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O RGAMANAG

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Shein Gonzales
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28 views4 pages

O RGAMANAG

Uploaded by

Shein Gonzales
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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What I Know

1. c.

2. d.

3. a.

4. c.

5. a.

6. b.

7. c.

8. a.

9. a.

10. d.

What I can Do

needs of the employees that managers should provide

MASLOW'S HIERARCHY OF NEEDS

1. Psychological needs

Managers should be able to provide employees with their psychological needs. These are biological
needs such as oxygen, food, water, shelter, etc.

2. Security Needs

Most people are not acutely aware of security needs until a crisis arises, it is important for managers to
understand this need and to provide employees with a secure workplace.

3. Love and need for belonging

The need for a sense of belonging, one in which the relationship of giving and taking is nurtured.
Employees seek to overcome feelings of loneliness and alienation, and managers need to understand
this to ensure employee engagement, productivity, and motivation.
4. Self-Esteem

This includes a person's appreciation of others, managers who understand this can use this tool to help
ensure that employees and team members feel valued and respected, and to foster self-esteem.

5. Self-actualization (the desire to be "all that you can be").

Self-actualization is the need of a person to do what they feel they are meant to do. As a manager, it is
important to help employees or team members find this, otherwise, employees will become dissatisfied,
restless, and unproductive, and may even seek satisfaction elsewhere.

ALDERFER'S ERG THEORY

1. Managers should set strategic goals for their employees to serve as or increase their motivation.

2. Managers should exercise fairness and equity to ensure that their subordinates remain motivated.

3. Managers should satisfy their employees to encourage and inspire them to do their best.

4. Managers should be able to provide employees with their basic material needs, such as physiological
health and safety.

5. Managers should be able to recognize signs of regression so that certain actions can be taken to focus
on related needs until the employee can grow again.

MCCLELLANDS'S THREE NEEDS THEORY

1. Managers should compliment their employees on their accomplishments. There is a strong need for
feedback on achievement and progress.

2. Managers should help employees feel a sense of fulfillment by giving them rewards.

3. Employees should be motivated by the authority. Managers should be influential and effective in
having a good impact on their employees. They should be helpful in ensuring that employees' ideas
succeed and prevail.

4. Managers should have friendly relations with their employees to motivate them to interact with
others.

5. Managers need to provide motivation for their employees, as well as the need to increase their
personal status and prestige.
Assessment

WRITE YOUR THOUGHTS

1. Why is it important that the managers should be able to understand their employees' personalities
and needs before they can motivate them?

Knowing employees have a crucial role to play in motivating employees to succeed in the future. It
helps managers understand the organization's needs and expectations. For the manager to know which
individuals conflict, he/she needs to understand the aspirations of the team members, an effective
manager should aim to know as much as possible about the people on his/her team. Employee
motivation is the key to the success of an organization. It's the level of commitment, drive, and energy
that employees of a company bring to their roles every day. Without it, companies will experience
reduced productivity, lower levels of output, and the company will likely be too limited in achieving
primary goals.

2. What will happen if a wrong information is communicated by employees to their superiors? Give an
example.

When employees communicate inaccurate information to their superiors, they are likely to misinterpret
their obligations. They're both not going to get their job adequately and waste time. This tends to lead
to more mistakes in the workplace, which in turn results in a reduction in productivity. Communication
is just as important to the success of the business as capital or the product of the business. With good
communication, the business can scale up new productivity heights that you haven't imagined possible.

For instance, when employees find that they cannot interact with their supervisors or co-workers, they
are likely to suffer from a lack of motivation. They would not fully understand the given task. Poor
communication in the workplace means that it's hard for them to go to colleagues or even their
superiors and seek assistance. As a result, employees begin to suffer from low self-esteem in relation to
their ability to complete a task at hand. Eventually, the task will either be done improperly or not
accomplished at all.

3. If you are a manager which theory will you choose to guide you in motivating your subordinates -
Theory X or Theory Y? Why?
If I were a manager, the theory I would choose to guide me in motivating my subordinate will be Theory
Y. Theory Y sees employees as self-directed, motivated, and creative in carrying out their work. As a
manager, I will support this theory because punishment is not the best way to guarantee that the
desired results are achieved. Instead of punishing the employees when they have failed to do their job
properly, managers should guide and motivate them to work harder to achieve success and appreciate
their effort towards the project. Once employees feel productive, they are more highly motivated to
reach and further expand their potential. When you empower everyone on your team or in your
organization by giving each other frequent, timely, visible, specific, inclusive, and value-oriented
recognition, those motivational sparks can lead to productivity and success of the organization.

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