Maslow's Hierarchy Of Needs In The Workplace

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In today’s workforce, people offer companies different talents, personalities and skills. With that being said, what drives these people to bring these possessions to life? That is motivation. Motivation is a force that drives people to achieve goals and do the best to their abilities. When people apply motivation in their job setting it creates a positive outcome and a positive work experience. Due to the world be a diverse place, different people require different motivations. There are theories that state this exact idea. These theories are going to be applied to different employees from fictitious organizations: salesman, production worker, and administrative staff. The theories discussed are Maslow’s Hierarchy of Needs, ERG (Aldefer, Two-Factor …show more content…

At the same time of selling a product they must sell themselves with the product or service as well. They need constant motivation to help them successfully harbor their motives to do the best they can. Maslow’s Hierarchy of Needs is the perfect motivation theory for a salesperson. This theory states that there are five levels of needs an individual must meet to meet their self-actualization. The five levels are safety needs, physiological needs, social needs, esteem needs and self-actualization. Maslow thought that certain needs are more important, varying on an individual’s needs. (Maslow's hierarchy of needs, n.d.) When a person sets their needs in a way that they seem fit they can continue working on themselves. When a salesperson reaches self-actualization, they can set their mind to aim high for anything. Therefore, this theory works so well with a …show more content…

Victor Vroom proposed that the motivation that a person puts in at work depends on a person’s performance to work towards a reward. (Redmond, n.d.). If an employee puts in more of an effort in his or her job performance, then the overall yield be more as well. This theory works well with salespeople whose income is based off of commission. The commission is a motivator to get more sales which leads to more money for them.
Clayton Alderfer’s ERG theory is categorized into three needs: relatedness, existence and growth needs. It is said that the ERG theory uses a frustration theory. A given example is if a lower level becomes stimulated if an elevated level is not able to be met. If a higher-level need is met then there is a yearning to gratify a lower level need. (Alderfer, 1969) This theory works for the production worker work style as a motivator because if the worker is trying to satisfy his growth needs and becomes irritated, his relatedness needs will be brought up and will be his

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