1.

ABRAHAM MASLOW
Which are the new stages added to the Maslow theory?

The new stages added to the Maslow theory are three more stages.
-Cognitive needs is the expression of the natural human need to learn,
explore, discover and create to get a better understanding of the world around
them.
-Aesthetic needs is started in the hierarchy that humans need beautiful
imagery or something new and aesthetically pleasing to continue up towards
Self-Actualization. Humans need to refresh themselves in the presence and
beauty of the nature while carefully absorbing and observing their
surroundings to extract the beauty that the world has to offer.This need is a
higher level need to relate in a beautiful way with the environment and leads
to the beautiful feeling to intimacy with nature and everything beautiful.
-Self-Transcendence needs, sometimes referred to as spiritual needs.
Spiritual needs are a little different from other needs, accessible from many
level.This need when fulfilled, leads to feelings of integrity and take things to
another level of being.

2. PETER DRUCKER What is management by objectives?

Is an approach in which a balance is sought between the objectives of

employees and the objectives an organization.
Setting Challenging but attainable objectives promotes motivation and
empowerment of employees.

Which are the 5 steps of management by objectives?

Step 1: Determine or revise the organizational objectives

Step 2: Translating the organizational objectives to employees
Step 3: Stimulate the participation of employees in the
determining of the objectives
Step 4: Monitoring of progress
Step 5: Evaluate and reward achievements

3. Which are the SMART objectives?

SMART. An effective way to set objectives.

Specific A specific goal has a much greater chance of being accomplishes
than a general goal.
Measurable Establish concrete criteria for measuring progress towards the
afternment of each goal you set
Achievable when you identify goals that are most important to you, you
have to figure out ways as to make them come true.
Realistic a goal must represent an objective toward which you are both
willing and able to work a high goal is frequently easier to reach than a low
one because a low goal exerts low motivational force.
Time-related a goal should be grounded within a time frame. With no time
frame tied to it there's no sense of urgency.

4. DOUGLAS McGREGOR Difference between X-theory and Y-

theory?

Theory X managers believe Theory Y managers believe

employees employees
Dont like to work Want to be involved

Need to be pushed to be more able to think for themselves and

productive make decision

Need incentive schemes Share ownership of task

Have to be directed to do things that Will find work more rewarding if
they dont like given responsibility and a variety of
tasks
Need to be controlled Have good ideas

6. DAVID SIROTA Explain 3 goals of the enthusiastic

employee theory.

Sirota identify three basic understandings about motivating employees.

First: we have organization goals and employees goals, and they cant be
different because their goals must be the same for not to have conflicts.
Secondly: Employees have basic needs that organization should try to meet
for better relations between us.
Finally: It should be recongnized that employee enthusiastic is a competitive
adventage.
For all this, is that the companies need to align goals and addressing needs.
Three needs are recognized as being of particular importance in the
workplace.

EQUITY AND ACHIEVEMENT CAMARADERIE

FAIRNESS
is a fundamental need is another need that is a sense, because in
when we work towards separeted in: all the jobs is necessary
something and because -employer, it is simply to create friendships for
we expect reward and because employees enjoy the work.
recognition for the job. have to do that the The trust increases and
We always comparing employer told them. all this, are tips that
ourselves with other -employees, is a little make more effective
people from the more complex. and efficient anywork.
workplace and how they In this way, recognition
are treated. is an essencial tool that
manager can use to
help sustain motivation.

7. FREDERICK HERZBERG According to Herzberg what are the

2 factors that affects jobs satisfaction
The two factors that affect job satisfaction are motivators and hygiene factors.
The first is the hygiene factors, the term 'hygiene' to describe factors that
cause dissatisfaction in the workplace, are extrinsic (or independent of the
work itself), and are linked to things such as compensation, job security,
organizational politics, working conditions, quality of leadership, and
relationships between supervisors, subordinates, and peers.
The second factor are motivators are the facts that give positive satisfaction.
Some of these are recognition, sense of importance to an organization,
responsibility, achievement, opportunities for growth, and advancement.
http://study.com/academy/lesson/herzbergs-two-factor-theory-hygiene-factors-
motivation.html
https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-
factors.htm

8. DAVID McCLELLAND
McClelland includes in this book The Achieving Society his theory.
He identified three motivators that he believed we all have:
- a need of achievement
- a need of affiliation
- a need of power
He says that, regardless of our gender, culture or age, we all have three
motivating drivers, and one of these will be our dominant motivating driver.
This dominant motivator is largely dependent on our culture and life
experiences.

DOMINANT MOTIVATOR CHARACTERISTICS OF THE

PERSON
Achievement -has a strong need to set and
accomplish challenging goals.
-likes to receive regular feedback on
their progress and achievements.
-often likes to work a love

Affiliation -wants to belong to the group

-wants to be liked
-favors collaboration over
competition
-doesnt like high risk
Power -wants to control and influence
others.
likes to win arguments
enjoys competition and winning
-enjoys status and recognition

McClellands theory can help you to identify the dominant motivators of people
on your team. You can also use these motivators to design the job around you
r members, workteam.
9. CLAYTON ALDERFER