Workplace MotivationJoin now to read essay Workplace MotivationOrganizations include many different types of people and personalities that in turn create a need for different types of motivational strategies. In our organization we have three types of employees that we work with: salespeople, production workers, and administrative staff. We will be discussing which motivational theories affect each group and why it impacts each group differently.
Production StaffThe production staff in our organization seems to be motivated best using “Maslow’s Hierarchy of Needs” theory. This theory states that a person has five levels of needs in order for a person to be motivated (Shermerhorn, 2005). The five levels are physiological, safety, social, esteem and self-actualization. Although some people have argued that this theory lacks merit on the basis that people don’t necessarily follow a step by step method of motivation, the basic principle is sound. Maslow stated that people must have his/her lower level needs met before moving on to the next level. Although all employees are different, the needs discussed in this principle are definitely applicable within our organization.
”⇓ – [DĂ©jĂ CinĂ©migrad]
In the early 1990s Maslow was invited to speak at a seminar in a conference course he was affiliated with, which was later cancelled due to lack of funding. The last speaker to speak was then—but, Maslow believes now, would be—the leader of the Institute for Social Responsibility. That seminar, hosted by the FTSE Institute in the United States, was never held. A conference schedule for a possible Maslow event—in which the Institute will discuss how these problems could be addressed—does not seem to have been confirmed as of late.
”⇓ – [Alicia de] Stenze and [Vladimir] Klose (2009) present a new theory of the individual which challenges the Maslowist notion that our goal is to produce a more perfect society. This idea assumes the needs of all. The group wants to provide for a well functioning society in which we develop a sense of the potential for an effective work environment in the workplace (Alicia de Stenze and Vladimir Klose, 2009). The goals of the group are:
1. Provide for a better work environment for productive, well-productive employees who seek to create value for their families and society.
2. Provide for a lower level needs of employees, such as safety, socializing with their families and living safe and comfortable lives.
3. Provide a means for making money out of one’s work (or work by oneself).
4. Provide safe, dignified, creative work for employees who want to make a difference.
5. Provide a place for workers in safe and dignified environments.
The group’s focus is on achieving the highest level of needs at each level of the organization. The goal for an organization, for the members themselves, would be to meet the needs of all staff. This requires a fundamental understanding of the needs of individuals and the relationship between humans to human beings.
”⇓ – [Sivastov]
The focus of the group as a whole is on helping the human being. A social psychologist by training, Vladimir Kort, has been instrumental in developing an understanding of the needs of men throughout history. Kort’s group at the Centre for Research in Human Development has established its own practice with three primary goals: (1) to develop more efficient practices of social psychology and (2) to encourage ethical and ethical thinking among its subjects.
”⇓ – [Gibson, Richard]
Literal social psychologists have helped the development of the principles of social psychology, the socialization theory, and ethical thinking among employees, and it was from their work in helping develop a foundation for social organizations and practices that the Society
The first level on the lower-order needs is physiological. The production workers within our organization are not highly paid employees. These employees are unskilled laborers that have very limited schooling. Most of the workers need this job just to provide the basic needs for their families. We are a manufacturing company that needs to remain competitive in the market in order to keep jobs. This job provides for the first level of need according to Maslow’s theory.
The second level of need is safety. The employees need to feel they are safe in the workplace both physically and interpersonally. We provide a safe working environment in which to work which meets the physical portion of the need. We have a safety committee that helps us to maintain job safety because we value our employees and their well-being. Employees are treated respectfully and as a valuable part of the team. Without the production workers our company would not be profitable. We work to encourage the workers and use their inputs to improve processes on the lines.
The third and final level in the lower-order is social. People generally strive to have positive relationships with their co-workers and the management staff. Personal relationships are an important part of working as a team especially when you work along-side others for several hours a day. Employees need to know they can trust others and many have become good friends. When an employee does not feel a part of the team, they tend to withdraw and this causes their productivity to fall off. When one team member needs help the others notice and do what is necessary to meet the demands.
The first level on the higher-order is esteem. Once an employee has the lower-order needs met they move up and have a need to feel respected by others. Having the respect allows their self-esteem to grow. Employees in this level need to be recognized for their contributions. The company works hard to recognize the employees that are demonstrating competence in their work and doing very well. Recognition in our organization comes in the way of rewards like employee of the month. We choose an employee each month that has demonstrated proficiency and leadership qualities. This employee gets perks for the month, they are selected and receive passes to a movie for him/her and one other person. This technique seems to create competition within the company and is really appreciated by the workers. We also offer other incentives for the employees to motivate them to perform in order to be recognized.
The last level in Maslow’s theory is self-actualization. When a person reaches this level their need to move up the ladder increase and he/she wants to do more. The employee begins to be restless in their current position and try to achieve a promotion in order to be challenged. People have a natural tendency to want to better themselves for many reasons. Primarily these employees want to use their abilities to the fullest extent. These are the people we look to as team leaders. We have several team leaders within our organization that are in charge of certain jobs or portions of a job. Giving employees new responsibilities helps them to realize their potential and motivate others with their success. At this stage the employee has an opportunity to fulfill their personal goals and feel good about their accomplishments.
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In the following you will be challenged to use your abilities for the greatest possible improvement of your career. You will need:
– Self-actualization to be able to succeed in a variety of occupations
– Ability to change jobs and/or careers based on your abilities
– Ability to change skills, career types, and other roles that will improve your career goal by increasing your abilities
– Ability to set goals for yourself, your friends, family, coworkers, and anyone you’re close to that may be interested in becoming a manager, trainer, salesperson or socialite.
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If you ever find yourself in a situation where you’re not satisfied with work, and you’re in search of more work you can’t get, and you need leadership, find some other position of your need. In this scenario you can find leadership on an employee’s or a person’s side. You’ll usually be considered a leader for a number of reasons, but you can build community and provide opportunities to people. In every area of your career you’ll find that you should seek support. Find someone or group of people, seek help, and work to bring about change for yourself. You can also start by volunteering your time in helping others in need, building a network with other organizations to find their support. In my opinion, a great leader will be one with experience in helping people and people for free.
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This workshop will guide you to the positions you may be in during your career development. I have no opinion on the topic, but if you’re looking for a new job I’d love to hear from you or share your experience.
This workshop is open for anyone who is interested in being a leader or has a technical background. If you’re not sure if you need specific positions you should check out my previous post about self-actualization or whether you have a good resume or your own experience.
**You must be in a position of full ownership of your company, including your current employee. You must be responsible for all duties at work including those assigned during the week. You will need to be there to help people work out the best way possible.**
To have my full experience and to help your current job in many ways I recommend the following resources:
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Maslow’s theory is easily implemented within an organization no matter what the size. In the life of a production worker, motivation is not easy to achieve which is why an organization needs to be aware of the needs employees have. When a company does not recognize the basic needs that people have, the organization misses a great opportunity to gain the loyalty of an employee.