Over the years, numerous theories have been proposed in an attempt to capture the various sources of motivation energizing individual behavior. These theories all propose a limited set of motivational sources; some arranged in a hierarchy, others viewed as developmental stages and still others theorizing no basic process of transition from one source to another (Secretan, 1999).
In this report, Team A will describe the different theories on employee motivation and describe how our chosen organization modeled its people's strategy around the basic principles of Maslow's, Aldefer's,
Herzberg's, and Acquired Needs theories.
Abraham Maslow's hierarchy of needs theory has five levels of needs. They are as follows (p155):
*Self-actualization - Highest need level; need to fulfill
oneself; to grow and use abilities to fullest and most creative extent.
*Esteem - Need for esteem of others; respect, prestige,
recognition, need for self-esteem, personal sense of competence,
*Social - Need for love, affection, and sense of belongingness in
one's relationships with other persons.
*Safety - Need for security, protections, and stability in the
physical and interpersonal events of day-to-day life.
*Physiological - Most basic of all human needs; need for
biological maintenance; need for food, water and sustenance.
According to Maslow, these needs must be met in sequential order. For instance, the physiological needs must be met before safety and so forth.
I see that the basic needs for humans to exist during the workday are met here at Capital One Auto Finance. The reason is because they provide many different things to allow employees to have sustenance in the workplace. For instance we have a place to obtain food and water. We have bathrooms located on every floor. We have privacy rooms where associates can take a nap during their lunch or break. We...