Maslows Hierarchy of needs Essay

I am basing my theory and Application on both Maslows Hierarchy of necessarily Theory and Lockes finis Setting Theory. Theory and ApplicationMaslows Hierarchy of requireMaslows Hierarchy of Needs was first published by psychologist Abraham Maslow in his 1943 article, A Theory of merciful Motivation . Abraham Maslow believed that that as humans strive to meet our virtually staple fiber inescapably, we also seek to satisfy a higher set of indigences. Maslow presented these of necessity in a hierarchy that consisted of the following1. Physiological/bodily needs.2. safety needs.3. Love/belonging needs.4. Self-esteem.5. Self-actualization.I am going to describe individually level in the hierarchy of needs and rate them in name of evidence that shows that they hold up and that they atomic number 18 useful for managers in understanding how they king fare their staff. The example I am using is Understanding and prompt health care employees integrating Maslows hierarchy of needs, cookery and applied science by Suzanne G. Benson PhD and Stephen P. Dundis JD, PhD. With all the challenges facing the health sector, there was a need to understand how the managers could spark the staff. This was becoming increasingly concerning and this is where Maslows Hierarchy of Needs proved useful. Maslow created a pyramid split into 5 levels, each containing whizz of the 5 needs. Level 1 Physiological needsPhysiological needs are the basic survival needs such as oxygen, food, water, value etc. Unless these basic needs are fulfilled, the individual will be unable to motivate to the next level, as these are these needs are needed for survival. In work terms, these basic needs would be wages. If an employee is world paid fairly he/she will be happy to move to the next level of the hierarchy. If not, they will be thinking ab verboten wherefore they arent being paid fairly and the next levels wont be in their mind. Level 2 Safety NeedsWhen physiological needs are fulfilled, safety needs come into consideration.This involves not merely a safe working environment reard mental safety. In this case training has a big influence because workers see training as a way of being safe. Managers must make employees bring in that with parvenu technology brings change. Employees savour that they are under pressure with the red-hot technology leading to advancements in computers. They looking they are inadequately instruct and this is where managers must spend resources, time and money on training. Level 3 Love/ Belonging NeedsMaslow states that people seek to overcome feelings of retirement and alienation and managers must understand this to ensure employee enfolding, production and need, etc. With the new technology in healthcare, brings in the new virtual teaming. Some employees talent feel a lack of social presence that demo to face contact has. Managers must know this and that the opportunities to participate in new and contrary work convocations can definitely expand an employees belongingness. Level 4 Self-EsteemSelf-esteem in a workplace is commonly ground on an employees successful performance appraisals, which helps employees feel cute and respected within an organisation. This boosts self-esteem. In the case of the healthcare problem, there was an theme with the technology because employees where not known by name anyone but by numbers. When employees are not being interacted with personally by managers and other group members they feel insulted and meaningless. Managers must take this into consideration. Level 5 Self-ActualisationThe need for self-actualisation is unaccompanied relevant when all needs below Self-Actualisation are fulfilled. It is the need for an employee to do what he/she feels they are meant to do. In the healthcare training, an employee should be exposed to tuition that affects ein truth single part of his/her life. The new technology offers this training but a person must be show n the right path towards the limit training in stray for it to become meaningful. Managers play a position in doing this.Lockes Goal Setting TheoryDr Edwin Locke found from enquiry that specific and rough designs led tobetter performance than sluttish intentions. gentle conclusions are not a motivating force whereas if a goal is hard, you feel much accomplished after completing it. The harder the goal, the greater the effort. This helps motivate employees because they will grow in confidence once they drop off a difficult tax. Goals help push employees to goal-relevant actions rather than concentrating on irrelevant matters. I believe that this is true and to motivate goals must have1. lucidness.2. Challenge.3. loyalty.4. Feedback.5. labor movement complexity.ClarityWhen goals are put down and specific there is less chance that there will be a misunderstanding. Managers should make goals measurable with a unequivocal time set for completion, and this will in turn l eave the task/goal a lot more precise. If an employee is set a clear objective he/she is so motivated towards one thing. If the goal is indecipherable employees will be less motivated. The goal should be Smart, Measureable and Time-bound (SMART acronym). Challengenormally employees feel that if a goal is very challenging and they complete it, then the manager will be impressed. This motivates an employee because they will feel accomplished and authorised to the company. Rewards may also boost motivation because with greater challenges comes greater rewards, so therefore managers must give employees challenging but realistic goals in order to motivate their staff. Challenges must be realistic because employees will feel demotivated if they are unable to complete the challenge. The goal should be Achievable (SMART Acronym). payloadGoals can be agreed upon between managers and employees. This gives the employee a sense of involvement and they are more likely to be committed to a go al if they have been involved in creating the goal and making decisions. Goals should be conformable and credible in order for the commission to be there. If a goal is difficult it will require a lot more commitment comparedto and easy goal therefore employees will be motivated to aspire the goal completed. Agreed goals will lead to commitment (SMART Acronym). FeedbackEmployees must vanquish feedback about their goals from their managers in order to clarify expectations and to gain recognition. Goals can be broken down into parts when it is going to take a in particular long time to slide by a goal. Feedback can then be given after each part in order to own a task done efficiently. Regular encouragement will motivate employees to reaching a goal. Task ComplexityWhen a goal is very difficult, employees should be given sufficient time to reach the goal. If the employee is stressed out then they will be demotivated. Employees should be given time to enforce what is needed to re ach the goal. Difficult tasks can frustrate employees and managers have to get across with this by giving them sufficient time and training needed to complete the task.ConclusionI believe that both Maslows and Lockes theories provide a useful knowledge into how to keep an employee motivated in the workplace. Goal setting is the beat theory in my opinion because it is a simpleton step by step way on how to reach a goal without demotivating your employees. Maslows hierarchy of needs shows a manager how to make the employee feel secure, needed and appreciated in the workplace whilst also holding them motivated to strive towards self-actualisation.Reflection and ApplicationThe theory that best explains my motivation to perform in DCU is the Goal Setting Theory. I feel this best describes my motivation to perform because I always set out goals in life, whether they are small goals or big goals. For example one of my goals in DCU is to finish with a Masters in Engineering after 5 years . This is a big goal and it requires a lot of motivation and time. My briny goal at the moment is to pass all of my mental facultys in my course. To do this my goal must have the 5 following steps1. Clarity.2. Challenge.3. Commitment.4. Feedback.5. Task complexity.In order to reach my goal I must evaluate the goal using these 5 steps. ClarityMy goal is clear and measurable and has a specific date for completion. Moodle plays a vital part in reaching the goal as it assists me in my studies and help me keep caterpillar tread of my time limits for each task. I am motivated towards my goal of exhalation all my modules because I know what each module consists of. ChallengeI am motivated towards finishing the first year of my course and dismission each module because my course is difficult. When I finish my course I will feel accomplished in what I have done. I also know that if I do well(p), it will be well received at home because they also know that it is a difficult course. I see this as a reward because if the course was easy I would not be as motivated to do well. CommitmentGetting involved in setting out goals also gets me motivated. It makes me feel more committed because I know I have to reach the goal because I helped set it. Although this isnt the case in most of my modules, it is in one, that is Technical Drawing. I have to set the time for our foresee to be finished and this adds added pressure which helps motivate me. FeedbackFeedback plays a massive region in motivating me to reach my goals. When I am told I am doing something correctly and that my work of a high standard, it motivates me because I know I am slowly reaching my goal. Feedback gives me an insight into how to do things correctly if I am doing them wrong, which is very useful when you dont know if you are doing something correctly. It can also help me gain recognition. Task ComplexityIf the work load is in addition much or difficult for me, I usually need more time at the task in order to reach a goal. If this is the case I usually give up my spare time in order to work on the more complex and difficult parts of mycourse. If I am under too much pressure I will be demotivated so this is wherefore I carry out the goal setting theory in order to keep motivated and to ensure that I reach my goals.Referenceswww.mindtools.comhttp//www.unc.edu/courses/2007fall/nurs/379/960/module%209%20delegation%20perf%20appr/Benson%20unders%20and%20motiv.pdf http//home.ubalt.edu/tmitch/642/Articles%20syllabus/Locke%20et%20al%20New%20dir%20goal%20setting%2006.pdf