Question

illustrate Maslow's Heirachy of needs and provide any five (5) guidelines that HPE could use for motivating demotivated employees.

Answer 1

The concept of need of Maslow is a theory of psychology proposed by Abraham Maslow in the 1943 Psychological Review in his book A Theory of Human Motivation. Maslow then expanded the concept to include his findings on the natural curiosity of humans.

We have five categories of necessities, according to Maslow: physiological, safety, love, esteem, and self-actualization. In this theory, higher hierarchical needs start to arise if people feel they have satisfied the previous needs sufficiently.

Higher levels need much more control than lower levels on potential human behavior. Companies who can satisfy consumer needs at the higher hierarchy level are irreplaceable for their consumers' minds. This is the foundation of company loyalty.

Motivation of HPE organisation's demotivated people:

Physiological: Abraham Maslow understood that people have to deal with their survival needs before achieving any other point. Under no circumstances are they concerned with new information, if they don't have the food, clothing, water, shelters or similar equipment to live to qualify them for potential jobs. Easy items, like snacks, clean water, and coffee, would do a lot to meet the basic physiological needs of the workers at work.

Safety: You need physical as well as psychological protection and security to tackle this hierarchical level. As a boss, you should make stuff of common sense like ensuring there are no health risks in the workplace. You can also have emotional support by demonstrating how to be more effective and productive at work and how to make them feel better at work.

Social: Maslows theory explores affection, acceptance, friendship and friendship at this stage. The desire for many people to socialize and feel part of a community can be discussed by developing a workplace with incentives for involvement and contact with others, as a supervisor. Begin to function before or after networking sessions. Happy hour can be a good time for networking and you don't have to be at a pub. In addition, celebrate anniversaries and birthdays of the employees that allow the team to connect with and develop companionship.

Esteem: Throughout this point of the hierarchy of Maslow, the emphasis turns on the personal ego: self-respect, achievement and appreciation for efforts. Employees want their colleagues and their managers to be valued and appreciated. Such needs can be solved in a learning setting by depending on the experience or knowledge of others, praising accomplishments and otherwise creating an atmosphere where learner can feel content to have certain accomplishments celebrated. You may also incorporate small honours, in which participants cheer up or praise the efforts of someone who does something, proposes a solution, or otherwise does something deserving of something or group recognition. To fulfill the requirement from time to time a simple round of applause for good answers might be sufficient. The purpose of a structured employee awards is to create an organized organization on a weekly, quarterly and annual basis.

Self actualisation:

Thought of "Be all you can" the army's slogan. The idea was: "Communicate with us and we will give you the instruments and resources you need to optimize your potential." To do so, as a leader, it is crucial for you to recognize where your employees aim to go in relation to their level of success and help them achieve your business. Gifts from your employees and fun desk accessories will remind you constantly of your post. The trick to successfully applying Maslow's theory to the workplace is to note that what motivates one employee does not automatically motivate a different employee.

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