In understanding human motivation, the concept of human needs satisfaction is a natural starting point.
There are various theories and models made by psychologists and other experts in the understanding of this element of human needs. Examples include
There are various theories and models made by psychologists and other experts in the understanding of this element of human needs. Examples include
- Maslow’s Hierarchy of Human Needs,
- Aldefer's Existence-Relatedness-Growth (ERG) Needs Theory,
- McLeland’s Acquired Needs Theory and
- Herzberg Dual Factor Theory.
Each of the theories has both applications and limitations when applied in different organizations. Since the theories may vary from one person to another or may vary in different geographical locations. For example, the Maslow’s hierarchal needs which states that people must satisfy his physiological needs before satisfying other needs like need for security and self-esteem. People from other parts of Asia, however, may prioritize self-actualization among others. People of Japanese organizations most probably lace greater importance on Social (for the need to belong) rather than other needs. This could e the reason why these people are known to be loyal to their organization.
The type of needs that is important to a certain person must be understood by managers in order to maximize the person’s potential. They relate to the person’s inner self and how the person’s internal state of needs determines behavior. When people join organization, they bring with them certain drives and needs that effect their on-the-job performance. There are times that these are immediately apparent, but often they are difficult to determine and satisfy. Understanding human needs is very useful (in order) to know what stimulates (motivates) people to perform which brings satisfaction.
Each of the above-mentioned theories/model makes a contribution to our understanding of motivation and all the models share some similarities. Managers must be able to develop personal skill in determining the cues which indicate the gravity or degree of importance of each needs to the people. Once managers learn to determine the cues, this can be used to stimulate desired employee behavior.
The type of needs that is important to a certain person must be understood by managers in order to maximize the person’s potential. They relate to the person’s inner self and how the person’s internal state of needs determines behavior. When people join organization, they bring with them certain drives and needs that effect their on-the-job performance. There are times that these are immediately apparent, but often they are difficult to determine and satisfy. Understanding human needs is very useful (in order) to know what stimulates (motivates) people to perform which brings satisfaction.
Each of the above-mentioned theories/model makes a contribution to our understanding of motivation and all the models share some similarities. Managers must be able to develop personal skill in determining the cues which indicate the gravity or degree of importance of each needs to the people. Once managers learn to determine the cues, this can be used to stimulate desired employee behavior.
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An excerpt from my reaction paper in the subject Human Behavior in Organization. School Year 1998-1999.
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