Assignment First

加拿大亚博斯福论文代写:期望理论

马斯洛关于人类心理需求的理论实际上批判了X和Y理论,并指出Y理论不能仅仅取代X理论,而必须以更强的方式来应用(Drucker,2012)。亚伯拉罕·马斯洛的需求层次理论定义了满足员工需求的五个类别。这从基本的需求开始,如身体需求,并进入更深的个人成长和职业发展。马斯洛称之为自我实现。如果雇主和管理层不能解决这些需求,那么可能会有不满(Ingram,2012)。关于马斯洛层次结构,X理论在使员工感到高兴,员工不能继续在组织中工作的情况下失败了。然而,Y理论不能直接取代X理论。如果Y理论直接取代了X理论,那么大多数时候,雇主和管理者只会服务于员工需求。

加拿大亚博斯福论文代写:期望理论
没有一个关键的平衡,两种理论都会失败。因此,不仅需要提高员工的角色和责任,使他们更满意,而且要确保相应的预算和计量。埃尔顿·梅奥的霍桑效应也必须记住在这里。这种效应表明,只有当员工知道他们的工作正在被有效地衡量和研究时,员工才会更有效率(Zeiger,2014)。将本节中提出的每一个论点结合在一个工作者的角度来看,他承担了他想要的职责,他们可以计算出他可以交付的工作成果并获得相同的报酬,那么可以说他会有动力好。事实上,像“期望理论”这样的激励理论直接根据绩效来补偿员工(Ingram,2012)。因此,员工认为自己可以做得更好,并为公司取得更好的业绩。

加拿大亚博斯福论文代写:期望理论

Maslow’s theory on human psychological needs actually critiques Theory X and Y and states that Theory Y cannot just be a substitute for Theory X, but it must be applied in an enhanced way (Drucker, 2012). Abraham Maslow’s hierarchy of needs theory defines five categories for meeting employee needs. This starts from basic needs such as physical needs and moves up to deeper personal growth and career development. Maslow calls this self-actualization. Where the employers and the management fail to address these needs then there could be dissatisfaction (Ingram, 2012). With respect to the Maslow hierarchy, theory X fails miserably in making the employee happy and the employee may not continue working in the organization. However Theory Y cannot be directly substituted for Theory X. If the Theory Y was directly substituted for Theory X, then most of the time, employer and management will only be serving employee needs.

加拿大亚博斯福论文代写:期望理论
Without a critical balance, both theories will fail. Therefore, enhancement will be needed to not only critically frame roles and responsibilities for the employee which make them more satisfied, but also to ensure that budgets and measurements are made accordingly. Elton Mayo’s Hawthorne Effect also has to be kept in mind here. This effect states that employees will be more productive only when they know their work is being measured and studied effectively (Zeiger, 2014). Combining each of the arguments presented in this section in the context of a worker, who has assumed responsibilities that he wants, gets measured for the work output he can deliver and gets paid for the same, then it can be said that he will be motivated well. In fact, motivation theories like the ‘Expectancy theory’ compensates employees directly based on performance (Ingram, 2012). Consequentially the employee feels he can do better and will get better results for his company.