Maslow's Hierarchy Of Needs Theory Case Study

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Maslow’s Hierarchy of Needs Theory can explain the manager’s actions. Specifically, the lower-order need Safety. The manager acted out in order to protect the stability of the company and prevent employees from eating food for free. Under Alderfer’s ERG Theory the manager was acting out of protecting his growth needs. As he was attempting to stop a behavior that tarnishes his work record and prevents him from receiving a bonus. Subject to McClelland’s Acquired Needs Theory the manager catered to the Need for Achievement. The manager was attempting to solve a problem with his workers by enacting a new rule. Motivator Factors under Herzberg’s Two-Factor Theory explains the manager’s decision as well. He took action in order to receive recognition …show more content…

Scrambling and scared of not getting a bonus the manager threatened employees with a lie detector test. Believing this this would solve the issues with employees and rising percentages. We can see the manager is sacrificing his Relatedness Needs from Alderfer’s ERG Theory. By scaring and threatening his employees it is safe to assume that satisfying interpersonal relationships are not a priority. The Need for Power is observed according to McClellan’d Acquired Needs Theory. Forcing lie detector tests on minimum wage employees is a clear indicator of the desire to control others and how they behave. Herzber’g Two-Factor Theory talks of hygiene factors. The manager’s actions will most definitely put strain on the relationship with subordinates, thus increasing job dissatisfaction. The manager felt inequity in the work he put in and the rising percentage problem. Therefore, according to the Equity Theory the manger acted to eliminate the inequity he viewed as problematic. The Expectancy Theory is disregarded by the manager as relationships within the company determine work motivation. Forcing employees to take a lie detector test with strain the managerial-employee relationship. The Goal-Setting Theory was also negated by the manager with the decision to make employees take the lie detector test. No development or formalization of any goal was communicated between employees and manager. According to these theories the most relevant to the situation is the Need for Power under Mcclelland’s Acquired Needs Theory. Imposing a lie detector test on employees because they are eating food and not selling enough is overbearing and

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