Question

In 1943 Abraham Maslow proposed that individuals have five basic needs, arranged in a hierarchy from lowest to highest they are physiological, safety, love, esteem, and self-actualization. David McClelland focused on a needs-based theory which proposed that individuals have three basic needs: the need for achievement, the need for affiliation, and the need for power. The needs described in both these theories are often used by managers during the motivation and goal-setting process with employees.

1. Why do you believe it is important to understand the needs of your employees? How will this benefit the organization?
2. As a manager what are the basic needs that could be fulfilled by the organization if the Maslow theory is used? What are the needs that fall in line with the McClelland theory?
3. How can the needs listed be turned into motivation to help the employee succeed?

Answer 1

Why do you believe it is important to understand the needs of your employees? How will this benefit the organization?

Realizing employees assumes a vital job in propelling employees to convey their level paramount. Realizing employees causes supervisors to comprehend their needs and desires from the organization. Managers or supervisors need to comprehend that employees should be acknowledged for them to perform reliably. Giving them a chance to feel exceptional. Issues emerge when supervisors don't recognize the diligent work of employees or representatives. There are supervisors who don't have the foggiest idea about their employees appropriately. Siting with the employees all the time to know them, assess their work and give the right inputs. As a supervisor, it is one’s obligation to manage their employees and help them accomplish their objectives inside the stipulated time allotment. It’s essential to know which all employees are really contributing towards the organizations' productivity and to acknowledge employees who perform phenomenally. Reward them reasonably. Employees feel upbeat and glad to be a part of the company when their exhibitions are taken note.

To make a profitable workforce organization should satisfy its workforce, and to do this organization should hear them out, distinguish what it is that they need and some way or another satisfy this need, which will be beneficial for organizational productivity. At the point when representatives know each other well, they avoid battle and condemn individual co-workers. Clashes and false impressions ruin the feel in the working environment as well as increment the feelings of anxiety of people. Representatives feel disappointed and discover it incredibly hard to convey results under such conditions. Employees feel cheerful when supervisors interface with them on an individual level. They want to come to work day by day, face difficulties with a grin and furthermore always endeavor hard to take their association to the top. Giving them a chance to comprehend that their ventures or occupation obligations are much the same as their very own infants and they should be earnest and take great consideration of the equivalent. Maslow's needs into requirements for organizational structures by recognizing those that are pertinent to a workplace. The most essential needs require hierarchical adaptability that gives workers a chance to take breaks for bites and dinners. A steady association with clear obligations gives security. Making workers feel some portion of a team, taking into account acknowledgment of accomplishments and representative training programs can address the requirements for social connections, confidence and expert improvement.

As a manager what are the basic needs that could be fulfilled by the organization if the Maslow theory is used? What are the needs that fall in line with the McClelland theory?

Dealing with a gathering of individuals with various characters is rarely simple. Yet, in case overseeing or driving a group, it's basic to recognize what persuades them, how they react to criticism and acclaim, and what undertakings fit them well. David McClelland's Human Motivation Theory gives a method for recognizing individuals' inspiring drivers. This would then be able to assist organizations with giving acclaim and input successfully, relegate those appropriate assignments, and keep them persuaded. By comprehension and having the option to successfully gauge the need for affiliation [nAff], need for achievement [nAch], and need for power [nPow], qualities in workers, businesses have the chance to settle on better choices of which kind of representatives to place in different positions. For example, since individuals with a significant requirement for accomplishment have a serious requirement for individual improvement and achievement, a worker with a high nAch may not be most appropriate for a secretary position with no open door for progression or development. On the other hand, somebody with a high nAff may be the ideal individual for an assistant position. McClelland's Need Theory proposes that understanding these requirements and precisely putting the ideal individuals in the correct positions should yield more noteworthy degrees of inspiration which, thus, should build efficiency and lessen turnover.

How can the needs listed be turned into motivation to help the employee succeed?

Maslow's Hierarchy of Needs identifies with behavior and organizational theory since it investigates an employee’s motivation. For instance, a few people are set up to work only for cash [cash is the need for which they are motivated to work], yet others like getting down to business due to the companions they have made there or the way that they are regarded by others and perceived for their great work. [Making companions or building friendship and getting down to business due to the companions is the need for which they are motivated to work]. One end that can be produced using Maslow's Hierarchy of Needs in the workforce is, "On the off chance that a lower need isn't met, at that point the higher ones are disregarded." For instance, if representatives are stressed that they will be terminated, and have no professional stability, they will be undeniably progressively worried about capital collection and guaranteeing their lower stages can keep on being met [taking care of tabs, paying rent, and so forth.] than about companionship and regard at work. Hence, if representatives are well off enough to satisfy their essential needs, acclaim for good work and significant gathering connections might be a progressively substantial motivation. On the off chance that a need isn't met, staff may turn out to be exceptionally disappointed. For instance, on the off chance that somebody buckles down for a promotion and doesn't accomplish the acknowledgment they need, they may move toward becoming demotivated and placed in less exertion. At the point when a need is met, it will never again rouse the individual, yet the following need in the chain of command will end up imperative to that individual. Remember that it isn't exactly as basic in all actuality as in a model and that people may have needs that are more unpredictable or hard to evaluate than the chain of importance proposes. Supervisors must be keen and compassionate to their employees, they should tune in to what their needs are and work to satisfy them.