Need Reflection And Discussion Post Of 500 Words In APA Form ✓ Solved
Need Reflection And Discussion Post Of 500 Words In Apa Format With
Reflect on the assigned readings for the week. Identify what you thought was the most important concept(s), method(s), the term(s), and/or any other thing that you felt was worthy of your understanding. Also, provide a graduate-level response to each of the following questions: 1. Given that individuals tend to judge the favorability of their outcomes relative to what others receive, what can be the result of someone getting rewarded for their performance but yet being disappointed in the reward that they receive?
Required Text(s): Zimmerman, J. L. (2020). Accounting for decision making and control (10th ed.). New York, NY: McGraw-Hill Education. ISBN: .
NEED SHORT ESSAYS FOR EACH QUESTIONS MINIMUM OF 250 WORDS IN APA FORMAT WITH CITATIONS AND REFERENCES. The assignment is to answer the question provided above in the essay form. This is to be in narrative form. Bullet points should not be used. The paper should be at least 1.5 - 2 pages in length, Times New Roman 12-pt font, double-spaced, 1-inch margins, and utilizing at least one outside scholarly or professional source related to organizational behavior. This source should provide substance and not just be mentioned briefly to fulfill these criteria. The textbook should also be utilized. Do not use quotes. Do not insert excess line spacing. APA formatting and citation should be used. 1. Describe and discuss Maslow's hierarchy of needs including the types of needs and how they become dominant.
Sample Paper For Above instruction
Reflection on Weekly Readings and Key Concepts
During this week’s readings, the most compelling concept was Maslow’s hierarchy of needs, which provides a foundational understanding of human motivation within organizational contexts. Maslow’s framework categorizes human needs into five levels: physiological, safety, love and belonging, esteem, and self-actualization. Understanding how these needs influence individual behavior is crucial for effective management and motivation strategies. Another significant aspect was the concept of outcome fairness in performance evaluations, which highlighted how perceptions of reward comparisons can affect employee satisfaction and motivation. Recognizing the psychological impacts of reward systems aids in designing organizational policies that promote equity and engagement.
In reflective terms, Maslow’s hierarchy elucidates how individuals prioritize their needs sequentially, with basic physiological needs taking precedence over higher-level psychological aspirations. As each lower-level need is satisfied, individuals shift their focus to the next level, eventually seeking self-actualization. This process underscores the importance for organizations to ensure foundational needs such as fair compensation and workplace safety before expecting employees to pursue higher-level goals like innovation or leadership. The hierarchy, therefore, serves as a lens through which managers can translate employee needs into tailored motivational strategies, ultimately enhancing performance and job satisfaction.
The concept of relative reward evaluation demonstrates that even when employees are rewarded for their performance, they often compare their rewards to those of their colleagues. This social comparison can lead to feelings of dissatisfaction if perceived rewards are deemed insufficient or unfair. Such perceptions can diminish motivation, increase turnover, and impair organizational cohesion. It stresses the importance of transparent and equitable reward systems to maintain motivation, highlighting how perceptions of fairness are as vital as the rewards themselves. Overall, integrating these insights into organizational policy can foster a more motivated and committed workforce.
Discussion of Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs is a motivational theory proposing that human beings have a set of needs arranged in a pyramid, with the most basic needs at the base. These needs originate from biological and physiological necessities required for survival, such as food, water, shelter, and sleep. Once these physiological needs are satisfied, individuals seek safety needs, which include security, stability, and protection from harm. The next level, love and belonging, involves social needs such as friendship, intimacy, and social connections, fulfilling the innate desire for community and acceptance. As these social needs are met, individuals pursue esteem needs, which encompass achievement, status, recognition, and self-respect. Finally, the apex of the hierarchy is self-actualization, representing the realization of personal potential, creativity, and self-growth.
How needs become dominant is influenced by the degree to which they are unsatisfied. For instance, when physiological needs are unmet, they overshadow all others, compelling individuals to focus on securing basic survival requirements. Once these are fulfilled, safety needs become paramount, followed by social and esteem needs, which gain prominence as the individual’s overall security and belongingness are achieved. Self-actualization emerges when lower-level needs are relatively satisfied, fostering an environment for personal development and fulfillment. In organizational settings, understanding this progression helps employers design motivational strategies by addressing employees’ current dominant needs to enhance engagement, productivity, and satisfaction.
References
- Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
- Zimmerman, J. L. (2020). Accounting for decision making and control (10th ed.). McGraw-Hill Education.
- 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.
- Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. Wiley.
- Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.