shelter and try to get protection from threat. ...view middle of the document...
For example, if learning, job advancement opportunities are not provided to employees, they may relapse to relatedness needs and socialize more with co-workers to satisfy their lower order need.
3. Herzberg’s two-factor the-theory: Herzberg proposed that certain internal factors that relate to an individual’s need for personal growth are true motivators or satisfiers, for example opportunity for career advancement, achievement and recognition. In contrast, hygiene factor, which are the external factors such as salary, job security, company policies and work conditions can cause dissatisfaction if these factors are not fulfilled. One application example of Herzberg theory is at Intel. Intel aims to motivate its employees both by paying attention to hygiene factors and the satisfiers. The management is trying hard to fix bad and obstructive company policy. Intel encourages effective and supportive supervision to create a culture of respect and dignity for all team members. It motivates and empowers its employees by giving opportunities for achievement and recognizing their effort by giving promotions and bonus. Intel also makes sure that they pay competitive salaries to its employees. Intel provides a great working condition, spacious cubicles, clubhouse and gym for employees to relax and chill when they feel stressed out. Intel also practice flexible working hours so that the employees get the freedom to manage their time as long as they perform well and deliver their work in a timely manner. By doing this way, Intel has removed some controls while still retaining employees’ accountability at work. Intel also encourage job enrichment by introducing new, challenging job task and creating work that matches the skills and abilities of the employees. It also provides training classes and workshops for employees’ career development. As a result, these approaches have tremendously helped Intel employees to be happy, satisfied, motivated and appreciated at work.
4. McClelland’s learned needs theory: An individual’s specific needs are obtained over time and are shaped by one’s life experiences. Most of these needs can be classified as need for:
a) achievement: For example, employees...