論文代寫-馬斯洛的需求層次理論。根據馬斯洛的需求層次理論可以分析動機的背景。該理論將心理安全、社會尊重和自我實現作為每個個體所表現的五種基本需求的層次。馬斯洛的需求理論被批評為高估了個人的內在因素，行為需求之間的明確關系無法建立。然而，克萊頓·奧爾德弗的EGR理論強調了三個基本范疇:親緣性、存在性和發展性是主要的激勵因素。這一理論本質上是針對組織設置和努力工作，以其方式的層次(喬納斯，2016年)。論文范文論文代寫-馬斯洛的需求層次理論分享給留學生閱讀。
In this section, a motivational theory shall be scrutinized to examine their impact and effectiveness in a business organisation. Ideally, financial perks are the greatest motivation when it comes to a job than salary, promotion prospect, bonuses and stock options. It acted as a motivational factor acted in my career ladder. Timely promotion and other motivational prospects helped me fulfil my needs. They effectively deployed to harness the maximum out of human resource. It is important for an organisation to structure management team HR policies and job designs such that they motivate their employees to perform their best. The context of motivation can be analysed in terms of Maslow’s hierarchy of needs theory. This theory takes into consideration psychological safety social esteem and self-actualization as the hierarchy of five essential needs that every individual manifest. Maslow’s needs theory was criticized for overestimating an individual’s intrinsic factors and a clear relationship between behavioural needs could not be established (Jonas, 2016). However, Clayton Alderfer’s EGR theory emphasised on three essential categories, relatedness, existence and growth as the central motivating factors. This theory is essentially directed at organisational settings and endeavours to work its way up the hierarchy (Jonas, 2016).
McClelland’s three needs theory stated three major work motivations: need for power, achievement and affiliation which is to be measured through the medium of a projective test. Critics have noticed that McClelland’s theory helps in shaping an individual’s demands. Accordingly, NCPL has their HR policies, compensation policies and promotional opportunities to keep their workforce motivated. The reward system should be so formulated that the employees are happy in their work while they are productive and it enables the management to control the employees’ behaviour.
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