Maslow's Hierarchy of Needs
In order from the bottom of the hierarchy upwards, identify the 5 human needs.
(1) Physiological, (2) Safety, (3) Social, (4) Esteem, (5) Self-actualisation
Identify the 5 principles that should be applied when setting goals for employees.
(1) Task complexity, (2) Clarity, (3) Challenge, (4) Commitment, (5) Feedback.
Identify the 4 drives that are fundamental to all human behaviour.
(1) Acquire, (2) Bond, (3) Learn, (4) Defend.
By recognising that all employees should feel that they contribute to the achievements of the business and placing great emphasis on providing positive feedback satisfies what human need?
Esteem needs. This refers to the desire to feel important, valuable and respected.
True or False: Setting goals that are too vague can lead to poor performance.
TRUE: Goals that are not challenging (or that are overwhelming) can become demotivating.
Define the drive to defend.
The desire to remove threats to our safety and security and to protect what we regard as 'ours'.
Identify which workplace practice applies to each of the hierarchy of needs:
Team-work
Pension
Promotion
Team meetings and newsletters
Social events
Good relationships with management
Training opportunities
Contract
Enjoyable and interesting work
Responsibility
Safe working environment
A living wage
Team-work = social
Pension = security
Promotion = self-actualisation
Team meetings and newsletters = social
Social events = social
Good relationships with management = esteem
Training opportunities = esteem
Responsibility = self-actualisation
Safe working environment = security
A living wage = physiological
An employee at Hoyts cinemas is given a goal to achieve by their manager.
When managers are setting goals with employees, it is essential that goals are clear and specific. State a goal that is clear and specific for the Hoyts cinema employee to achieve.
Be as specific as possible, and how you will measure success. For example, "to increase sales in the Candy Bar section by 10% per month by the end of June 2024." A clear and specific goal leaves less room for error or individual interpretation. A goal such as "improves sales" is far too vague and general, and therefore, less likely to be accomplished.
Identify which workplace practice applies to each of the four drives:
Opportunities for positive, two-way communication
Bonus tasks
Clear vision that employees can agree to
Pairing junior employees with senior mentors
Conducting internal and external training sessions
Prestigious job title
Team projects
Identify which workplace practice applies to each of the four drives:
Opportunities for positive, two-way communication = bond
Bonus tasks = acquire
Clear vision that employees can agree to = defend
Pairing junior employees with senior mentors = learn
Conducting internal and external training sessions = learn
Prestigious job title = acquire
Team projects = bond
Lucy is the manager of a large fitness equipment manufacturer. She believes in paying her staff above industry standards. A recent employee survey has shown that employee motivation has dropped significantly over the past 6 months.
With reference to Maslow’s Hierarchy of Needs, explain how Lucy can motivate her employees.
Potential answers:
Physiological = satisfactory pay for survival.
Safety = ensuring there is safe working conditions.
Social = supportive management; facilitate teamwork by involvement in decision-making.
Esteem = recognition and increased responsibility.
Self-actualisation = Opportunities for advancement; ability to be creative and have an interesting job.
Compare Locke & Latham's Goal Setting Theory with one other motivational theory you have studied (that is, 1 similarity and 1 difference).
Maslow's hierarchy of needs & Locke and Latham's goal setting theory:
Similarities:
- Both recognise that personal gain is a factor which can motivate employees. Esteem can be satisfied by providing jobs with a higher status to employees. Goals which fulfil the commitment principle consider the personal objectives of employees.
- Both recognise that feedback from management is important. Esteem can be satisfied by recognising employee efforts. Goals which fulfill the feedback principle requires management to acknowledge the efforts of employees in reaching their goal.
Differences:
- Maslow's hierarchy of needs focuses on fulfilling one need at a time whereas the goal setting theory requires all principles to be incorporated for a goal to be motivating.
- Maslow's hierarchy of needs can be applied by a manager alone whereas the goal setting theory requires employee input.
--------------------------------------------
Lawrence and Nohria's four drive theory & Locke and Latham's goal setting theory:
Similarities:
- Both recognise that employees are motivated to achieve success. This can be the drive to acquire a higher position, or setting the goal of being promoted.
- Both suggest that multiple factors motivate an employee at any given time. All drives may be active while set business goals should incorporate multiple principles.
Differences:
- The goal setting theory involves employee input whereas the four drive theory is applied by a manager alone.
- The goal setting theory requires a manager to individually address each employee whereas this is not necessary when applying the four drive theory.
Compare Lawrence & Nohria's Four Drive Theory with one other motivational theory you have studied (that is, 1 similarity and 1 difference).
Lawrence and Nohria's four drive theory & Locke and Latham's goal setting theory:
Similarities:
- Both recognise that employees are motivated to achieve success. This can be the drive to acquire a higher position, or setting the goal of being promoted.
- Both suggest that multiple factors motivate an employee at any given time. All drives may be active while set business goals should incorporate multiple principles.
Differences:
- The goal setting theory involves employee input whereas the four drive theory is applied by a manager alone.
- The goal setting theory requires a manager to individually address each employee whereas this is not necessary when applying the four drive theory.
-------------------------------------
Maslow's hierarchy of needs & Lawrence and Nohria's four drive theory:
Similarities:
- Both are concerned with the physical, social and emotional needs of employees.
- Both suggest that different employees will value different motivators.
Differences:
- Maslow's hierarchy of needs must be met in a sequential order whereas the four drive theory suggests any drive may be relevant to an employee in no particular order.
- The hierarchy of needs states that employees are motivated to fulfil only one need at a time whereas the four drive theory states that employees behaviour can be driven by all needs at one time.