Hierarchy Of Needs Theory And Equity Theory

Hierarchy Of Needs Theory And impartiality TheoryThe outdoic of individual motivating has played a springy role in the management field. pauperization is seen as an integral circumstanceor out of the companys consummation equation. E precise mountain cede their own several(predicate) pauperizations to work, be induce the employees goat receive something that they need. That is lot be m bingley or the basic wages, besides with the society is developing, individuals requirements be non only limited in material, merely similarly ascend to spiritual and psychological territory symbolizes. Some pot work for right or love, the otherwises prefer to the individual(prenominal) fulfillment as their goals. According to the definition of Landy, F.J, The psychological meaning of penury is the initiation, direction, persistence, intensity and decision of behavior (1987).In managerial field, motivation can be regarded as the activities of managers ensue to produce antici pant result by encourage or actuate colleagues (Henry, L. T Neal, P. M, 2003).Motivation is the cognitive decision-making process through which goal-directed behavior is initiated, energized, directed, and keep opened(Buchanan Huczynski, 2010). Motivation can be divided into extrinsic motivation and intrinsic motivation. foreign motivation cogitate to tangible rewords kindred security, promotion, and recompense. Intrinsic motivation link up to psychological recognises, for example, a sense of challenge and achievement, recognition (Mullin, 2010). There atomic number 18 two motivation theories this essay volition mention, one is Maslows power structure possibility, and other is Adamss impartiality possible action. According to the survey, combine with the substantiality and evaluate if these two theories atomic number 18 appropriate and practical for the modern enterprise administration. At the like time, bespeak the merit that can be reference and the limitation s hould be improved. It is proposed that the sup role of Maslows can be motivated in developing country like China. Finally, some recommendation via integrate the two theories together.Content theories concentrate in the things that can make employees motivated. These theories highlight the elements that can impel or embarrass individuals behaviors (Kinge, J, 2012). As a result, content scheme ingest at part everybodys requirement and satisfy their ineluctably. The of necessity hierarchy model is the more or less astray adopted. Abraham H. Maslow suggested that quite a little have a complex set of exceptionally blotto take, that can be arranges in hierarchy (Ambrose, M. L and Kulik, C. T, 1990). Maslow assumed that motivation is separate into fiver take aim necessarily, physiologic, safety, love, esteem and self-actualization (Kinge, J, 2012). Before to illustrate the five types of need, there are a number of basic assumption should be noniced. The first suppose is onc e a lower need is satisfied, the impressiveness of this need will decline. While, as the lower desired is fulfilled, another high needs will emerge directly and instead of the prior one (Slocum, J.W and Hellriegel, D, 2007). Secondly, the needs structure is very complex and influence by the emergency, all overmuch(prenominal) as staff reduction plan. Thirdly, high level needs establish on lower level needs are satisfied. At last, the higher the level, the more methods can be choosing to manage (Malslow, A, 1954).Maslows hierarchy of needs is the natural requirement for human, like air, food, shelter. These are the closely compulsory and should be witness first. (Slocum, J. W and Hellriegel, D, 2007). According to the research of questionnaire, heap focus on the physiological needs before demand a higher need. People claims that if these needs are unsatisfied, it will urge individuals crusades fulfill them (Vecchio, P. R, 2006).Security needs related to safety, stability a nd job security. Without safety needs, people may deal with overstress. In the absence of work guaranteed, employees who are motivated primarily will disaffirmation to accept the managers control. The superiors who notice the necessary of security needs can set aside workers strong support.The third higher levels need is love and belonging. In the other words, it can be called affiliation need. When people work in the same environment, people desire for love, making friends. On the basis of the survey, most employees can be satisfied with the two lowest needs in Maslows hierarchy possibleness, but some of them find that it is contrasting to establishing or get on with colleagues in a warm interpersonal birth.Above three kinds of needs can be divides to deficiency needs. With the other two levels of Maslows hierarchy needs are classified as growth needs (Vecchio, P. R. 2006). Esteem needs are the requirement to achievement. Esteem need include the hearting of prestige and achi evement. For example, a lot of leader may announce commendatory letter or reward result on the companys internal board, it can be soft to foster employees confidence and pride feeling (Slocum, J. W and Hellriegel, D, 2007). Actually, in consent with the research, in modern society, more and more people are not only restricted to the salary or welfare of the company, but also need to respected and feel glory in a group.The top need of Maslows hierarchy need possibility is self- actualization needs. It involve individuals talk their potential and realize personal- prise. People need to get more opportunities to lend oneself abilities and make the skill unique in their work, The questionnaire show that the elder employees who have a certain extent work experience are much more regard this level as their needs. They can manage themselves substantially and find a chance to promotion due to the excellent skills. On the contrary, the justness theory is very different from Maslows hie rarchy of need. The process theory tries to illustrate the actual process of motivation and the issue to encourage and maintain employees behavior (Kinge, J, 2012). clean-living play Theory means individuals who are considered excess lessen or reward will be frustrated by the strongies in this effort to restore impaired right relationship. It focuses on whether it is equitable alternative allocation among people. Social equity is a measure of internal relations, by comparing the proportion of contributions and interests of all. No motion the staffs who receive either under-payment or over payment will bring and experience distress, and this distress will rebuild the relationship between colleagues.When people feel dirty, they will neer feel satisfied with their job. In 1963, Adams claims that equity model focus on an individuals feeling of low fairly she is treated in comparison with others (1963). If the relationship between the colleagues and themselves cannot solve well or treated inequitable, it means people will not satisfied with their work.The key components of equity theory are input, outcomes. introduce means how much to contributes, outcomes re bribe that the volume or value can be received from the exchange (Slocum, J. W and Hellriegel, D, 2007). Input model contributions that employees bring to a job situation. For which the employees expect a return from their work. Input includes the personal skills, education background and experience. Outcomes are punishments and rewards that employees receive from a job. The boldnesss stand things like wages, salaries, payment and fringe bene cor resolves. The feeling of equity depends on whether he or she gets adequate feedback for his or her input to the company. The standard to measure the lividity of their exchange is comparing. Although various mathematical formulations have been proposed, employees are thought to feel inequity whenever their ratio of outcomes to inputs does not equal the rati o of outcomes to inputs of their referent other. lawfulness theory is frequently identified as a vital theory for understanding employee motivation.Based on the Maslows theory and equity theory, according to their characters, the questionnaire aim to find the limitation of these two theories, check whether the two theories follow the real situation. This survey found 5 people from China as the present of developing countries, and the other people who have work experience from unquestionable countries. Compare with the different countries development and organizations specialty to verify if Maslows theory is get going for every situation.De bitchiness of Maslows theory and equity theory are write generally in management field. However, some people may compete that Maslows hierarchy needs theory cannot be supported by the evidences. Actually, not all people will climb up to an upper stage when their lower level needs are satisfied. In some cases, people prefer to maintain on the low level needs. On the other hand, the research show that Maslows hierarchy theory is not very fit for Chinese situation. It is widely known that Chinese business have a special processing structure (Carrell and Dittrich, 1978). The first can be notice is for developing country, there is an uncertain future. In addition, Maslow, the American professor came up with the motivation analysis about 65 years ago. Maslows theory has been employ influential. The first argument mentioned is that in China, People focus more on relationship and have different perspectives. With the developing of China, the Chinese government attempt to build a correct spirit on employment. It making the individuals to recall work can be voluntary, creativity and higher needs. For instance, Lu (1999) claims that the most of Chinese just regard work as work. They have not been covered by the higher level need. Work make Chinese staff intense. For example, according to Xinhua News Agency report, eighteen Foxc oon employees suicides between January and November in 2010. In short, the employees of Foxconn ever to work over time, whereas got the lowest payment, this situation cause high pressure living problem. That means poor management has no motivation to work even live at all. So Maslows theory does not consider the external power to damage his theory.In spite of Maslows theory has some weaknesses to evaluate the modern China society, it shorten the point that background and cultures are forever developing. Chinese employees motivation is changing over time. The manager cannot neglect the prosperity that people aim to achieve. The need of self-actualization is free an final aim of socialism.Another argument about the theory does not consider the background and culture. Gambrel and Cianci argued that Maslows theory is designed for individualism, every level of needs are the personal view and insight (2001). Hofstede (2001) state that different cultures could be differentiated by the discrepancy in what they value.Equity theory point of view there is an objective, but the fairness is a very complex problem, which is due to subjective judgment, because employees either for individual inputs and reward others inputs and reward are decided by virtue of personal feeling, and most people always overestimated themselves, underestimated the investment in others (Kinge, J. 2012). Secondly, it is a fair standard held by individuals, such(prenominal) as some people think should be as distributed, and some people think should be classified according to the story of economic difficulties. Thirdly, it is associated with the assessment of the performance, many companies have advocated to pay honorarium in accordance with the performance, and should be balanced between people, but how to judge the performance is a very difficult problem, it was suggested to be judged in accordance with the quantity and quality, so that more objective and clear, but in real aliveness it i s difficult to achieve, and sometimes have to take the other method, it is related to the tax income of people, who is going to assess performance, leadership or colleagues will produce different results. As an organization more often than not to be judged by the same person, so bring a different result.Lots of condemnation have questioned the simple model and consider the practical of the theory. Because the impartiality of the touch of demographic and psychological variables, some people view and interact with others. In addition, more support basic proposition of equity theory been analyze in the laboratory, and in suspicious circumstances applicable to the real ground (Huseman, Hatfield and Miles, 1987). Critics also believe that people can be treated fair or unfair depends on inputs and outputs, but also the terms and conditions of the entire system, determine the input and outcome. The business situation, people may feel that their employee compensation is fair, but it may be that the total compensation system unfair (Carrell and Dittrich, 1978).Although equity theory has limitations, but equity theory reveals to us the fact that, for the majority of the employees in the organization, the incentive is not only affected by their own reward, but also by their concern for remuneration, staff promise to see a reasonable return on allocated equity theory and provides a good theoretical framework for better management and organization staff, is also a leader should be noted and learned.In generally, the equity theory mentions the motivation of individual is decided by inputs and outcomes. Actually, almost everyone cannot detain unfair approach. The individuals will compare their outcomes and input perceived ratios with the people who are the same position or environment. In brief, people regards others as a objects of comparison (Scheer.L.K., Kuman, N., and Steenkamp,J,B.2002). Especially in the same department and same position this phenomenon is more si gnificant. For example, Jay Loar, the director of program engineering at Lockheed Martin, he always works harder than others, but still receive the same wage and salary as his colleagues. (Messick, D. Cook, K. 1983). This situation makes him feel unhappy and unfair. On the other hand, the employees who are overpaid will be motivated by the pressure from social. No matter which phenomenon happen, they have changed the balance between inputs and outcomes. It is underspecified (especially in terms of the ways individuals respond to inequity. Equity theory is based on an equity rule, for instance, those who contribute the most should receive the highest outcomes, rather than other types of rules that might determine resource allocations, such as equality, needs or hierarchy. This theory focuses on distributive nicety and failure to consider the importance of procedural justice or interactional justice. Even though equity theory has a lot of criticisms, it continues to be used in rese arch examining job attitudes and employee behavior (Gill, D, and Stone, R, 2010).Work motivation is come from different people and different work need. The motivation always brings driving force to make people work hard. Consequently, work motivation is always gives individuals power and motivation of work. Content theories of motivation relate to particular(prenominal) factors that motivate an individual in the workplace. In order to satisfy their needs goals are established between manager and employees. Maslows hierarchy needs theory is the foundation of peoples desire, analysis the requirement in the work but ignore some details to unite. Inequity causes the bad relationships between colleagues. 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