Read the article, “A Theory of Human Motivation (Links to an external site.)Links to an external site..” Based on the information presented in the article, discuss the elements of self-esteem, esteem needs, and belonging to a group. What is the relationship between self-esteem, esteem needs, and belonging to a group? Why is it important for a manager to understand and appreciate employees’ self-esteem, esteem needs, and belonging to a group? Guided Response: Respond to two of your classmates’ posts. Discuss whether you agree or disagree with their rationale of elements related to self-esteem, esteem needs, and belonging to a group
Read the article, “A Theory of Human Motivation (Links to an external site.)Links to an external site.” Based on the information presented in the article, discuss the elements of self-esteem, esteem needs, and belonging to a group. What is the relationship between self-esteem, esteem needs, and belonging to a group? Why is it important for a manager to understand and appreciate employees’ self-esteem, esteem needs, and belonging to a group? To discuss this topic human needs and motivation, there is a need to understand that self-esteem is feeling encouraged regarding ourselves. This encouragement can come from the person or people around them. In encouraging ourselves, we judge what is going in our lives by standards they we have set. Outside approval is judging one’s self based on other people’s standards. Maslow tells us the esteem s one of the basic needs and is above belonging. It is stated that after we become a part of a group, and individual wants to excel or move up in the group hierarchy or at least maintain our current position in the group by looking for the esteem and approval of other members in the group. Esteem is flexible and can span over many levels from a little bit of admiration to wanting to be worshipped. The importance of a manager to understanding and appreciating employees’ self-esteem, esteem needs, and belonging to a group is that it keeps employee’s motivated and they often work harder when they feel appreciated. When people’s self-esteem is built up it gives them the feeling that they can accomplish their goals. It is said that workers who are self-satisfied are work better, do not lay of off work and work well with others. People that have esteem issues can sometimes exhibit tendencies of hostility that is directed toward others. The assessment of reviewing esteem is based solely on who is trying to esteem the person. If the person really respects a person the act of esteeming will be more valuable or appreciated. If the individual does not care for the person, the act of esteeming holds little value. In an organization, if an individual is praised a favored member of upper management that they are more excited than if a word can from a co-worker or line supervisor this is not well liked by the person.
Having a high self-esteem is about being pleased for who you are, which will make you feel happy and boost your confidence. Getting esteem from others on the job is an important tool for success because colleagues want to get admired from their coworkers and management regarding their skills and achievements. People who do not get admired or appreciated on the job will feel discouraged, sensible to everything and not wanting to trust other associates which will decrease communication and team chemistry. Also, people with low self-esteem at work may have a hard time making decisions related to production and may never know when they are doing something good. The importance of belonging to a group satisfies the psychological need of being wanted and acquainted with others. Having a sense of belonginess is equivalent to how the bloodstream needs sodium, sugar, oxygen, and fat in order to maintain homeostasis (Maslow, 1943, p. 372). If homeostasis is not maintained in the body, it will go into shock and damage your organisms which can lead to major health issues. If the human mind cannot be satisfied with a sense of belonginess, it will go into shock as well, leading to low self-esteem. It is important for management to understand and appreciate a colleague’s self-esteem, esteem needs, and belonging to a group in order to keep them productive and work well with others. “Promotions, awards, and public acclaim build esteem, which may also result from simply knowing you can do something better than anyone else. Esteem needs can be satisfied by rewards and becoming increasingly involved in organizational activities” (Bierman, Ferrell, O. C., & Ferrell, L., 2016, p. 12.2). Management can ensure all workers are sociable with other team members by way of assigning team projects. References Bierman, L., Ferrell, O. C., & Ferrell, L. (2016). Management: Principles and applications, custom edition. Retrieved from https://content.ashford.edu/books/Bierman.1318.16.1/sections/sec1.1 (Links to an external site.)Links to an external site. Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396. doi:10.1037/h0054346
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