What Is Maslow Theory Of Motivation

Maslow’s Theory

“A theory of Human Motivation”

Maslow always had a curiosity in examining the Human’s mind and identifying their needs and means for needs, it is also stated that the Individual can be motivated in many ways rather than Yearnings and prizes. The picture included in the left has mentioned all the 5 types of needs required for an individual through his research

The Google is not the same as it looks to the world it suits to the Proverb as “Never decide a book by its cover”. Because though Google appoint s118 applicants in a year all the applicants would start from the lower positon as if like the Software Developer and the Higher officials treat with less Respect Leading to Discrimination as if Remembering their positions and

His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This appears to parallel Maslow's theory of a need hierarchy. (Herzberg, 1966)

The employees in google are equivalent to each other and always see others as a competition because all the other staffs are equivalent to each other, So if an employee brings out a spectacular achievement it will not be accepted nor Recognized because the coworkers are also capable of bringing out the same type of work which would lead the employer resulting as an moderate employer like Everyone else in the Organization. As a result the employees wouldn’t be Motivated or encouraged to work for a specific

Goals focus attention toward goal-relevant activities and away from goal-irrelevant activities.

2. Goals serve as an energizer: Higher goals induce greater effort, while low goals induce lesser effort.

3. Goals affect persistence; constraints with regard to resources affect work pace.

4. Goals activate cognitive knowledge and strategies that help employees cope with the situation at hand.

As a matter of fact people are committed for better performance when they are committed to a goal. The end result of the goal acts as a motivational force and which never tends them to stop until they reach their goal. Lock and Latham indicated three factors for Goal Setting

1. The importance of the expected outcomes of goal attainment, and;

2. Self-efficacy – one's belief that they are able to achieve the goals,