Maslow's Theory Of Human Relations

The Hawthorne study was an experiment done by Elton Mayo and Fritz Roethlisberger during the 1920’s. The experiment was based on physiological details of human behavior in a work environment. The study stated that workers are not only motivated by economical needs but also social and psychological needs are important. The human relations movement is mainly focused on determination, leadership and the coordination of workers. The theory looked into whether workers would perform better due to the improvements in environmental conditions such as lightening and the results were surprising. The two theorists found out that workers cared more about teamwork, they cared more about whom they were grouped with and the interest their managers had in

Social needs will focus on safe working areas and job security. Self-Actualization involves work with creativity, innovation and focusing on achieving long-term targets. Every employee has his/her own set of needs; each employee may be motivated by different factors. Leaders of the organization must identify the needs level at which the employee is functioning and use those needs as a target or bar to achieve in terms of motivating the employees. Theories usually have positive sides and negative sides and Maslow’s theory also has some criticism. The theory makes a lot of sense but people have different needs meaning that the pyramid of needs is arranged differently for each individual for example: Social needs is the most important factor for me and I believe that it should come first but according to Maslow it is not the most important factor. Another criticism is that Maslow believed that people need to fulfill the lower category needs before reaching their potential and self-actualize and this is not true because poor people tend to need love and belongingness first but according to Maslow this should not