In the meantime, according to Maslow, the individual would be motivated by other needs. Maslow's hierarchy of needs model is illustrated below: Physiological needs include the need for food, water, love or salary, if applied to the workplace. Needs at this level are often taken for granted and are expected by people. Safety needs are concerned with having a safe and secure environment, free
Each need adds a layer in to the foundation and enrichment of the lives of people until all of our needs have been met, then and only then, can we transcend as beings. We will take a look at this hierarchy in dept and touch on a few of the ramifications of needs that never come into fruition. At the most basic level, Maslow believed mankind was motivated to fulfill our physiological needs. Our need for things like food, clothing, shelter, and sleep are motivators to go out and make sure we can secure or acquire those things. According to James Kelley report, “Maslow’s Hierarchy of Needs”, “Maslow believed that these needs are the most instinctive needs because all needs become secondary until these needs are met.” (2014, web).
The problem that will be studied in this thesis is how the volunteers perceive their leaders regarding the cooperation with change. The problem is always about the ways that leaders use in making the surrounding conditions ripe for volunteers to make their service performance an easy going activity, while minimizing burdens to the most possible. The instability caused by the changingatmosphere in such a service, stimulates different emotions among volunteers, ranging from high satisfaction to extreme anger, and from high motivation to deep depression and sadness. So, in order to sustain the continuity of services and tasks in better ways, the task requires emotionally intelligent leaders who would be able to absorb shocks, sense their subordinates’ positive emotions, and instabilities, and deal with each volunteer, in the best way
people are concerned with the higher order needs of influence and personal development only when the lower order needs of physical and emotional being are satisfied 4.1.2 Herzberg’s Motivator-Hygiene Theory Herzberg developed the work of Maslow and formulated a theory of motivation commonly referred to as the hygiene theory of motivation. His idea was to discover what motivates staffs and to make sure what they actually want in their work. According to the Herzberg ‘s Theory people are influenced by two factors. Sources of job satisfaction related to job content are motivators. Dissatisfaction was a result of hygiene factors Hygiene factors are closely related to the physiological, safety, and social needs of Maslow’s hierarchy and needed to ensure an employee does not become dissatisfied.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of encouraging the people to work and do actions to accomplish the goals. In the work goal context the psychological factors rousing the people’s behaviour can be- Drive towards money. Ambition Respect and recognition Job satisfaction Team work, etc One of the most important functions of management is to interest the employees and motivate them to do the best in their work. Therefore, the leader needs to arouse this interest in the employees and make them work to the best of their capabilities.
On the Job Training – On the Job training is training that happens while representatives are really meeting expectations. It implies that abilities can be picked up while trainees are completing their employments/jobs. This profits both workers and the business. Workers learn in the true work environment and addition experience managing the undertakings and difficulties that they will meet in the course of a typical working day. The business profits by ensuring that the training is particular to the occupation.
Instead of this approach, the Hierarchy of Needs by Maslow will help managers understand what the employee really needs, which is very useful in managing. Taormina (2013) developed Maslow’s theory further and found that “the more each lower-level need was satisfied, the more the next higher-level need was satisfied.” Self-actualization is at the highest level which influences employees to achieve goals. In management, this kind of phenomena is named motivation by achievement and gives personal fear of failure. Employees must be energized and inspired by the manager to develop creativity and feel satisfaction from their job. Moreover, the person who feels good in a workplace will not look for another job even if the salary is insufficient.
The management must understand the difference between a valuable employee and an employee who doesn’t contribute much to the organization. Sincere efforts must be made to encourage the employees so that they stay happy in the current organization and do not look for a change. For an organization to do well and earn profits it is essential that the high potential employees stick to it for a longer duration and contribute effectively. The employees who spend a considerable amount of time tend to be loyal and committed towards the management and always decide in favor of the organization. When you meet someone, there is hardly any attachment in the beginning, but as the friendship matures, a sense of loyalty and trust develops.
1 Be Confident Confidence is a subset of charisma. The best and most charismatic salespeople believe fervently in themselves, their company and their product or service. Confident salespeople act fearlessly and are willing to take risks without worrying about hearing a “no” from a customer or losing out on a potential opportunity. A salesperson who is confident of himself is very much needed by most companies. They will sell each product confidently despite being asked with various questions by customers.
According to Carlos Ghosn, Employees are your most valuable assets. They are the heart and guts of a company. This doesn't mean that from time to time, you aren't going to do what is good for the company. When people feel valued, they will work to the maximum potential or contribute