The paper "Maslow’ s Hierarchy of Needs, McClelland’ s Theory of Socially Acquired Needs" is a great example of business coursework. According to Jennie Keefe, “ small tokens of appreciation for a job well done can often be a more powerful staff motivator than expensive benefits. ” The focus of this easy is to critically examine the role played small trivial tokens in motivating employees within a particular organization. It closely examines two content theories, namely Maslow’ s hierarchy of needs theory and McClelland’ s theory of social acquired needs in order to find supporting evidence (Rainey 2009, p. 275).
The essay also draws examples from the article of Joy of giving to highlight key examples supported by these theories. The essay also identifies some of the setbacks that can be witnessed as a result of the overdependence of this method to provide motivation to the workforce. Maslow’ s Hierarchy of Needs The modern organization is faced with a number of challenges to overcome in order to realize the achievement of the set goals and objectives. Key among these challenges is a need to maintain a highly motivated workforce that is ready and willing to perform at its full potential in order to propel the organization to its full potential.
There are many different scholarly perspectives on what motivates employees and the most effective methods that can be used to boost the morale of employees. The important point to note here is the need to keep the workforce satisfied with their working environment before proceeding to offer small tokens to appreciate or recognize the individual effort exemplified by a particular employee. One of the content theories that support this kind of approach is Maslow’ s hierarchy of needs theory which underscores the need for human motivation and outlines these needs in a hierarchy (Martin 2011, p. 7). The hierarchy consists of five levels with each level demarcating a particular human need.
These needs include physiological, security, social affiliation, self-esteem, and self-actualization needs (Naidu & Rao 2008, p. 84). Maslow further asserts that the needs at the bottom of the hierarchy need to be satisfied first before the others at the top of the hierarchy can actually be satisfied. This means that in order to motivate an employee one has to begin by ensuring the concerns presented by physiological are met.
These needs include such concerns as is the employee satisfied with the physical working environment, does he/she have adequate office space, is the room temperature favorable, is the lighting adequate, and so on and so forth. If the employer is now sure that the employee is satisfied he can then proceed to meet security needs (Maslow 1817, p. 17; Maslow 2000, p. 6; Humann et al 2008, p. 39). The security needs encompass ensuring an employee has job security, an attractive and competitive salary, an impressive retirement scheme, health insurance policy among others.
With the security needs now met the employee will move to the next category; social affiliation where they will seek to get a sense of belonging within the organization. The employee should make sure the employee is made to feel a part and parcel of the organization and not simply a tool to be used to achieve the set organizational goals and objectives. At the same time, the employees will seek to find affection within the organization through socializing and active engagement in team activities.
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