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Hierarchy of Needs
1. Physiological Needs
These includes the most basic requirement that we can’t live without, such as the need for
water, air, food, shelter ,clothes and sleep.Our human body will fail to function if these
needs are not satisfied. Without these simple and basic needs which are the most
important,the continuous needs couldn’t be met. Satisfying these lower-level needs is in order
to avoid unpleasant feelings or consequences.
Neither of the human will not need these physiological needs. Same as professionals,they will
need the same amount of air that unprofessional needs,maybe better quality of food or better
environment of dining. In addition to eating, drinking, and having a protective shelter,
Maslow also result that sexual satisfaction was a basic physiological need.
2.Security Needs
These include the needs for safety and security. Security needs are not so demanded
compared to the physiological needs. Examples of security needs include a series of secure
and protect from physical and emotional such as life insurance, health care, safe environment
of living, and stronger shelter.
When human are fulfilled by the basic needs,they will begin to demand for more order to
their daily requirements which is more complex.According to some research on
professionals,living in a safe place ,higher physical safety and financial security are all
concerns in this stage.Due to lack of work opportunities and economic crisis,a job security is
strongly needed to a employee.When you give professionals more of these needs which will
show our caring to them and they will be surrounded by more positive and be moitivated.
3.Social Needs
The third level of human needs based on Maslow include needs for belongingness,
love,acceptance and affection. Maslow described these needs as human need to feel a sense
of acceptance an belonging among their social groups.There are a group of people which are
more onto feel lonely,social anxiety is because they are lack of love or belonging element
shown to them.The absence of social needs will produce pressure and make a person feel like
being rejected by the society.Relationships such as friendships, romantic attachments, and
families help fulfill this need for companionship and acceptance, as well as involvement in
social, community, or religious groups.
4.Esteem Needs
After the first three needs have been satisfied, esteem needs has gradually become important.
These include the need for internal factor as feel respected and external factors such as status
and recognition. Maslow noted two versions of esteem needs: a "lower" version and a
"higher" version. The "lower" version of esteem is the need for respect from others. This may
include a need for status, recognition, fame, prestige, and attention. The "higher" version
manifests itself as the need for self-respect.
At this point, it become increasingly important to gain the respect and appreciation of others.
People have a need to accomplish things and then have their efforts recognized. Most of the
professionals have a thought of they are different compared to others as they have higher
standard of education and they deserve better treat,inviting them to participate in professional
activities and giving them more status are in order to fulfill this need.
Satisfying this need and gaining acceptance and esteem helps people become more confident.
Failing to gain recognition for accomplishments, however, can lead to feelings of failure or
inferiority.Esteem need is closely related with other levels.
5.Self-actualizing Needs
This is the highest level of Maslow’s hierarchy of needs. People in self actualizing state
protect themselves very well and care more about themselves opinion and less bothered by
others words and are very deperate in fulfilling their potential. This level of need refers to
what a person's full potential is and the realization of that potential. Maslow describes this
level as the desire to accomplish everything that a person want and make it happens.While
fulfillment of the needs was highly related with happiness, some report said that self-
actualization and social needs were important even when many of the most basic needs were
unfulfilled.
2. Analyse the motivation of professionals using the Herzberg’s Two Factors Theory
Frederick Herzberg, a behavioral scientist published a two-factor theory or the
motivator-hygiene theory which also knowns as motivation-hygiene theory in 1959. This
theory states that job satisfaction and dissatisfaction are affected by two different sets of
factor which is intrinsic factors and extrinsic factors. Regarding to the theory of Frederick
Herzberg, the opposite of satisfaction is “NO SATISFACTION” and it followed by the
opposite of dissatisfaction is “NO DISSATISFACTION”. Frederick Herzberg’s two factor
theory is to response people’s feelings is good or bad which is satisfied or dissatisfied about
their job.
Herzberg classified the job factors into two categories which is hygiene factors and
motivators. Hygiene factors is extremely satisfied whereas motivators is extremely
dissatisfied which is related to job satisfaction. Examples of hygiene factors are: policy,
relationship with supervisor, work conditions, salary, company car, status, security,
relationship with subordinates and personal life. Examples of motivators are: achievement,
recognition, work itself, responsibility, advancement and growth.
Regarding to Herzberg, the factors leading to job satisfaction are separate and distinct
from those that lead to job dissatisfaction. You may create peace but not necessarily enhance
performance, if you set about eliminating dissatisfying job factors. Hygiene factors are the
characteristics that associated with the job dissatisfaction. Firstly, you have to focus on
satisfaction factors such as achievement, recognition and responsibility, if you are interested
to motivate your group or team to improve their working performance.
According to Herzberg, hygiene factors are the job factors which is essential for
existence of motivation at the workplace. It doesn’t lead to positive satisfaction for long-term,
but it lead to dissatisfaction while the job factors are absent. Hygiene factors also known as
dissatisfies or maintenance factors. The physiological needs symbolic of the hygiene factors
are the individuals wanted and expected to be fulfilled.
In the hygiene factors, as status, the employees’ status should be familiar and retained.
Besides, as work conditions, the working conditions should be safe, clean and hygienic. In
addition, as relationship within an organization, the relationship of the employees in an
organization should be no conflict or humiliation element present and with his peers,
superiors and subordinates should be appropriate and acceptable.
In the motivators factors, as recognition, the manager should praise and recognize for
the employees’ accomplishment. Furthermore, as responsibility, the employees must
responsibility to their own work. Besides that, the manager should give the employees some
freedom in their work and they should also minimize the control to them.
In the hygiene factors from the case, we can know about the employees are enjoying
what they do and tend to be well paid which is related to Herzberg theory. It seen that, they
have a good relationship between organization and others employees. Besides, they very
enjoy their working environment and their job very well.
In the motivators factors, we also can know about they are responsible employees as
they will not simply to quit out if they’re dissatisfied. They will not respond to traditional
rewards too. It is because of as a professionals, they are tend to give their primary allegiance
to their profession and never simply give up their work to take on managerial responsibilities.
Before we start the McGregor's Theory ,let us have a better know about the founder
,Douglas McGregor . Douglas McGregor is an American social psychologist , who from 1948
to 1954 was a management professor at the MIT Sloan School of Management and president
of Antioch College .He initiative the X-Y theory in his book 'The Human Side Of Enterprise'
in 1960 which stated the manager's individual conjecture in regard to human nature and
behavior speculated how individual manages their employees.
Managers or supervisor that in theory X type of organizations tend to have a heavier job
because it required to dominated the worker in every step. There is cause the deputation of
authority and dominated remains firmly centralized.
Managers or supervisor that in theory Y type of organizations assume that employees are
encouraging not just by physical needs but by higher-level of needs or mental needs ,such as
self-respect and satisfaction . So as to motivated Y type of employees ,managers should
address these continuous needs when seeking an oppurtunity to encouraging them. Giving the
employees more power , widening their range of work, and allowing them to have a place in
making decision can cause the employees collaborate together and work hard for the
company.
To motivate professional employees which is more difficult to be motivate than the average
employee, because they're have different respond to the same stimuli as the professional does.
Managers or supervisor that in theory Y type of organizations assume that employees are
encouraging not just by physical needs but by higher-level of needs or mental needs ,such as
self-respect and satisfaction . So as to motivated Y type of employees ,managers should
address these continuous needs when seeking an oppurtunity to encouraging them. Giving the
employees more power , widening their range of work, and allowing them to have a place in
making decision can cause the employees collaborate together and work hard for the
company.
To motivate professional employees which is more difficult to be motivate than the average
employee, because they're have different respond to the same stimuli as the professional does.
4. What are the implication of this case for employees who wish to motivate professional
employees?
In this case for employees who wish to motivate professional employees there are several
ways .Based on question 1, I analyse that the motivation of professional using the Maslow’s
Hierarchy is to fulfill the employee’s Physiological need, security need, social needs, esteem
needs and self-actualizing needs.
Beside based one question 2, there are 2 factor which is hygiene factor and motivator factor. .
The employee can be motivated in a good condition of working. Based on the Hygiene factor,
the good work condition should be safe, clean and hygiene. It also should be no conflict or
humiliation present with peers. In the motivator factor, an employers are advised to praise for
the employees accomplished and to minimise the constraint of their work .
Furthermore, refers to question three, there are talking about the motivation of professional
using the McGregor’s Theory. Based on analyse, there are two type of Theory which is
Theory X and Theory Y. According to Theory X , there is a pessimistic view of the
employee . Employers can increase the job benefit , income or money and promotion as the
motivation for the employees . In the opposite side , there are theory Y which is a sanguine
view of the employee . Employers can continuous of highly needs of the employee to keep
motivating them.
5.Illustrate in a proper diagram the similarities and relationship among the Maslow,
Herzberg and McGregor Theories in relation to motivation of professionals.
Among the answer from question 1 to 4, we know that the motivation of professionals is
different from the normal employees. Normal employees more easier to be motivated by
physically but professionals more easier to be motivated by mentally which is mention in
every answer.
In Herzberg's Two Factors Theory , Professional will be motivate by the motivator factor .For
example ,the manager should praise and recognize the employees' accomplishment. Freedom
and minimize control is given to the professional. Professional tend to give their primary
allegiance to their profession which cause them not easily to quite until it fulfill their
satisfaction.
In McGregor's Theory, theory Y will be more suitable to motivate the professionals which
they are encouraging not just by physical needs but by higher-level of needs or mental needs.
Managers should give employees more power and give them a place in making decision can
cause the professionals more hardworking and be encouraging. They wouldn't need to be
given much direction, they are more favor to have their own decision .
Refrences:
http://www.businessballs.com/herzberg.htm
https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm
http://study.com/academy/lesson/herzbergs-two-factor-theory-hygiene-factors-
motivation.html
http://psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds_2.htm
https://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs
https://en.wikipedia.org/wiki/Theory_X_and_Theory_Y
https://www.mindtools.com/pages/article/newLDR_74.htm
http://study.com/academy/lesson/douglas-mcgregors-motivation-management-theories.html