motivation

本文是一篇探究管理制度如何和马洛斯需求理论相结合的essay

Perfect motivation is a dynamic process, because different types of employees have different needs, and the needs of employees are changing with time. Only by truly understanding what is the staff’s unsettled desire, can the motivation be effectively targeted(Diener,354–365). Based on the theory of Maslow's hierarchy of needs, according to the working position and environment, the demand and motivation of employees can be roughly divided into four classes. 

Firstly, senior management usually has considerable remuneration, extensive interpersonal relationships, comfortable working environment and certain social status (Villarica, 63-65). Their main demand tends to be how to better deploy their wisdom and talent to reflect their value and function, namely, the need for self realization. This kind of employees has already greatly realized their material needs. Manager should focus on incentives from the reputation status, moral emotion etc.
Secondly, leaders and managers generally have a higher education level, professional knowledge and comprehensive quality with views and aspirations, which are the backbone of enterprise development. They have the demand of salary stability, but prefer to be respected, trusted and recognized. It is more important for them to function in the enterprise value and realize self-esteem needs. More than the salary motivation for this kind of staff, manager should strengthen the respect for them to meet their demand.
Thirdly, the general staff are mostly ordinary employees, so the chief focus lies in the salary, welfare, environment to meet the basic needs of their lives. Also they have certain requirements on safety and social welfare, job security and a sense of belonging. For managers this kind of employees focuses on welfare and wage incentive.
Fourthly, special staff are the employees that have their own special circumstances (such as congenital disease or defect, single-parent family), or face sudden or temporary events (such as injuries, marriage, property, children education and employment etc.) will have specific requirements. Their demand are usually strong, if not being satisfied, their confidence and enthusiasm on their life and work will be affected. Managers should tend to their demand as much as possible, especially strengthen their emotional care. Below are the motivation suggestions for managers to provide better incentives.
First, strengthen survey and analysis of employee needs regularly. Send out questionnaires from physiological, safety, social, esteem, self realization of the needs of employees to grasp the needs and changes of employees (Kenrick, 178-182). According to the staff qualifications, job, age and other information, summarize and classify the demand information to check the background and reason analysis of demand to discover the differences of demand and targeted incentives.  
Second, pay attention to incentive process communication on the staff. In the incentive process, communicate the incentive objects through interviews, mail, telephone to give the evaluation and suggestion to help the incentive object to address the progress. At the same time, strengthen the incentive object later with understanding and communication. Provide ongoing incentives for employees in different circumstances and stages so that employees stay in good working condition. 
Third, to encourage members to participate in the management to expand the organization members to participate in the management of the channel, managers should create and provide opportunities for the participation in management, which is to mobilize their work enthusiasm, effectively enhance the sense of belonging to meet member’s self-esteem and self actualization (Mittelman,114–135). For example, let the organization members to participate in decision-making and management processes so that they are authorized to deal directly with the customer needs. Let them have a larger free space, the feelings of trust and respect at the same time to have a sense of honor and sense of responsibility.
Fourth, establish and perfect the social security system of the member. Employees may encounter life, old, disease, death, unemployment all sorts of risks in life , to deal with it on their own or depend on family strength to safeguard, self capacity is extremely limited. Therefore, the company should establish and perfect social security system for the employees so that the risks faced by the organization members could maintain basic life, exempt them from any menace to meet their security needs, so that they can be assured about peace of mind. In this way, the working efficiency will be greatly improved, unstable factors within the organization will be eliminated and maintain internal harmony. 


Reference List:
1. Villarica, H."Maslow 2.0: A new and improved recipe for happiness." The Atlantic. 2011, Aug 17
2. Maslow, A. "Motivation and personality. " New York, NY: Harper. 1954
3. Mittelman, W. "Maslow's study of self-actualization: A reinterpretation". Journal of Humanistic Psychology 31 (1): 114–135.1991
4. Tay, L.; Diener, E. "Needs and subjective well-being around the world". Journal of Personality and Social Psychology101 (2): 354–365. 2011 

5. Kenrick, D."Rebuilding Maslow's pyramid on an evolutionary foundation. " Psychology Today.2010, May 19

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