NURS 8302 Discussion Strategies for Building Effective Teams
Motivation entails a state of mind where one is filled with energy and enthusiasm that drive them to work in a particular manner to attain desired goals. Motivation theories provide frameworks on how to evaluate one’s drive and state of mind as well as factors that influence their behaviors; either for personal or professional goals (Acquah et al., 2021). The purpose of this essay is to discuss Abraham Maslow’s theory of hierarchical needs as a motivational theory, its application in change methods and how its use in building effective teams.
Summary of Maslow’s Hierarchy of Needs
According to this model, an individual will be motivated when all his needs are fulfilled. Maslow asserts that individuals do not work because they need money or security. Rather, Maslow’s theory postulates that they work to contribute and to use their skills. Maslow’s theory demonstrates this through its hierarchy of needs pyramid which shows how people get motivated (Dohlman et al., 2019). The model illustrates that one cannot ascend to the next level of the pyramid unless they fulfill the lower-level needs. The implication is that one needs to fulfill basic needs like food, water, sleep, clothe, and shelter or housing before they move to safety needs like protection from threats and deprivation. The third level is having a sense of belongingness and feeling loved (Acquah et al., 2021). The fourth is self-esteem needs that arise from respect and recognition while self-actualization needs relate to the chance to get personal development, learning and having challenging duties. Self-actualization is the highest level of needs that anyone can aspire. It includes being in leadership position. I agree with this theory since one cannot seek other needs when they cannot meet their physiological needs fast.
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Change methods focus on improving the overall performance and productivity of an organization and its employees. The Maslow’s motivation model is essential in involving and rewarding employees and allows one to influence and lead change. Involvement of employees entails giving them a chance to make recommendations and suggestions on the best ways to improve productivity and attain set goals and objectives in any organization, including healthcare settings. High level of employee motivation comes from effective management processes and practices (Dohlman et al., 2019). Managers and leaders in an organization must treat employee as individuals and empower them while providing effective and satisfying reward system, having flexibility in the workplace and redesigning jobs and duties to mirror expected outcomes. These efforts are focused on attaining changes and making employees more effective.
One influences and leads change when they motivate and inspire their teams to focus on rewards and self-esteem based on respect and recognition. Change comes when people have a vision and the leaders involve them in attaining it through embracing and nurturing best practices and values that lead to attainment of set goals in the organization.
Organizations can build effective teams using Maslow’s hierarchy of needs as a motivation theory by imploring employees to focus on the higher needs within the team. The model postulates that individuals want self-esteem that emanates from respect and recognition. They also seek self-actualization through holding leadership positions (Onputtha et al., 2019). Therefore, the model is essential in building effective teams as it shows that one can have a team that understands their roles and want to attain best outcomes through performance and meeting set goals.
Theories of motivation like Needs theory by Abraham Maslow are essential in ensuring that an organization attains its goals through employees. The implication is that building teams requires an organization to apply different change models and motivational theories. The motivation to attain change arises from use of theories to demonstrate to employees the need to alter their ways of doing things.
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Dohlman, L., DiMeglio, M., Hajj, J., & Laudanski, K. (2019). Global brain drain: how can the
Maslow theory of motivation improve our understanding of physician migration. International journal of environmental research and public health, 16(7), 1182.
Onputtha, S., & Chienwattanasook, K. (2019). Application of Motivation Theory to Build Team
Dynamics: The Selection of the Need-to Achieve Theory. HRD journal, 10(1), 60-69
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