Fill This Form To Receive Instant Help

Help in Homework
trustpilot ratings
google ratings


Homework answers / question archive / Need satisfaction (Connect) In order to better understand what motivates employees, the basic model of work motivation and performance can be expanded to include the concept of needs

Need satisfaction (Connect) In order to better understand what motivates employees, the basic model of work motivation and performance can be expanded to include the concept of needs

Management

Need satisfaction (Connect)

In order to better understand what motivates employees, the basic model of work motivation and performance can be expanded to include the concept of needs. It is then the manager’s task to identify employees’ needs.

Needs are physical and psychological requirements that are necessary to ensure survival and well-being. It has been identified that effort is exerted after anunsatisfied need  

 creates discomfort and a desire to take action.

 

Points:

1 / 1

Close Explanation

Explanation:

The following is the basic model of work motivation and performance, with the inclusion of the concept of needs.

  

Source: Image adapted from Chuck Williams,. (n.d.). MGMT (5th ed., p. 270). (Mason, OH: South-Western Cengage Learning, 2013).

This model illustrates how unsatisfied needs create tension for a person. It is the desire to reduce this tension that energizes a person to take action and motivates his or her behavior. After effort is exerted to perform a behavior, satisfaction occurs. The satisfaction of a need eliminates motivation. However, once a person experiences another unsatisfied need, the process begins again.

Abraham Maslow, Clayton Alderfer, and David McClelland have each presented a well-known theory regarding the number and types of needs categories. Maslow’s Hierarchy of Needs Theory presents five categories of needs, whereas Alderfer’s ERG Theory collapses Maslow’s categories into three.

Provide the missing category labels from Maslow’s theory for the following work scenarios, and answer the related question on Alderfer’s theory.

Work Example

Need Category

   

Alderfer’s ERG Theory

Working in a comfortable environment with enough heat and air Physiological  
 
    Alderfer combined the needs for working in a comfortable environment and feeling a sense of job security into the category ofexistence  
 needs.
Feeling a sense of job security and having health benefits Safety  
 
     
Being offered training to develop your job skills Self-actualization  
 
     

Points:

1 / 1

Close Explanation

Explanation:

Maslow proposed five levels of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. The following table provides details for the work examples given.

Work Example

Maslow’s Category

Explanation

Working in a comfortable environment with enough heat and air Physiological These are the things you need for life: food, air, and water. In companies, physiological needs include things like a comfortable working environment (enough heat and air) and a salary that enables you to survive.
Feeling a sense of job security and having health benefits Safety These are fundamental security needs, which include a safe place to live and freedom from threats. In the workplace, people feel safe when they have things like job security and health benefits.
Being offered training to develop your job skills Self-actualization These needs are fulfilled through growth and development—the underlying drive is to better oneself. Organizations can fulfill self-actualization needs by offering employees training and opportunities to develop their skills.

Alderfer argued that Maslow’s needs categories could be condensed into the following: existence needs, relatedness needs, and growth needs. Alderfer’s theory combines the needs for working in a comfortable environment (physiological needs under Maslow) and feeling a sense of job security (safety needs under Maslow) into the category of existence needs.

McClelland’s Learned Needs Theory argues for a slightly different set of needs that motivate people: affiliation, achievement, and the need for power.

Determine whether each of the following examples describes a person with a high need for affiliation, achievement, or power.

Example

Need

Andrew is good friends with everyone on your study team, and he does everything he can to avoid problems with other team members. Affiliation  
 
As secretary of state, Hillary Clinton wants to change the behavior of nations. Her bid for president of the United States in 2008 was based, in part, on her desire to lead others. Power  
 

Points:

1 / 1

Close Explanation

Explanation:

Example

Explanation

Andrew is good friends with everyone on your study team, and he does everything he can to avoid problems with other team members. Based on this example, Andrew has a high need for affiliation—he is trying to establish personal relationships with the people in the group. People who need affiliation are often good at integrating or coordinating the work of others.
As secretary of state, Hillary Clinton wants to change the behavior of nations. Her bid for president of the United States in 2008 was based, in part, on her desire to lead others. Based on this example, Hillary Clinton has a high need for power—she wants to change the way others act. People at the top of organizations (including political organizations) often have a high need for power.

The following case study is an example of the considerations employers must make on the topic of motivation.

CASE STUDY

Recruitment solutions company Adecco is reviewing its recognition schemes in light of the recession, with the aim of rewarding more employees for demonstrating company values or displaying outstanding performance.

Previously, its schemes focused on rewarding top salespeople with tangible rewards, such as skiing trips. The company now wants to use its budget to reward a wider group of employees and is consulting staff on how that should be done.

Claire Lawrence, head of HR projects, says: “We are planning campaigns across the group that recognize outstanding performance or behavior, and anything that reinforces our values and strategic objectives.”

Sales targets have also been reviewed in response to changes in budget forecasts. The firm has also consulted with staff about its flexible benefits scheme and introduced supermarket shopping vouchers to better reflect their needs. It has also implemented an employee assistance program, which it plans to promote as a source of support for managing money.

(Source: A., W. (April 8, 2009). Employee Benefits. In Case study: Adecco. Retrieved 6/25/2010 from: http://www.employeebenefits.co.uk/item/8755/23/305/3. Reprinted by permission of Employee Benefits.)

Recent studies indicate that there are two basic needs categories: lower-order needs and higher-order needs. Employees who are motivated by the recognition they will get when they are awarded a company ski trip havehigher-order  

 needs. You can therefore assume that these employees have had theirlower-order  

 needs satisfied.

 

Points:

1 / 1

Close Explanation

Explanation:

Lower-order needs include a motivation to satisfy physiological, safety, and existence needs. Higher-order needs are concerned with relationships (belongingness, relatedness, and affiliation), accomplishments and challenges (esteem, self-actualization, growth, and achievement), and influence (power). Employees who are motivated by the recognition they will get when they are awarded a company ski trip have higher-order needs.

Studies have generally shown that a person will not be motivated by higher-order needs until lower-order needs are satisfied. It has also been found to be difficult to predict which higher-order needs will motivate an employee and that the relative importance of needs fluctuates over time.

Purchase A New Answer

Custom new solution created by our subject matter experts

GET A QUOTE