The Needs Of Abraham Maslow's Theory Of Motivation

In 1943 Humanistic Psychologist Abraham Maslow proposed his Theory of Human Motivation. In this paper he outlines what he believes to be a humans hierarchy of needs. Maslow suggests in his journal that one must meet the needs of the previous level before moving on to meet the needs of the next one on the hierarchy. According to Maslow there are 5 tiers of human needs: physiological, security, belonging, self-esteem, and self-actualization. In Welch, West Virginia Jeanette and her siblings must adjust their lifestyles in order to meet their human needs according to Maslow’s hierarchy.

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Maslow identified that employees have the motivation to achieve certain needs. Once these needs have been achieved the employee will seek to fulfil the next set of needs.

Imagine a girl with a heart of compassion but a past filled with adversity. Imagine living in a childhood filled with sexual abuse and neglect; a home so broken there wasn’t enough tape and glue out there to put it back together. Picture laying in bed at night as a little girl shivering with fear and wondering if the struggle would ever end. Now picture her as an adult driving to a local mental health clinic on any given weekday. She gracefully walks into the building and saunters down the hall to a quaint little office in the corner of the building. She enters a room with walls that have heard experiences and stories of hundreds of others. These walls have seen enough tears to fill up an ocean with waves of anxiety and depression that can take you under in a single swoop. She proceeds to sit down in her office chair and gathers her schedule of clients she has to see for the day. She isn’t the client like you most likely expected. She is the clinician; a wounded healer. A past of adversity does not have to equate to perpetual anguish. I believe that life is about turning trials into triumph.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

Abraham Harold Maslow was an American psychologist, born on April 1st 1908 in Brooklyn New York City, N.Y. Maslow is better known for the creating of Maslow’s hierarchy of needs, which I believe to be human motivation. This is considered to be a theory of psychological health predicted on fulfilling human needs in priority, culminating in self-actualization. Maslow being ranked as the 10th most cited psychologist of the 20th century; from a book which was published in 2002, called, “A Review of General Psychology”. Maslow attended four colleges in his years: Cornell University, Columbia University, City College of N.Y, and University of Wisconsin-Madison where he major in the field of psychology. Maslow had a mindset that saw as its practicality and social usefulness. He received his B.A in 1930, M.A in 1932 and PH.D in 1943. Maslow’s motto was, “focusing on the positive qualities in people, as opposed to treating them as a ‘bag of symptoms’”. Maslow was also a psychology professor at Brandeis University, Brooklyn College, and New School for Social Research and Columbia University. Although, Maslow studied self-actualized females in 1970, which includes: Eleanor Roosevelt and Mother Teresa he incorporated them into his theory. Maslow was the oldest of seven children. His parents were Jewish immigrants from Russia and very unskillful. Maslow was known to be the sole Jewish boy in his neighborhood. This considered him to be

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

In his book “Motivation and Personality” Abraham Maslow proposed his psychological theory of Maslow’s hierarchy of needs, which means that he successively extended the Idea to include observations on people’s characteristic curiosity and not just what motivates them. Many psychological theories about stages in human development are similar to Maslow’s theories (Maslow 1970). To describe the general stages of what motivates humans he used the terms Safety, Love and Belonging, Physiological, Self- Actualization and Esteem. Maslow based his research on what he called “exemplary people” such as Jane Adams, Eleanor Roosevelt and Albert Einstein. The best way to portrait Maslow’s hierarchy of needs would be through a shape of a pyramid, which

Employee need to be motivated and encouraged, appreciate their hardworking attitude. Understanding which theory best fits for employee helps high performance and retention of the employee in any business. What is motivation? motivation is a process of an individual behaviour is influenced to behave differently by meeting their psychological needs, although these psychological needs are quite different and employee satisfaction comes differently, but there is no doubt employee share same sentiments. All Tesco employees have a personal development plan that based on three 360 feedback process that designed to provide a meaningful feedback to all employees and help them to reach their potential capability. According to Abraham Maslow who argued human are motivated by five essential needs as indicated the above hierarchy of needs. Tesco provides the basic needs to its employees by paying a good remuneration and nice

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

Psychologist Abraham Maslow in 1943 wrote “A Theory of Human Motivation” in which he theorizes a hierarchy of human needs. It takes the shape of a pyramid split into five levels. The first level being physiological safety, followed by basic safety such as water and shelter, next love or a sense of belonging, then esteem, and at the peak of this pyramid is self-actualization. Mankind can easily accomplish the first four levels of this hierarchy but when it comes to self-actualization humans can only temporarily touch on the matter because it is theoretical. A person can never fully achieve complete knowing and understanding of themselves without becoming overwhelmed on the subject and going insane or perhaps evolving into something more than human. Something deeper and darker than human; a monster made by understanding their true self and is therefore, released from the confusion and desire for knowledge that is so innately human.

Contrary to what is typically believed in the business world, Dan Pink (2009) argues external motivations or incentives such us money, bonuses and rewards could be harmful for businesses. Instead, he suggests intrinsic motivation positively encourages a goal oriented behaviour, which is associated with self-fulfilment and job satisfaction. People with goal oriented behaviours aim to achieve success and to reach certain established targets, circumstances that clearly businesses highly value. So, the key to a high performance within a business is guaranteeing that employees have a positive behaviour and attitude. According to Abraham Maslow (1943), behaviours can be determined by a couple

In our everyday lives, we go through certain needs and behaviors. Abraham Maslow’s article of Theory of Human Motivation begins with the explanation of the Basic Needs of behavior. He goes over how our basic needs are safety, love, self-esteem, and self-actualization. (Physiological needs tend to go along with the other four needs.) When it comes to craving violence, four of the above needs apply to the given behavior.

A motive is an impulse that causes a person to act. It is a construct used to explain behavior. Motivation is an internal process that makes a person move toward a goal. Motivation, like intelligence, can’t be directly observed. Instead, motivation can only be inferred by noting a person’s behavior. It is the term used to represent the reasons for our actions, our desires, and our needs. Motivation can also be defined as our direction to our behavior or what causes us to want to repeat a behavior and vice versa. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.