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动机是为员工提供一个合适的工作环境

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-02-21编辑:zhaotianyun点击率:10038

论文字数:2969论文编号:org201602201330565819语种:英语 English地区:澳大利亚价格:免费论文

关键词:需求层次理论工作环境CAC

摘要:摘要:本文主要讲述了动机为员工提供一个合适的环境工作,文中提及了马斯洛的需求层次理论,体现了该理论对员工工作的促进作用。

动机是为员工提供一个合适的工作环境
Motivation is to provide a suitable environment for employee to work in


动机的主要作用是为员工提供一个合适的环境,这将不可避免地使员工感到作为团队的一部分/劳动力,而不是机器的齿轮。采用这样的环境中,所有需要照顾它,从劳动力创造更多的生产力会有更多的意愿完成手头的任务。这是描述亚伯拉罕·马斯洛需求层次理论,马斯洛说,员工一旦所有五个动机是需要得到满足。前两个是由雇主和接下来的三个需求只能由一个人自己来完成。第一个需要满足这些基本的生理需求需要如厕设施和餐厅区域。生理需求之后实现的下一个需要层次是安全需要这将主宰一个人的行为,因为如果一个人不感到安全的工作场所会有很大的影响对他们的工作角色的最大输出。接下来需要满足爱和归属感,这是基于情感,例如友谊与同事提供了一个更加开放的环境。这就引出了下一个需求需要满足自尊和尊重,这将有助于员工感觉价值作为团队的一部分,但这只会发生如果员工自己获得认可和参与他们的个人任务的贡献。最终的需要,满足自我实现这就是个体意识到他们的全部潜力达到最大输出。但是,道格拉斯•麦格雷戈认为,自我实现是由管理下属的信任。

The key role of motivation is to provide a suitable environment for employee to work in, that will inevitably make employees feel as part of the team/workforce, rather than just cogs in the machine. By adopting such an environment where all the needs are taken care of it would, create more productivity from the workforce as there would be more willingness to complete the task at hand. This is described by Abraham Maslow hierarchy of needs; Maslow says that employees are motivated once all five needs are met. The first two are done by the employer and the next three needs can only be completed by an individual themselves. The first need to be met is Physiological Needs these are basic needs such as toilet facilities and a canteen area. After the physiological needs have been fulfilled the next need on the hierarchy is safety needs this would dominate an individual's behaviour because if an individual does not feel secure in the work place this will have a great effect on the maximum output towards their job role. The next needs to be met are Love and Belongingness; this is emotionally based for example friendship with colleagues provides a more open environment. This leads to the next need that needs to be fulfilled which is to have Self-Esteem and respect, this would help an employee feel valued as part of the team but, this would only occur if employees engage themselves to gain recognition and take part in their individual task to feel a sense of contribution. The final need that has to be fulfilled is Self-Actualization this is where the individual realises their full potential to reach their maximum output. But, Douglas McGregor would argue that Self-Actualization would be determined by the managerial trust of subordinates.

Maslow's hierarchy is unnecessarily placed into a hierarchy, ranking each need is pointless. Geert Hostede sees the top need in the hierarchy as ethnocentric as it doesn't illustrate and develop on the differences of social and intellectual needs of those raised in individualistic and in collective societies. [1] Also the hierarchy may be seen as individualistic for the reason that some people may class different aspects under different needs. On the other hand, Maslow's hierarchy simplifies the stages and only allows an organisation to move to the next step after the current need is fulfilled.

Fredrick Herzberg's Two-factor theory provides two theories one which ensures an employee is not dissatisfied known as Hygiene factors these are factors such as job security (this is where you are stable in your job and not likely to lose it), salary with benefits (this would involve benefits such as 10% Staff Discount etc. Hackman J.R& Oldham, describe hygiene factors as being extrinsic to work itself, and includes aspects such as company policies, wages/论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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