Summary Written below article discusses reasons why present-day managers should cross the line of traditional organisational scheme for companies own benefit. How organisational strategies and hierarchical structures impact employees and influence their work capability and performance. It describes what an employee looks for in future or current job placement and how a manager should motivate his workers. In which conditions does an employee “shines”. It gives you a clear understanding that money can not alway be a best motivator and a hard work by itself can not always be a sign of success. Article also explains how important little interactions with colleagues and a superior are. Different business models each requires different
…show more content…
According to Abraham Maslow, one way of motivation for employees to work harder can be satisfaction of their needs. To improve employees performance, managers should resort to Maslow’s hierarchy of need to provide proper “circumstances” to their employees. When an employee feels that company cares about him, he does his best and tries to maintain interrelation between him and his employer. Maslow’s hierarchy of need, which was first introduced by Abraham Maslow in 1943, consists of 5 components that are physiological need, security need, social need, esteem need and self-actualisation. Giving an employee what he needs beside money, makes him work more productively and efficiently. Maslow says that an employee or just any person won't feel the need for the second unless the first need is satisfied. If physiological need is not satisfied one wouldn’t need security and so on. There are many successful companies that adhere to Maslow’s hierarchy. One of them is Google that has been chosen as the best work place of 2015. Laszlo Bock, Vice President of People Operations at Google Inc., says that “work can have meaning, it can be empowering, it can make you feel that you have an impact on the world”, which refers to Maslow’s self-actualisation need. At Google Italy 100 percent of employees agreed that Google “is a friendly place to work” and 96 percent agreed that “there is “family” or “team” feeling”, also 100 percent of minority (gays and lesbians) employees agreed that they “don’t worry about their orientation”, which refers to social need and esteem need respectively. Lazlo Bock is assured that happy employee does his job more efficiently and
According to Abraham Maslow, one way of motivation for employees to work harder can be satisfaction of their needs. To improve employees performance, managers should resort to Maslow’s hierarchy of need to provide proper “circumstances” to their employees. When an employee feels that company cares about him, he does his best and tries to maintain interrelation between him and his employer. Maslow’s hierarchy of need, which was first introduced by Abraham Maslow in 1943, consists of 5 components that are physiological need, security need, social need, esteem need and self-actualisation. Giving an employee what he needs beside money, makes him work more productively and efficiently. Maslow says that an employee or just any person won't feel the need for the second unless the first need is satisfied. If physiological need is not satisfied one wouldn’t need security and so on. There are many successful companies that adhere to Maslow’s hierarchy. One of them is Google that has been chosen as the best work place of 2015. Laszlo Bock, Vice President of People Operations at Google Inc., says that “work can have meaning, it can be empowering, it can make you feel that you have an impact on the world”, which refers to Maslow’s self-actualisation need. At Google Italy 100 percent of employees agreed that Google “is a friendly place to work” and 96 percent agreed that “there is “family” or “team” feeling”, also 100 percent of minority (gays and lesbians) employees agreed that they “don’t worry about their orientation”, which refers to social need and esteem need respectively. Lazlo Bock is assured that happy employee does his job more efficiently and