[Proposal on the correlation between Maslow's Hierarchy of Needs and employee motivation in China and the UK]
TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION1
Background of the Study1
Purpose of the Study1
Rationale of the Study2
Significance of the Study3
Reliability and Validity4
CHAPTER 2: LITERATURE REVIEW6
Concept of Motivation6
Maslow's Hierarchy of Needs6
CHAPTER 3: METHODOLOGY9
Projected Time Table11
APPENDIX A: SAMPLE QUESTIONNAIRE14
CHAPTER 1: INTRODUCTION
Background of the Study
The success of any organisation has become dependent upon the effectiveness of its management, coupled with the effectiveness of management styles utilised to motivate and enhance employee performance. Across organisations, corporate leaders are strategically placed in their designated positions to ensure that the business provides superior products or services for their targeted customer base (Wright, 2004, 55). Corporate leaders are one entity that gives surety to business success, and the workforce is another entity that assists businesses. Managers should motivate an already existing diversified workforce that can assure that the tasks are completed in a timely fashion to promote profitability and satisfy stakeholder interests. In 1943, he published his motivational theory, which is known as Maslow's hierarchy of needs. This theory, with some modification, is valid today in understanding human motivation and forms the basis of human motivation training (White, 2008, 29).
Purpose of the Study
The purpose of this study is to determine the relationship, if any, between a team's performance and its Maslow's Hierarchy of Human Needs level. Maslow's Hierarchy of Human Needs has different levels of motivation which are analogous to different levels of performance of diversified employees having British and Chinese origins.
The current workforce is comprised of a diverse workforce including British, Chinese, Hispanics, and Indians; span that characterises four generations. To be effective, managers must recognise and respond to the multigenerational needs. Given these organisational dynamics, the most empowered managers will exceed the company's expectations in being able to motivate employees, regardless of their diversified racial and linguistic backgrounds.
Rationale of the Study
One of the biggest changes in organisations in the 1990s has been the increasing emphasis on diversification among employees. Diversified teams, self-managed, integrated product, high-performance individuals and the like have revolutionised the shape of the organisation chart and the way work gets done in many of the top-ranked companies in business today (Weisbord, 2007, 89).
The major aim of this to highlight the importance and validity of Maslow's motivational theory in connection with the efforts aimed at motivating a diversified team of employees.
The objectives of this particular study will be to:
Demonstrate the importance of diversity management within organisations
Apply Maslow's theory of motivation on diversified workplace with a particular emphasis on the role of hierarchy of needs.
Discuss the levels of motivation among British and Chinese employees, working at a British firm.
Correlate the influence of hierarchy of needs on the performance of employees in a diversified work environment.
With respect to the requirements of the research the research hypothesis states the following.
H0: There is no relationship between team performance scores and Maslow's Hierarchy of Needs team scores.
H1: There is a positive relationship between team performance scores ...