Classifying Motivational Needs

While there exist several useful definitions of motivation, for our purposes we will define it as an individual's desire to do something based upon a need. When a person is confronted with a need (either perceived or actual), he or she usually is motivated to perform specific actions for some sort of gratification. Once a particular need has been satisfied, the motivation to continue the actions diminishes and remains at "zero level" until the need arises again. In order to fully appreciate this phenomenon, we must further examine motivational theory and analyze the unique characteristics of individual needs.

THE THREE ZONES

BASIC OR SURVIVAL ZONE: This zone comprises the basic needs for most individuals, including needs such as air, water, food, and shelter. When evaluating these needs, it is important to think of them in a very fundamental sense and not as influenced by the personal tastes and desires of individuals. For example, a glass of water and a bottle of rare Italian wine taste quite different, yet both will quench a thirst. We tend to take these need-satisfactions for granted until they are taken from us. Under normal circumstances, needs classified within the basic or survival zone are usually well-satisfied for the average person. The perception of these needs is rather short-lived, and such needs are easily satisfied. The desire for these short-lived needs, once satisfied, will diminish only to return when the need resurfaces.

SAFETY OR SECURTIY ZONE: At a higher level are a cluster of related needs connected to our own safety and security. Within this zone, all of us have needs such as being reasonably secure in our daily job. While the majority of needs in this zone are common to all, it is interesting to note that their effect on individuals can vary widely. For example, a 45-year-old supervisor would probably be vitally interested in the organization's pension/retirement plan, while an 18-year-old new employee might perceive the year-end bonus as far more important. The key variable is how an individual perceives a given situation, not what someone else believes to be true.

RELATIONSHIP OR EGO ZONE: It is widely accepted that needs within this zone are the most complex and are not as easily satisfied as either basic/survival or as safety/security needs. In this broad area, we find the following kinds of relationship needs that fulfill our own ego requirements. Examples of relationship needs include: --Need for a personal sense of importance. --Need for belonging and acceptance from others. --Need for achievement. --Need to be loved and cared for. --Sense of identity.

While all of these needs can vary in intensity among individuals, it is important to bear in mind that we all seek need-fulfillment in these areas. Furthermore, need-satisfaction in the relationship/ego zone is sought not only in the business world but in social situations as well. The extent to which an individual perceives need-fulfillment in this zone directly impacts upon his/her mental well-being and will ultimately have a corresponding impact upon job performance. Recognizing the perception factor can directly aid in the complex process of managing others in the workplace.

Our need level within each zone is heavily influenced by either external factors which directly impact us or by our own perception. We can convert this information for use in supervisory management in the following way. External stimuli are factors over which we have little or no control that impact upon our lives in the workplace. Conversely, one's own perception of the situation may be influenced by others (e.g., the supervisor at work), and hence should be thoroughly understood by all those who manage others in the work environment.

Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium

CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

---

Rethinking the CEO-Chairman Split

Traditionally, in American businesses, the same person occupies the role of chairman of the board and chief executive officer, though this is gradually shifting to the European... Read More

Executive Performance -- Whos to Blame for Incompetent Managers?

A recent article in the Wall Street Journal raised the question: Who's to blame for inept managers?The answer, of course, is the superiors who hire or promote... Read More

Make a Difference - Sweat the Small Stuff First

My background is in retail management - yes, running stores, from tiny ones you couldn't swing the proverbial cat around in, to huge three floor jobs. Yet... Read More

Management Apathy

I recently received a most interesting phone call.When I answered the phone, I immediately recognized the name of the company as one of the most visible distributors... Read More

Spirits in the Corporate Boardroom.......Oh, sure......

There is a growing movement in the spiritual and holistic fields to bring a more metaphysical and human potential approach to the business community. Holism... Read More

Communication: Managements Responsibility

I've just watched, again, an episode in the Back to the Floor television series, which aired on the BBC (United Kingdom) and PBS (United States). Once more,... Read More

Time Management Tips for Managers

Late last year I was presenting a workshop for the senior managers of a major organisation. Whilst doing a pre-workshop survey to assess the challenges these managers... Read More

The High Cost of Employee Turnover Among Project Managers

Imagine for a moment this scenario from a frustrated Senior Manager of a large pharmaceutical organization: "Our organization has experienced a large turnover among project managers in... Read More

Technology & Communication

A study a couple of years ago found that 63% of executives were making fewer business trips because of technology.Instead of a plane trip, face-to-face meetings and... Read More

Hire The Person, Not The Resume

"? [get] the right people on the bus, the right people in the right seats (and the wrong people off the bus) and then [figure] out where... Read More

Argue Your Way To Business Success

"Jack" (not his real name) is a vice president of a publicly traded company. Recently, Jack's stress and anxiety levels have been high enough to impact both... Read More

Work Life a Balancing Act

Australians are loosing their laidback, carefree reputation, as we continue to work longer hours, exercise less and neglect our leisure and family time.Recent research indicates that 67... Read More

The Idol-Makers

The end of the television season in May included the usual array of cliffhangers on shows like "Alias," the departure of Noah Wylie from "ER" and the... Read More

3 Keys to Being a Fearless Executive

In my work with business executives, I have come to the conclusion that most individuals in positions of influence got there accidentally. This may sound harsh to... Read More

One Simple Idea to Grow Your Business

Perhaps the most common theme I've heard in working with business owners or managers is that they rarely have time to plan for the future. They are... Read More

Creativity and Innovation Management ? Personality Testing

Whilst tests measuring the creative or innovative personality exist, there are a number of inherent flaws. Some are noted below:a) Whether a creative or innovative type exists... Read More

Are You Prepared for a Disaster?

Yesterday I look at my calendar and saw that my newsletter was on my calendar for today. I wondered what I would write about. By the end... Read More

Increasing the Return on Your Training Investment

Insightful leaders and organizations recognize that training is a valuable tool for personal and professional development and therefore set some sort of an annual training budget.Most everyone... Read More

How To Learn Great Management from Our Kids

Learning comes from many places. And one of the most wondrous opportunities is right in front of us. At dinner, at play and at bedtime, every evening.... Read More

When Change Is In the Wind...Heads Up!

In these days of takeovers and mergers, of downsizings and lean management, chances are that you are going to be caught in a job upheaval at least... Read More

Employee Turnover: Is It Eating Up Your Profits?

Keeping the cost of doing business down, yet providing a quality product or service, is one of the most critical components of success for today's leader. What... Read More

Taking Care of Middle Manager Bounce Off

How many times have the management consultants been 'in' and after leaving, have left little or no trace of their passing?Despite massive investment there is no discernable... Read More

Leadership: Stoking The Success Train

Everyone wants to succeed yet everyone has a different perception of what success means and what it will bring into their lives. It is a means of... Read More

Drafting an Employee Manual Sample Outline

One of the hardest things I had discovered running my company was drafting an Employee Manual. Also added to the stress was the fact that if you... Read More

Why Do Managers Create Low Morale? Or Does My Bum Look Big In This?

Why do managers create low morale as a product of their management and what can we do about it?The answer to the initial question is easy.We all... Read More

What Personal Assistants Really Want

What would happen if the personal assistants in your organisation were away for a week? How would it affect the running of your business or department? How... Read More