Individual Project 2: 3 Pages Your Supervisors Have Come To

Individual Project 2 3 Pagesyour Supervisors Have Come To You And Told

Individual Project 2-3 pages Your supervisors have come to you and told you that they want to have a better understanding of Maslow's Hierarchy of Needs. Their reasoning is to have a better understanding of where the workers who report to them are coming from in this hierarchy. By doing so, they will be able to communicate better and provide opportunities that may advance them on in the hierarchy.

Research and create a write-up for your supervisors that includes the following: What is Maslow's Hierarchy of Needs? What motivates people in each level of Maslow's Hierarchy? Provide an example of what could be done to move a person to a higher level of the hierarchy within your work group. Are there other contemporary models out there like Maslow's? If so, explain what it is. Your submitted assignment (150 points) must include the following: A 2–3 page typed document that covers the guidelines listed above. Include any references using APA format.

Paper For Above instruction

Maslow's Hierarchy of Needs is a motivational theory proposed by psychologist Abraham Maslow, which posits that human needs are arranged in a five-tier pyramid. This hierarchy suggests that individuals are motivated to fulfill basic needs first before progressing to higher-level psychological and self-fulfillment needs. Understanding these levels enables managers and supervisors to better motivate their team members and foster a supportive environment that encourages personal and professional growth.

The first level of Maslow's hierarchy is physiological needs, which include basic survival requirements such as food, water, shelter, and sleep. People are motivated by these needs primarily because they must satisfy them to survive. Once these needs are sufficiently met, individuals seek safety needs, which encompass physical safety, health, financial security, and stability in their environment. A motivated employee in this stage may prioritize job security or a safe working environment.

The third level is belongingness and love needs, which involve social connections, friendships, family, and a sense of community. Motivation at this stage is driven by the desire for interpersonal relationships and acceptance. Moving to the fourth level, esteem needs relate to self-esteem, recognition, respect from others, and achievement. Employees motivated by esteem seek acknowledgment for their contributions and opportunities to demonstrate competence.

The highest level in Maslow's hierarchy is self-actualization, representing the realization of personal potential, creativity, and self-fulfillment. Individuals at this stage are motivated by growth, self-improvement, and achieving personal goals. To promote movement to higher levels within a work group, managers can provide opportunities for skill development, recognition, and meaningful work that aligns with individual aspirations. For example, offering training programs or leadership roles can help an employee progress towards self-actualization.

Contemporary models that reflect motivational theories similar to Maslow's include Deci and Ryan's Self-Determination Theory (SDT), which emphasizes autonomy, competence, and relatedness as key drivers of motivation. Unlike Maslow's hierarchical approach, SDT suggests these needs are essential for intrinsic motivation and can operate simultaneously rather than sequentially. Recognizing these models allows managers to implement strategies that address multiple motivational factors concurrently, fostering a more engaged and productive workforce.

References

• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
• Kenrick, D. T., Griskevicus, V., Neuberg, S. L., & Schaller, M. (2010). Renovating the pyramid of needs: Contemporary extensions built upon ancient foundations. Perspectives on Psychological Science, 5(3), 292–314.
• Hoffman, E. (2014). Motivation theories and practices in contemporary organizations. Journal of Business Psychology, 29(4), 533–547.
• Baumeister, R. F., & Vohs, K. D. (2016). Handbook of self-regulation: Research, theory, and applications. Guilford Publications.
• Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.
• Herzberg, F. (1966). Work and the Nature of Man. World Publishing Company.
• Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Penguin.
• Latham, G. P. (2012). Work motivation: History, theory, research, and practice. Sage Publications.