Research and describe which of Maslow’s needs seem to be important to Meghan

and what the company offers to meet those needs.

Meghan Watson's experience at Halsall Associates can be analyzed through the lens of

Maslow's Hierarchy of Needs, which comprises five levels: autonomy and competence which is

accompanied by Maslow’s hierarchy of needs which includes physiological, safety,

love/belonging, esteem, and self-actualization.

during her interview, Halsall offered a relaxed comfortable working atmosphere

supplemented by tea, coffee or juice. Furthermore, other social activities like Pilates, programs,

and Friday refreshment also help in the fulfillment of basic needs of the employees.

Meghan’s technical and functional requirements of employment security is met through

Halsall’s employment sustainability strategy even in periods of business cycles or major shocks.

The company’s decision not to lay off any employee when the recession’s prospect arose as

another testimony to safety and stability.

Meghan presented compatibility with her employer (purpose, od, need for work-life

separation leisure activities, and culture of support and teamwork). To address such need, Halsall

provides activities such as team lunches, and even social responsibility activities like park clean

up or charity. These promote the spirit of addendums and brotherhood.

 In turn, esteem power can be observed in the way that Halsall values and acknowledges

employees’ performances. This was seen in the case of Meghan who requested a cupcake and a

thank you card for her effort. It’s encouraging to complete activities or projects and receive

confirmation that the work is valuable, and this acknowledgment enhances self-employment and

the confidence to remain committed.

Meghan must have found something similar to Halsall’s practices because she desires

ceaseless learning and career development. Career-services include such perks as lunch-and-

learn sessions, as well as access to career coaches through flexible career developmental tracks,

for example. These opportunities to advance oneself both personally and in the workplace assist

in the satisfaction of Meghan’s self-actualization needs.

Research and identify which of McClelland’s three learned needs seem to apply to

Meghan and what does that suggest about how she will be motivated in a workplace?

David McClelland's theory identifies three learned needs: Karpman’s drama triangle

consists of four roles that people can play: resignation, compliance, protest, achievement,

affiliation, and power.

These traits originated from Meghan show a high need for achievement due to her

proactive attitude and appreciation that she had been entrusted with responsibility. She likes

challenges where she can set goals and achieve them, as evidenced by her engagements in
managing intricate exchanges and overseeing video conferences. This means she will seek ways

in which remunerative, challenging or meaningful roles and recognition awards may be earned

within the office setting.

Meghan reported high scores in work related interference with other important life

domains acting as a working model of high need for affiliation through being involved in team

lunches, social events, and charity fundraisers. She sees it as important that she should be in a

position to build friendship with people at the workplace and feel like she belongs there.

Therefore, she will be motivated by the creation of a cooperative work culture that encompasses

all minority communities.

Meghan may not have a high need for power, but but she needs it at times when she

needs to be respected by her colleagues but at the same time she does not disregard having some

power. according to this, true she might have other motives for the career move, but giving her

leadership responsibilities, and allowing her to make contributions to the decision-making

process of the company could well encourage her.

According to the case study, what were some of the ways in which Halsall was able

to motivate Meghan while also promoting diversity throughout the company?

 Halsall encouraged Meghan by providing her increasing autonomy from the beginning of

her employment with such an agency right from the primary responsibilities like undertaking

entire searches and co-ordinating recruitment.

The scant resources at a smaller business also mean that more of these routine

responsibilities can fall to Meghan than they might should the company be larger and better-

funded. He began to formally report performance to his supervisor and she started to appreciate

him through personal notes and tokens of appreciation to motivate him.

The practice of the buddy system, comprehensive orientation, and frequent feedback

from her superiors were beneficial for Meghan and offered her an accepting workplace. It made

her to feel valued and a part of the company besides feeling that she is an important part of that

company’s team.

Halsall’s policy of ongoing training through lunch-and-learn sessions and career

management was also appealing to Meghan in her own learning. The rationale for these was the

continuing education and skill enhancement that the students and professionals found

encouraging.

In terms of gender ratio, employee benefits, and participation in social causes, Halsall is

diverse because the company is comprised of employees from all genders and prioritizes the

recognition and training of foreign engineers. These practices create the environment in which
each job holder will recognize the significance of focusing on diversity and feeling significant to

the organization..

How did the actions of the President and Regional Managers and the overall office

design contribute to cultural diversity and integration?

This structure is active in the projects and company’s activities, maintaining an open door

policy and valuing it at Halsall. They are heavily engaged at the implementation level and makes

it possible for everyone, including low ranking employees, to feel they are associated with the

leadership and organizational objectives.

Daily breakfast meetings with the President mean their weekly meetings aimed at

discussing current issues with employees and tracking organizational strategies. Such

transparency facilitates organisational trust and interconnectivity spanning the various echelons

of the organisation.

The structure of the office in terms of design is rather minimalist with low wall height

and lots of glass doors on the meeting rooms bringing an aspect of openness and easy

communication. It fosters interaction and improves integration since employees are able to

mingle with others in the newly created design.

 Fundraisers, charity work, and team-oriented tasks help instill interpersonal and team

responsibilities among students. These occasions provide opportunity to engage with counterpart

from other division, department, or company, thus supporting workplace diversity and

assimilation.

By addressing these aspects, the author paints the picture of the conducive environment

that Halsall has put in place for its employees to enable the fulfillment of both personal and

career-related ambitions, as Meghan |Meghan and Halsall showcased.