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Maslow's hierarchy of needs

2019-10-24 来源: 51Due教员组 类别: Essay范文

下面为大家整理一篇优秀的essay代写范文- Maslow's hierarchy of needs,供大家参考学习,这篇论文讨论了马斯洛需求层次理论。家马斯洛需求层次理论将人类需求分为生理需求、安全需求、归属和爱的需求、尊重需求和自我实现需求。马斯洛认为人的需要是由低层次向高层次升序的过程,每个人都会有这五种需求,在不同时期所表现的需求不同。同一时期内往往存在多种需求,但总有某一种需求作为优势需要占主导地位起决定性作用。

We should draw lessons from enterprise management and flexible application of maslow's hierarchy of needs, from guarantee employee basic physiological demand, create a safe working environment for employees, pay attention to employees' emotional needs, respect for employees, for employees to build five aspects of self value realization platform, take measures to fully meet employee needs, mobilize the initiative and enthusiasm of their work, constantly inspire internal potential and motivation, promote high quality and rapid development of enterprises.

As enterprise transformation innovation continues to advance in the development of new era, combined with the supply side of the national implementation of the reform of the macro environment, cement and other building materials industry is currently faced with severe challenges, the development center of gravity has been from a single production to scientific and technological innovation, it is to strengthen the research on how to manage the modern enterprise, management is more and more aware of the core of enterprise management has gradually by the pipe "objects" to "person" to shift, in-depth understanding of employees' psychological state, to give full play to their initiative and potential employees, create the biggest benefit for the enterprise is an important problem facing the modern enterprise management.

Effective incentive is an indispensable management tool for enterprises. Among various human resource incentive mechanisms, the hierarchy of needs theory proposed by American psychologist maslow has the greatest influence and the most extensive application.

American psychologist maslow, the founder of humanistic psychology, put forward the hierarchy of needs theory in human motivation theory in 1943. Human needs are divided into five levels from low to high: physiological needs, security needs, belonging and love needs, respect needs and self-actualization needs.

Physiological needs mainly refer to the most basic requirements for people to maintain their own survival. Safety needs are mainly the extension of physiological needs. Belonging and love are higher level needs, including being recognized by others, love, appreciation and so on. The need for respect is that individuals want to be recognized and respected by others for their own value, so as to feel satisfied and confident. Self-actualization is the highest level of human needs, but also the embodiment of the highest quality.

Maslow believes that human needs are the process of ascending from low level to high level. Everyone has these five needs, which are different in different periods. There are often multiple needs in the same period, but there is always a demand as a dominant need to play a decisive role.

Salary management system solidified, the work environment to be improved. At present, most state-owned enterprises have introduced performance appraisal and other salary items in salary management, but in actual management, there is still the phenomenon of seniority, failing to truly play the role of performance management and the income distribution target of more work and more gain, resulting in some employees with lower income can hardly meet the basic needs of life. At the same time, some state-owned enterprises are restricted by the industry or the nature of work, and the working environment and conditions of employees are quite different from those of large-scale private enterprises. For example, cement, coal mine, chemical industry and other production and manufacturing enterprises employees in the operation of large safety hazards, occupational hazards and other factors, operating conditions are relatively poor.

Safety management is not in place, safety awareness needs to be improved. In recent years, accidents in coal mines, chemical industries and other state-owned enterprises have occurred frequently, causing serious losses to state-owned assets and employees' lives. The main reasons are that enterprises and employees have weak safety consciousness, the safety management system is not perfect, and the safety guarantee measures are not in place. Enterprises should pay attention to the psychological safety of employees while guaranteeing their life and property safety.

Humanistic care is not deep, employees do not have a strong sense of belonging. Although most companies have set up party and mass work departments, they do not have a deep understanding of what grassroots employees think and pay insufficient attention to potential problems at work, resulting in a weak sense of belonging of employees and indifference to the development of the enterprise.

Cultural construction is not in place to dilute the spiritual needs of employees. In the new period, people's material living conditions have been improved to a greater extent. The purpose of employees' work is not only to meet the low-level needs, but also to meet the spiritual needs. To enhance the vitality and power of enterprises, we must combine material benefits with spiritual incentives.

The management idea solidifies, the staff development space is limited. At present, most enterprises do not pay attention to the construction of staff, ignore the education and training of staff, so that some capable and ideal staff development space is limited by external conditions, gradually disheartened, inactive.

Modern enterprises are facing increasingly fierce market competition. How to effectively retain talents and use people is the primary problem faced by enterprise managers. Maslow's people-oriented hierarchy of needs theory and its incentive mechanism are in line with the needs of enterprise development.

In daily work, most employees are only willing to complete their own duties and do not pay attention to efficiency and quality, resulting in low labor productivity. After the adoption of incentive measures, the enthusiasm and initiative of employees can be greatly improved to create greater value for the enterprise.

Motivating employees is not a simple material stimulation, but a psychological satisfaction and spiritual comfort for employees, so that employees recognize the enterprise and are willing to develop together with the enterprise.

Through the incentive mechanism, the enterprise can stimulate the potential of employees and thus play a positive role in promoting the operation efficiency and operating benefits of the enterprise.

Maslow's hierarchy of needs theory conforms to the psychological development process of human beings. Physiological needs are the most basic needs of human beings, which are reflected in the enterprise management. It is to provide better material conditions for employees so as to encourage them to take the initiative to work.

In enterprise management, salary and welfare, working conditions and environment are the most basic needs of employees, and the motive force to promote employees to take the initiative. Enterprises should establish a scientific and reasonable salary management system and take more measures to motivate employees. For example, Beijing jinyu group has always attached great importance to employee salary incentives, combined with the external economy and internal enterprises, the actual development of employees, the development of a scientific salary plan, timely for employees to raise the level of wages, and for employees to provide meals, words and other subsidies. Nowadays, in addition to salary incentive, more and more enterprises take equity as an effective form of incentive.

Safety demand is another basic human needs, is the extension of physiological needs.

For employees, it is hoped that the enterprise can create a safe and stable working environment, which includes both material environment and spiritual environment. Therefore, managers should constantly improve various labor protection measures to create conditions for workers to maintain physical and mental health. Improve employees' such as investment environment, production companies, in particular, to ensure that the enterprise security infrastructure and protective measures to meet the demand of employees daily security operation, and organize regular staff for a medical and occupational health examination, to carry out the safety operation, emergency rescue, life common sense and other safety knowledge, skills, education training, subtly enhance employees' safety consciousness, to stay away from potential dangers. At the same time, managers should enhance the staff's job security and welfare benefits, unemployment crisis, reduce staff to build system of perfect insurance pay, on time full specified amount pay all kinds of insurance for employees, for the worker to provide paid annual leave, maternity leave, home leave and other leave benefits, smooth employee complaint channels, satisfy employees with a positive attitude in work.

People are emotional animals. In life and work, they hope to get social and collective recognition and care, get others' attention and find a sense of belonging. Enterprises should view employees from the perspective of development, strengthen humanistic care, establish harmonious working atmosphere, harmonious member relationship and good communication system through various forms, and promote the communication among employees through group activities and team cooperation, so that employees can find a sense of belonging in the enterprise.

Such as the original datong cement plant after went through bankruptcy, merger and reorganization, leading the new leadership focus on culture and humanistic care, has improved the old campus environment and office environment, organization staff to carry out the literary performance, knowledge competition, talent competition, team development and other forms of cultural activities, not only create a harmonious and progressive work atmosphere, let the new and old employees through group activities and team work to improve the friendship between each other, more make the original old enterprise employees feel the new attention and care, let them in virtually increased the sense of belonging to the new enterprise. For example, gree builds houses for its employees every year to provide transition and reasonably arranges housing according to the characteristics of employees' age. Gree also proposes that employees working in gree can live for a long time. This kind of care enables employees to realize that working in the enterprise is not only for remuneration, but more importantly, to improve their ideological awareness, forge ahead with the development of the enterprise, and make positive contributions to the big family of the enterprise, which fully reflects the humanistic care and open and creative management of the enterprise.

Maslow's fourth layer of needs theory refers to people's need for respect, which belongs to a higher level of needs, is the embodiment of human spiritual needs. At the level of respect needs, people focus more on individual achievements, status and opportunities for career advancement. When these needs are met, it will be shown as satisfaction and confidence, if such needs cannot be met, it will be frustrated.

As a modern enterprise, different measures should be taken to meet employees' needs for respect, so that employees can feel valued and respected, so as to stimulate their work potential. If a lot of enterprises hold large commendation meeting regularly, issue honorary certificate to wait for employee to undertake commendation, pass public number to wait for network media to try to be propagandized extensively, in certain limits form model of study, such respect demand that makes employee gets further satisfied, enhanced ego, pride, reflected individual value.

What needs to be emphasized is that the enterprise should respect employees not one-sidedly, and should not only respect employees who have achievements and contributions, but also respect employees regardless of the pattern. Whether it is management personnel, technical talents or front-line ordinary employees, they should be the object of the enterprise's respect. For example, more and more enterprises open communication channels with front-line employees through meetings, rationalization Suggestions and other forms, so that employees have the opportunity to communicate directly with enterprise management and create a good atmosphere of respect for employees through communication.

The need for self-actualization is the highest level of maslow's hierarchy of needs, the need to realize personal ideal, revenge, exert intelligence and achieve. High-level demands will stimulate strong endogenous power and make people obtain greater happiness. This level of demand is reflected in enterprise management, which mainly involves employees' participation in enterprise management through training and authorization.

"Training is the best welfare and incentive for employees". Enterprises should create more opportunities for employees to learn and train, unimpeded channels for employees to improve their professional titles and academic qualifications, and carry out "please come in and go out" benchmarking study, so as to comprehensively improve employees' work skills and personal qualities and realize the joint development of enterprises and employees.

American management expert weber once said, "a competent manager should only do what he should do and not do what his subordinates should do". Through effective authorization, employees are provided with opportunities and platforms to show themselves, so that they can realize their own ideals and aspirations in work, give full play to their potential, and effectively promote the development of the enterprise.

Different employees in different periods of performance of the hierarchy of needs are different, the enterprise should be different from person to person to develop differentiated incentives. In the enterprise, employees' age, education level, personal ability and other internal factors make their needs vary. Employees with poor material conditions have higher requirements on physiological needs, while employees with good material conditions and high education tend to pay more attention to respect and self-realization needs. Enterprise managers should be different from person to person, actively understand the different needs of different employees, take targeted incentive methods and measures to meet the different needs of employees to the greatest extent, so that they can be more actively engaged in work.

In a word, employees are the main body of an enterprise, and modern enterprise management is ultimately the management of people. The key to the long-term development of an enterprise lies in how to manage employees, effectively manage employees, innovate and motivate employees, stabilize employees, and enable employees to give full play to their potential and contribute to the development of the enterprise. And maslow's hierarchy of needs theory for enterprise management innovation and talent incentive provides effective theoretical support, is the enterprise to realize the importance of humanistic management idea for reference and basis, using maslow's hierarchy of needs to analyze the specific needs of employees, and take effective incentive measures to meet their needs, reduce staff turnover, so as to maximize the excavate the potential of employees, make the employees realize their own value, promote enterprise continued development.

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