Maslow Hierarchy of Needs Theory of Motivation - Case Study Example

On the other hand, theory Y assumed that certain individuals consider their efforts towards work as natural as play. The theory argued that control and punishment are not the ways to make people work. Furthermore, the theory advocated that job satisfaction is a crucial factor in order to achieve an individual’s commitment towards the organization (Ndlovu, 2009). In the provided case scenario, it can be viewed that Alex who works for Dan does not like working with him and he is not satisfied with his job. However, it can be argued that Alex does not belong to the category of theory X as he does not inherently dislike work.

Alex prefers to perform challenging tasks. Consequently, it can be ascertained that Alex can be motivated and he can perform better if he is assigned challenging works. On the other hand, Stephanie, who works for Jonathan, is quite satisfied with her work. She enjoys being a part of Jonathan’s team. Needs Theory of Motivation Maslow’s hierarchy of needs theory of motivation intends to identify the internal factors that motivate an individual to contribute his/her best to the organization.

Accordingly, the theory emphasized the fact that needs are regarded to be psychological which influence some type of behavioural responses in a human being. Moreover, the theory argued that a human being is motivated by unfulfilled needs. According to the theory, human needs can be categorized into a hierarchal form namely, physiological needs, safety needs, social needs, esteem needs and self-actualization needs. Eventually, when all these needs are satisfied, people are motivated and committed to the organization.

In relation to the case, it can be stated that Alex’s psychological needs, safety needs and social needs seem to be satisfied. However, due to a lack of fulfilment of the esteem needs of Alex followed by self-actualization needs and due to the continuous failure of Dan to recognize his work, Alex has become de-motivated. On the contrary, Stephanie seems to be comfortable with her job and satisfied with Jonathan’s leadership. Hence, it can be argued that all the five basic needs postulated by Maslow are necessary for seeking the highest employee motivation.

Summarized Theories of Leadership and its Implications to the Case Participative Theories of Leadership The participative theory of leadership is concerned with influencing the behaviour of subordinates by actively involving them in the decision-making process. Moreover, the theory emphasizes consulting with subordinates on various issues and incorporating due respect to their opinions. Essentially, the theory is associated with ethics where leaders not only direct the efforts of their subordinates but also understand the various needs of their subordinates along with perceiving every individual as a team member and their efforts crucial for the success of the organization.

In other words, the theory focuses on achieving a collaborated effort of the team towards the accomplishment of the organizational objectives rather than individual interests (House, 1996). With respect to the case, it can be postulated that Jonathan practices participative theory where the opinion of every individual is considered and respected. Jonathan also involves his employees in the decision making process and understands the needs of his employees better than Dan. It is because of his leadership approach and practice of participative theory that every individual is willing to work with Jonathan.

Contingency Theories of Leadership The idea of contingency theory is not new, the theory was proposed by Fred Fielder in 1960. According to the theory, leadership effectiveness depends on two factors. These two factors can be identified as the leadership task and situation aspects. Moreover, the theory claims that there is no perfect model of leadership. Additionally, the theory admits that it is the situation that determines what type of leadership style is to be followed in particular circumstances in order to achieve the pre-established organizational goals (Peretomode, 2012).

In relation to the case, it can be identified that Dan follows a rigid leadership style that lacks flexibility. Irrespective of the situation, Dan strictly adheres to his leadership style which renders his employees dissatisfied. In other words, Dan fails to understand the need of the situation and also does not value his employees. Consequently, it is necessary that he considers the participative style of leadership or practices a flexible leadership approach according to the situation where every individual is treated equally as well as fairly. It will motivate his employees to give their best efforts towards the organization.