Groups in Organizations

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Groups in Organizations: Motivation Theories Student’s Name University Abstract Most organizations today would wish to have their workers motivated and willing to work, yet fail to understand what truly drives an individual. Businesses could improve their efficiency if the workers had an invested passion for the company’s future. There are fundamental needs to be satisfied for an individual to prosper in the workplace. This paper explores different motivation theories, including Maslow’s hierarchy of needs, Herzberg’s two-factor theory, and McClelland’s three needs or acquired needs theory. The focus will be how these theories can be applied in the workplace and how organizations can execute the models to guarantee motivated and happy workers. It can be said that each theory is similar to the other in that there are needs for every person to fulfill. Every worker is at a separate phase in their lives, which calls for different management approaches. It is indicated that motivation has to originate from within the worker. The theories analyzed will assist in describing how managers and organizations can shape their workers to self-motivate and yield the best result possible. It should be noted that the motivation can be both non-financial and financial. Groups in Organizations: Motivation Theories MOTIVATION THEORIES Maslow’s Hierarchy of Needs Theory This theory was invented by Abraham Maslow in 1943 and is the most widely recognized and earliest motivation theory. The theory reduces needs into five basic classes. Maslow ranked these needs in his hierarchy model, starting with the basic physiological ones and advancing to safety, love and

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