Using Maslow's Theory Of Motivation In The Workplace

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Organisations can use Maslow’s theory as a framework to advance different rewards to their employees, as knowing the different needs and stages the employees are at on the hierarchy of needs means they can give meaningful rewards out. Which should in turn motivate the employees to do better. However, mangers will need to take into consideration that not all people move up the hierarchy at the same time meaning managers should have individual incentives for their employees depending on what stage they are at. (Sadri & Brown, 2011). For example, Thomas Cook Group was shown to have a clear and good correlation when it came to recognition, performance and engagement of their employees, due to this they decided that this needed to be maintained, …show more content…
(Yang, 2011). Locke & Latham (1990) came up with the goal setting theory for the workplace, this is because they believed that the proposes of work motivation is subjective by the specifics and difficulties of goals in a workplace. They suggest that there are four elements that explain and predict work behaviour. These are; higher difficulty of goals means higher level of performance. Specific goals mean higher level of performance. Participation in goal setting means improved performance and past results knowledge and feedback is necessary for goal achievement. (Buchanan & Huczynski 2017). This theory can be effective as it is a technique that is used by organisations to have incentives for employees for them to complete task and goals quickly and effectively. It can also be effective as goal setting should lead to better performance as it will increase the motivational levels of employees and be improving the feedback quality. On the other hand, there are limitations to the goal setting theory. Some of these limitations are; some employees could lack certain skills that is needed to perform steps for the end goal which can in turn lean to undermining of the employee’s performance. Also, some of the organisations goals could clash with managerial goals, which will have a negative effect on the performance of the employees. (Buchanan & Huczynski 2017). For goal setting theory, it is important that they goal have been accepted by the employees, this is due to employees not being committed to the goals if they not going to be involved and if they have not had the goals or rewards explained to them correctly, therefore resulting in poor time efficiently on the manager’s part. On the other hand of the employees is involved in the goal setting process it could lead to better understanding of the goals. (Bandura 1997). When

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