Abraham Maslow's Belongingness Needs Case Study

Introduction Motivation defined as the psychological processes that arouse and activate the goal-directed behavior. It consists of two factors which are internal and external factors. These factors prompt the desire and energy in people to encourage them continually attracted and committed to a job, role or subject, or to make an effort to attain a goal.

Motivation results from the interaction of both awareness and unawareness factors such as the intensity of desire or need, incentive or reward value of the goal, and expectations of the individual and of his or her peers. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class.

Motivation is the answer to the question “Why we

Belongingness needs. Not only organizes some activities for employees, Genting also can hold some activities that actually can improve the trustworthy between the employees and consequently can engage their relationships. The harmony between employees and supervisors can increase the efficiency and effectiveness of organization. Esteem needs. Genting Malaysia can offer more opportunities and challenges such as employee participation in decision making. The different levels of employee that involved in decision making improve idea diversification. Self-actualization needs. Genting Malaysia can provide industry trainings to every level of employees instead of only provide the trainings to managerial employees. The creativity of the non-managerial employees will contribute a lot to company in terms of idea diversification, decision making and other aspects. In addition, McClelland’s acquired needs theory can be applied more by Genting Malaysia. Need for achievement. Genting Malaysia can expose this theory to all levels of employees instead of applying it to particular supervisors or managers. The company uses some recognition or reward to more and different departments of employees who are doing better in their jobs to inspire them to do better for the company from distinct

Expectancy, to raise the effort of the employees on their jobs, Genting Malaysia can attempt to increase the confidence of the employees. For example, the managers can offer their subordinators to involve in making decisions and let them feel that they can also contribute to company despite lower level employees. Instrumentality, Genting Malaysia can utilize this theory to increase the expectation of employees that successful tasks will lead to certain rewards. For instance, Genting Malaysia offers different types of rewards to employees who perform well in their jobs such as travelling and training in other country. Lastly, Genting can apply reinforcement theory toward its employees. Negative reinforcement, Genting Malaysia can try to not scold or blame their employees when they are no achieving their goals or doing wrong tasks. On the other hand, the supervisors can always encourage their subordinators to do better instead of forcing them to do better. Encouragement will always increase the confidence and effort of