In this lesson, I present you with a 10-marker answer from Paper 3 – organisation option – on need theories for motivation at work. This question was asked on the May/June 2024 Paper 3.
The question that has been answered is, “Evaluate what psychologists studying motivation to work have discovered about:
Maslow’s hierarchy of needs, and
McClelland’s theory of achievement motivation, including a discussion about determinism versus freewill.
Evaluation in your answer can include strengths, weaknesses and a discussion of issues and debates.” [10] (May/June 2024)
You can download the model answer from below. Happy learning!
Do you need to learn how to write the answer as well? Learn from the video lesson below-
Writing 10-markers for Paper 3 – Organisational Psychology
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Learning from the mistakes of others can be a good way to avoid those mistakes yourself. In this lesson, I present you with answers from Paper 4 – organisation option – on the LPI that I have corrected. My comments should give you insights on common errors made in answering these type of questions and how you can avoid making these errors yourself.
You can download the corrected answers from below. Happy learning!
________ = text to memoriseas is (facts and figures)
Description of the Theory
Maslow’s theory of motivation at work suggests that individuals have five basic needs arranged in a hierarchical pyramid. The needs include physiological needs, safety needs, love and belongingness needs, esteem needs, and self-actualization needs. Maslow believed that these needs must be fulfilled in order, starting from the bottom, for motivation to increase. In the workplace, employees prioritize fulfilling their basic physiological and safety needs, such as adequate wages and a safe environment. Once these needs are met, they seek love and belongingness, including acceptance and social interaction. Finally, employees strive for esteem and self-actualization, desiring respect, recognition, personal growth, autonomy, and freedom.
Relevant Issues and Debates
Application to Everyday Life
Strengths of Application to Everyday Life
1. By addressing employees’ basic needs, organizations can create an environment that enhances motivation. For example, by ensuring employees have enough wages to meet their physiological needs, such as buying food and staying warm, organizations can motivate them.
2. Another strength is the theory’s potential to prevent problems at the workplace. For instance, providing a pension plan and maintaining a safe workplace can help employees feel protected and valued.
Weaknesses of Application to Everday Life
1. The application of Maslow’s hierarchy of needs to everyday life lacks ecological validity as it oversimplifies the complex nature of human motivation. For example, it suggests that once physiological and safety needs are met, an individual will automatically prioritize love and belongingness needs. However, in reality, a person with achievement orientation would prioritize esteem needs.
2. The application of Maslow’s hierarchy of needs to everyday life shows cultural bias by assuming a universal hierarchy of needs that applies to all individuals. In reality, collectivist cultures prioritize belongingness needs over individualistic cultures, which prioritize esteem needs and self-actualization.
Individual and Situational Explanations
Maslow’s theory supports an individual explanation because it focuses on the individual’s needs and motivations within the workplace.. It emphasizes the individual’s progression through the hierarchy of needs and their personal fulfillment, rather than situational factors.
Strengths of the Individual Explanation
1. The individual explanation has application in the workplace. By addressing employees’ basic needs, organizations can create an environment that enhances motivation. For example, by ensuring employees have enough wages to meet their physiological needs, such as buying food and staying warm, organizations can motivate them.
2. The individual explanation emphasizes the role of personal responsibility in fulfilling higher-level needs. For instance, an employee can actively seek opportunities for advancement, engage in decision-making processes, or participate in skill-enhancing courses to fulfill their esteem and self-actualization needs.
Weaknesses of the Individual Explanation
1. The theory neglects the interaction of individual and situational factors in the workplace. For instance, it fails to acknowledge that factors such as organizational culture, leadership style, and job characteristics can significantly influence an employees’ needs, thereby, his motivation.
2. The individual explanation reduces workplace motivation by limiting it to a hierarchical model of basic needs. It fails to consider the various psychological, social, and environmental factors that shape an individual’s motivation. For example, personal goals, career aspirations, job satisfaction, etc.
Cultural Differences
Maslow’s theory does not support cultural differences because it assumes a universal hierarchy of needs. However, cultural values and priorities can vary, influencing which needs are considered more important. For example, individualistic cultures may prioritize self-actualization, while collectivist cultures may prioritize belongingness needs.
Strengths of Cultural Differences
1. Understanding cultural variations in the importance placed on various needs can help organizations create inclusive environments for all employees. For example, recognizing that some individuals prioritize esteem needs over social needs can help strategize individual accomplishments, job titles, promotions, etc.
2. The nomothetic approach of Maslow’s theory allows for recognizing cultural variations in the prioritization of needs, when applied to different cultures. For instance, while esteem needs may be significant for individualistic cultures, collectivistic cultures might emphasize belongingness needs.
Weaknesses of Cultural Differences
1. One weakness of cultural differences is the potential of stereotyping in the workplace. For example, assuming that employees from collectivist cultures lack esteem needs and thereby the ambition to pursue higher-level positions may prevent them from achieving their full potential.
2. Another weakness is the presence of ethnocentrism in the workplace. For instance, in a multinational company with a predominantly Western cultural orientation, the organization may highlight individual accomplishments following esteem needs. However, employees from Asian cultures who value collective achievements would feel rejected as their belongingness needs would not be met.
Determinism versus Free Will
Maslow’s theory supports a free will perspective. It suggests that individuals have the freedom to progress through different stages based on their choices and experiences. For example, when basic physiological needs are met, employees have the freedom to pursue higher needs like esteem and self-actualization through job decisions and personal growth.
Strengths of Free Will
1. The free will perspective acknowledges that individuals have the autonomy and agency to satisfy their needs in the workplace. For example, an employee can work towards satisfying his self-actualization needs by seeking personal growth opportunities, such as enrolling in skill development courses.
2. The free will perspective has good ecological validity because it acknowledges that people are not solely driven by external factors but also by their internal desires and aspirations. For instance, Maslow’s hierarchy highlights that employees have diverse needs beyond just basic survival or financial security.
Weaknesses of Free Will
1. The free will perspective overlooks organizational factors and places undue blame on individuals for their motivational state. For example, if an employee is demotivated due to low wages or an unsafe workplace, solely attributing their lack of motivation to personal choice neglects the impact of external circumstances that may be beyond their control.
2. It overlooks how various external factors can impact behavior, making it challenging to control. For instance, if an employee’s physiological needs are not met, by being given insufficient wages to afford food, expecting him to show optimal behavior is unrealistic.
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