To bring forward two theories

To bring forward two theories Motivation essay The purpose of this essay is to bring forward two theories of motivation, and compare and contrast them. In this essay, I am going to discuss Maslows hierarchy of needs theory, and Adams equity theory. A motivated workforce, is what every manager strives to achieve, and hence a study of the theories of motivation is a must. I will be comparing and contrasting the two theories, and explaining how managers can use them to motivate their staff. Abraham H. Maslow, a behavioral scientist and chairman of the department of psychology at the Brandies University, published the hierarchy of needs theory in 1954. According to Maslow, a persons needs are the main motivator that drives a human. He categorized the need in the following five levels:: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. (Cost Engineering Vol. 47/No. 3 MARCH 2005). Equity theory is a cognitive theory of motivation developed by J. Stacey Adams, which claims that employees will be motivated if they accept that they are treated fairly in the workplace. (Dictionary of Human Resource Management; 2001) It is different from Maslows hierarchy of needs theory, as equity theory is a process theory. What all process theories have in common is an emphasis on the role of an individuals cognitive process in determining his or her level of motivation. (Finchman and Rhodes). This means that process theories like equity theory, take into consideration individual differences, and that different people would react to the theory differently. This is different from content theories, such as Maslows theory of needs, where it is assumed that all individuals would be affected similarly by the theories. The basic premise of Maslows theory is built around a pyramid, or hierarchy, of needs. The needs at the bottom of the pyramid must be met, before the higher level needs can be met. (Lewis et al., 2001). Managers can apply this theory, by identifying the level on the hierarchy that each employee is on, and understanding that people will be motivated by the factors that exist at this level. The level of needs begin with physiological, followed by security needs, social needs, ego needs, and finally self-actualization need. (Weinbach, 1998). Equity theory takes into account the assumption that, people will look around and observe what effort others are putting into their work, and how are they being rewarded for it, and will then compare this ratio with their own. People can also compare this effort-reward ratio to their past experiences. The basic assumption that equity theorists make is that these social comparison processes are driven by our fundamental concern with fairness or equity. (Finchman and Rhodes). Maslows hierarchy theory revolves around the five levels in the pyramid. Each level of need has to be fulfilled, starting from physiological needs, in order to motivate an employee. The first level of needs in the hierarchy is the physiological needs. These are the basic needs of the organism such as eating, drinking, sleeping, sex, suitable temperature, and so on. If one of these needs is not fulfilled, this will immediately get the highest priority, as these are necessary for survival. All these needs have to be fulfilled constantly. ( Philippe J.S. De Brouwer). The wages paid should be enough to cover the cost of these basic necessities. The second level in the hierarchy of needs is the safety and security needs. This is the need for safety and freedom from fear. This includes safe working conditions, and job security. (Finchman and Rhodes). The next level on the hierarchy of needs is the social needs. Social needs refer to the need for satisfactory and supportive relationships with others at work. (Finchman and Rhodes). Affiliation and acceptance are important motivators at the social needs level. (Weinbach, 1998). As humans are social animals, given that the previous levels of needs have been fulfilled, an employee is likely to be motivated if there is a friendly working environment. Ego and esteem need is the fourth level in Maslows pyramid. These needs are the desire for achievement and recognition. Being publically rewarded and given status symbol are motivators on this level. The final level on Maslows hierarchy is self-actualization. This is the need to develop ones full potential. For Maslow, it was to become more and more of one is, to become everything what one is capable of. He believed that what a man can be, he must be. (Maslow, 1943:382). On this level, an employee will be motivated by opportunities to use their talents, be creative, and achieve their fullest potential (Weinbach, 1998). According to Maslow, although everyone had the potential to reach to this level, only very few people actually achieved it. According to the equity theory, people measure their effort-reward ratio, and compare it to other employees, or to their own previous ratio. When people believe that the inputs (this may include effort, skill etc.) to outcomes (pay, fringe benefits etc.), of others is similar to theirs, they experience equality. When people believe that the input-outcome ratio of others is more favorable, (that is underpayment) or that the ratio of others is less favorable than theirs, (this is overpayment) they experience inequality. Inequality can be very demotivating for an employee, and can cause anger or guilt amongst employees. (Finchman and Rhodes) So we perceive effort, reward, and ultimately fairness not in absolute but in relative terms. (Adams 1965). With salaries for example, it is the perception of getting paid more, rather than the amount itself, that motivates employees, and determines their behavior. (Shaw and Gupta 2001). The inputs that people can take into account are their education levels, intelligence, skills, seniority, and the amount of effort that they have put into the work. The outcomes in work, would include pay, but could also include fringe benefits, promotion, working conditions, and status symbols such as large office. (Finchman and Rhodes). One of the biggest differences between the two theories is that while Maslow never really tested his theory, Adams and his colleagues arrived at a conclusion after testing the equity theory. According to Finchman and Rhodes, The operational definitions of needs constructs and other variables such as prepotency were not always clear from his writing. In contrast, Adams and his colleagues had carried out an experiment, in order to find out whether equality really leads to better productivity. The result was that those who felt they were being overpaid or underpaid were less productive than the ones who perceived their ratio to be fair. Maslows hierarchy of needs theory is a content theory, and hence based on the assumption that we can attribute a similar set of needs to all individuals. However, while Maslow held the theory for majority of the population, he did acknowledge some individual differences. For instance, a political prisoner might achieve self-actualization without achieving the earlier needs. However, Maslow felt that for the majority of the population, the hierarchy worked. On the other hand, Equity theory being a process theory does take individual difference into account. Huseman et al. suggest that there are three types of people based on personality, and they will react in different ways to the equity theory. The Benevolents are people who prefer to give rather than take, and have greater tolerance towards underpayment. They are stressed by equity or overpayment. The second type of people are the equity sensitives. These are people who behave exactly in accordance with equity, and hence experience distress under conditions of inequality (underpayment or overpayment). The third type of people are the Entitleds. These are people who believe their input-reward ratio should exceed that of their referents. They express distress under conditions of equality or underpayment. (Finchman and Rhodes) Hence, the Equity theory assumes that there are three different types of people, and hence they will react differently. This can also be seen as a similarity between the two theories, as both the theories account for individual differences. There are some other similarities as well. Good working conditions can be seen as an outcome, for the ratio. Good working conditions is also required to fulfill the second level of needs in Maslows hierarchy. Similarly, status symbols such as large offices can also be used as outcomes to measure the ratio for Equity theory, while it will also be used to fulfill the Ego and Esteem needs in Maslows hierarchy. Both the theories have also faced criticism. Maslows theory has been criticized because of lack of hypothesis testing to support the theory. It has also been criticized for not being very practical, and the needs not being defined operationally. This is particularly true with self-actualization. Maslows obsession with this need lead to him describing it more philosophically, and less in practical sense. Another reason for criticism is that the order of the needs may not necessarily be the same for all people. On the other hand, the charm of equity theory has been reduced by the introduction of individual differences. Also research suggests that Equity theory is mostly effective only in the case of underpayment, and not overpayment. It is seen that the effect of overpayment lasts only for a couple of weeks before people start to rationalize their reward level. (Finchman and Rhodes) A motivated workforce is what most managers aspire to create. They can motivate their staff in various ways, and by using several different theories. I am going to discuss, how managers can motivate their staff using Maslows hierarchy of needs theory and Adams Equity theory. The levels of needs are the cornerstones of motivating employees. Managers must understand that employees will be motivated by unmet needs and that once a need is satisfied, it is no longer a motivator. For instance, if a social worker feels that she is well paid and secure in her job position, the first two levels of needs (physiological and security) will not serve as effective motivators. The manager will need to motivate based on higher level needs, such as those at the social level (Weinbach, 1998). Hence, managers need to identify the level of needs that each employee is currently on, and fulfill each need layer by layer. Starting with the physiological needs, managers need to ensure that the wages paid are sufficient to cover the basic costs. Once this is done, managers should provide workers with safe working conditions and some job security. This would help an employee fulfill the second level in the hierarchy. Next, the manager should try and encourage a friendly working environment, and encourage group working. This would help employees achieve their social needs. The manager could then give employees higher status symbols such as company cars and larger offices, and more recognition for work, by rewarding employees. This would fulfill the esteem needs of the employees. Lastly, managers could set challenging tasks for employees and give them more responsibilities, which truly stretch them. This would help workers reach self-actualization. This is how managers could use Mas lows theory to motivate staff. Managers can also use Adams Equity theory, to motivate employees. Managers should try to ensure that all workers perceive their ratio as being fair. If they feel they are being treated and rewarded fairly, they will be motivated. By the same token, perceptions of inequitable treatment will lead to demotivation. The theory is founded on the insight that perceptions and feelings of fairness are based on the principle of comparison. In other words, employees evaluate their treatment in relation to a reference group. Two kinds of comparison may be important for worker motivation. First, employees may compare their earnings with their level of effort and performance and increase their effort if they believe their rewards are excessive or reduce their effort if they regard them as niggardly. Second, employees will compare their own ratio of effort to reward with that of co-workers and act to raise or reduce effort if they believe their own treatment by management is out of line (Dictionary of Human Resource Management; 2001). Managers should try and ensure that workers try to increase their efforts, and not decrease them. Managers should take great care while setting the wages, and ensure that the reward that workers are getting, is in line with the effort that they have put in. Particular care should be taken, to ensure that workers do not feel that they are being underpaid, compared to others. This could be very demotivating and could lead to serious problems. If there are any inequity problems within the workforce, managers should try and fix them immediately, by assessing the input-reward ratio. This is how mangers could use Equity theory to motivate their staff. Both the theories of motivation are highly popular and frequently used by managers. While both of them are different in many ways, there are also some similarities between them, as was shown in the essay. The two theories are extremely important theories, used to motivate staff.

Majestica Hotel in Shanghai?

Majestica was founded in Western Europe and focused exclusively on Europe and the United States initially, the expansion into China had been on management’s agenda since 1999, the opportunity emerged in late 2003, Majestica’s proposal to operate the luxury hotel satisfied CPS’s ambition to build a pre-eminent hotel in Shanghai, but there are 5 issues between Majestica and CPS. First, the length of contract term, Majestica asked for a contract term of 55 years, it was based in its typical management contract term in the world, CPS just had been prepared to offer 12 years, it based on the level of licensing in China. After consideration, CPS made a concession, CPS countered with an offer of 30 years, but Majestica insisted that the hotel management contract term should be at least 50 years. Second, pre-opening assistance, CPS couldn’t accept Majestica’s request for retaining the approval right over all design aspects relating to the hotel, Majestica argued that it was make sure that the hotel would be developed as an excellent hotel. Third, name of the hotel, CPS suggested that the hotel be named â€Å"Shanghai Oceania – Majestica Hotel†, but Majestica insisted â€Å"Majestica Hotel, Shanghai†. Fourth, the form of the hotel should be defined well. The purpose for CPS, they require the owner should have the privileges that have the special access to the hotel and the office use as a hotel room, but Majestica thinks it would make confusion for the hotel management. Majestica really sticks to its philosophy of the hotel management. Fifth, the sovereignty of Corporate Governance, CPS proposed Chinese general manager would be used in the near future, the number of the expatriate managers should be reduce and local managers trained to replace them, and the equipment purchase in domestic also, but Majestica believes that the competence of the general manager was more important issue than their Chinese background, did not believe the local people would have the ability to achieve the service culture. Besides, Majestica insisted that it must have the exclusive responsibility and authority on hiring general staffing and buying facilities, the owner have not any privileges, also a minority equity position. The management contract is complicated between the owner and the technical supplier, so, inevitably, Majestica and CPS must have to communicate a great deal of times. In these negotiations, if we were Majestica. We would make concessions in appropriate range. As a later entrant and in the new emerging market-China, it must have to be inferior and sacrifice a lot to enter the market and impress customers, especially the communist policy in China and the trade partner-CPS. We will afraid that the extra demand and requirement to CPS will provoke the government negative feelings no matter municipal or the China government. If did that, it must be the most difficult to gain the access to this potential market, even though the contract is so disadvantageous to us. Technically, the attributes of Majestica can’t be doubted. We will insist the professional to maintain and develop our quality. Like the 30 length of contract to prevent the leasing of our tips and exclusive technique of the management; the equipments in hotel could let them make decisions on several items, but the special items should keep to stay the style and the luxury level; the staffing would be trained, capable and selected as a fixed rate between foreigner and local people; we could make the concession on the general manager and the owner’s access to hotel rooms, but it depends on the general manager ability not the nationality and try the best not to influence the management; we will also try our best to be nice and friendly in negotiation and arbitration place. Last but not the least, the name to get into the new market is vital, so we will stick our opinion and not to change . On the other hand, if Majestica refuses to make concessions, what the action will we take as CPS? We won’t walk away emotionally because the Chinese market is opening to the whole world now; it is a good opportunity for CPS to get some more experiences with big company such as Majestica. To make up this business connection, it is not only benefiting for these years, but also help them to find out what kind of position they can be fitted in. In another way to talk about it, the hardest part of this situation is both of them have different operating philosophy. We can say there is not only one way to lead success, however doing the right thing, giving the customers what they expect will always be the same rules for no doubt. Actually, CPS should pay more efforts to understand why Majestica can get on the top place in this industry. And then, they would know why Majestica asks for so many requests. Only if CPS and Majestica get the complete information which both of them should know, they can start to discuss about making concessions. Otherwise, it could be a chemistry situation without any reaction as no one takes in other’s shoes. The brand-new market, the brand-maintaining firm with principles and strong philosophy of managing, the huge investor as the owner of the hotel with nationalist and hoping to do best in china market with low cost, each of them weave a complex and profound issue which deserves us to debate deeply. It is crucial to think about that how to gain into the new market as a later entrant; how to maintain the quality and philosophy against the investor with demands.

Major Works Data Sheet Fiction - 2158 Words

OHHS AP/Pre-AP English Name _Sara Libonati_______________________ Per. _3____ Major Works Data Sheet: Fiction (Updated 10/18/2011) Note: Cite references in MLA format, in-text, and parenthetically. Complete a Works Cited page of all references used. Title: _Anitgone__________________________________ Author: _Sophocles________________________________ Date of Authorship:_5th Century B.C.__________________ Date of Original Publication: _5th Century B.C.__________ Genre: _Tragic Drama____________________________ Biographical information about the author: Sophocles was born around 496 B.C. In Athens, Greece. Due to the fact that his father was a wealthy merchant, Sophocles had an excellent education. He was elected twice to become a high ranking military officer. He then died around 406 B.C. Sophocles is considered one of the greatest Greek play writers. He was the fist to add a third main character and the first to get rid of trilogic form. As a result, Sophocles had to shorten all of the â€Å"action,† therefore giving his plays a more dramatic effect. Citation: Pertinent historical information about the period of authoring and publication: Antigone was written by Sophocles around 440 B.C. This was right before Athenians fought a campaign on the Samos revolt. Sophocles was chosen to be a high ranking military official during this time. These events are relevant due to the fact that some of the play s main issues are how muchShow MoreRelatedChinua Achebe s Things Fall Apart1702 Words   |  7 Pagesof Nigeria. After moving to America, he became an English professor at the University of Massachusetts, Amherst. Achebe has won numerous awards for his poetry and fiction, including the Man Booker prize and Commonwealth Poetry Price. He currently teaches at Bard College. Author: Chinua Achebe Date of Publication: 1959 Genre: Fiction Historical information about the period of publication or setting of the novel: During the 1950s, Achebe was involved in a literary movement that drew from traditionalRead MoreMary Shelley s Frankenstein - Original Writing1177 Words   |  5 Pagesthe power of the human mind. Frankenstein is categorized as this. Identify the genre and specify how this work fits its characteristics. The genre is gothic science fiction. It combines fiction, horror, and romanticism. It display horror in that many murders and deaths took place. Also, Frankenstein was seen as an enemy that struck horror in people’s faces. It is also science fiction because Mary Shelley presents information that is advanced beyond the time of the 1800’s. Provide significantRead MoreLife of Pi Data Sheet1587 Words   |  7 PagesAP English: Literature and Composition Name: Major Works Data Sheet: Do not cut/paste from a website, which is a form of plagiarism. |Title: Life of Pi |Biographical information about the author: | |Author: Yann Martel |Yann Martel was born in 1963 and lives in the Canadian prairie providence | | Read MoreHair Emporium1674 Words   |  7 Pagesresearch, they have decided to expand their business through franchising. As the hair care industry earns approximately $16 million dollars annually in the US; Rolando and Rosa are sure they will be successful as they have a proven hair care system that works for women, men, and children (Judd/Justis, 2010). Franchisees interested in opening their own Hair Emporium would need between $65,000 and $136,000 to open their own location with one fourth to half of the total investment needed in cash (Judd/JustisRead MoreGlobal Warming Essay: An Inconvenent Truth 1047 Words   |  5 Pages it rains harder and when its not raining, its warmer - there is more evaporation, and droughts can last longer, explains Thomas R. Karl, director of the National Climatic Data Center. E5 Ice sheets are receding in sites such as Kilimanjaro, Glacier national Park, The Himalayas and the glaciers in Peru. If ice sheets in West Antarctica or Greenland were to melt completely, sea level would rise 20 feet. Coastline areas would flood, displacing hundreds of millions of people. The worlds mapRead MoreSummary Of Book The Poisonwood Bible 1079 Words   |  5 PagesMajor Work Data Sheet Name: Noah Andrews Period 3 Part I Title: The Poisonwood Bible Author: Barbara Kingsolver Date of Original Publication: Kingsolver started writing it in 1993, it was published in 1998 by HarperCollins publishing company. Biographical information about the author: Barbara Kingsolver was born in 1955, and she grew up in the farmlands of Kentucky. She has lived all over the world, including destinations such as the Canary Islands, Mexico, and South America. She currentlyRead MoreMWDS Fahrenheit 451675 Words   |  3 Pagesï » ¿ AP English Literature and Composition MAJOR WORKS DATA SHEET Title: Fahrenheit 451_____________________ Author: Ray Bradbury____________________ Date of Publication: 1953___________________ Genre: Science Fiction____________________ Biographical Information about the Author Ray Bradbury was born August 22, 1920 in Waukegan, Illinois. As a child he was into very mystical entertainment and writings. At 12 or 13 he started writing his own pieces. After high school he couldn’t afford college becauseRead MoreThe Importance of Criminal Justice1617 Words   |  7 Pagescrime based on an analysis of the nature of the offense and the manner in which it was committed. It most notably can be traced back to work done in the later part of the last century, and possibly even earlier in a variety of forms. There has been a definite growth since this early work, with many individuals doing a great deal of both research and practical work in criminal profiling. The investigative technique has recently risen in popularity both in practical use and media portrayals. The firstRead MoreEssay on NixLWk3Assgn32439 Words   |  10 PagesUniversity Dr. Amy Summer, Instructor EDUC - 6709G - 1: Literacy Development in an Academically Diverse Classroom May 25, 2014 Reading The use of formal and informal reading assessments provide important data that allow educators to identify at risk students (Tompkins, 2010). The data collected from the assessments address any factors that may prohibit the development of students’ reading and writing skills. In addition to the assessments, the more an educator can learn about students’ backgroundsRead MoreThe Metamorphosis notes Essay1339 Words   |  6 Pagesï » ¿AP/IB English: Major Works Data Sheet Title: The Metamorphosis Author: Franz Kafka Date of Publication:1915 Genre: fiction Biographical information about the author 1833-1924 Born into a middle class German speaking Jewish family in Prague. Antagonistic relationship with his father. Close relationship with sister: Ottla Sent to German Schools, good academically Best friend was , Max Brod Family used him for his money Had clinical depression, social anxiety mental instability and tuberculosis