Using one motivation theory discuss how you would ensure that the

theory is implemented in the working environment how would

improvements be made in employment to effect greater motivation.

Motivation theory by Abraham Maslow

Maslows theory of motivation was among the first models introduced

that explained the impetus for our actions in terms of human needs. The
concept shaped the future of humanistic psychology, which focuses on
personal strengths, not just pathology.
Maslows theory has influenced the way we approach business,
education, parenting, and relationships. His hierarchy of needs offers a
blueprint for understanding the people around you.
The following overview provides background on the theory and tips for
using these principles to motivate yourself and others.
Maslows Hierarchy of Needs
Abraham Maslow developed a model of motivation based on needs,
organized from the most basic physiological requirements, through
emotional needs, and culminating in the need to develop ones innate
potential.
The model is often depicted as a pyramid, with the baser needs at the
bottom and the aesthetic needs at the peak. Maslows theory says our
survival needs must be satisfied first. Only then are we motivated to fill
our higher level needs.
Maslow included five sets of goals, or basic needs, in his hierarchy.
They are physiological needs, safety needs, love needs, esteem needs,
and the need for self-actualization.

Physiological Needs
Prior to Maslows model, psychologists focused on biology to
understand the drives behind our behavior.
Maslow acknowledged that satisfying our physiological needs was of
primary importance. We require oxygen, water, nourishment, and sleep
to survive. Other physiological drives, such as sexual desire and the urge
to procreate and nurture our young are also included.
Consider the power of hunger, for example. When we are hungry, we
find ourselves preoccupied with thoughts of food. The greater the
hunger, the less ability we have to focus on anything else. Once the
hunger is satisfied, we no longer think about food, because the need has
been met.
Safety Needs
Our survival depends as much on remaining free from harm as it does on
food and water. The need for safety goes beyond the physical. A sense of
security is also required. Uncertainty about the stability of your job, for
example, erodes your sense of security.
Love Needs
Humans are social creatures. We crave connection with others to varying
degrees. Once our survival needs are met, we become aware of the need
for love, affection, and belongingness.
In the absence of friends, we feel the need as loneliness. We long for a
partner and perhaps children. We strive for acceptance among the groups
we value, at work and in the community. Maslow points out that the love
need requires both giving and receiving in order to be fulfilled.
Esteem Needs
Maslows theory identifies two themes related to esteem needs.
First, we require a healthy degree of confidence and self-esteem. This
means having a realistic regard for our abilities and achievements,
knowing we have the skill or the capacity to acquire it to
successfully handle events in life.
Second, we desire respect and recognition from others, again based on a
realistic assessment of our accomplishments and character.
As these needs are met, we are strengthened and motivated to move
forward, toward greater levels of accomplishment, personal
development, and well-being.
Parenting and teaching resources make this a central theme. Knowing
that others believe in her ability motivates the student to work hard at
developing her skills, and helps build her self-confidence.
The Need for Self-Actualization
The process of becoming everything you are capable of being is called
self-actualization. Maslow believed that what we can be, we must be. To
stifle ourselves in doing what we are best suited for leads to discontent
and restlessness, and a basic dissatisfaction in ones life.
These potentialities, as Maslow called them, often lean toward the
creative. Musicians, artists, writers, and dancers, for example, are
engaged in self-actualization.
However, potential can take other forms as well, such as athletic ability,
mathematical aptitude, strong interpersonal skills, or a gift for working
with nature.
In some people, the drive toward self-actualization takes other forms.
Any aspect of personal development and learning can be viewed as part
of the process. Actualizing your potential is a kind of individual
evolution.
At the end of the journey, you are enriched, and thus have a depth and
breadth of experience and understanding to offer back to the world.
Putting the Hierarchy to Work
The value of Maslows theory lies in how easily it can be applied to your
interactions with others. Understanding motivation can enable you to
strengthen your relationships, work more effectively with business
associates, become a more capable parent, and facilitate positive change
in any group.

Meeting Physiological Needs

Arrange for refreshments when organizing meetings. The work

will be more productive if participants are not thinking about the
breakfast they missed or craving a cool glass of water.
 Postpone important discussions with your spouse until after dinner,
or after a good nights sleep.

Avoid making late evening phone calls to round up volunteers for

your church or school committee. People are more charitable with
their time and resources when they feel refreshed and energetic.

Hungry, tired children tend to be uncooperative. Plan important

events during times when the family is fed and well rested.

Meeting Safety Needs

Help your child adjust to new people and situations by reinforcing

his sense of security. The unknown can be frightening. Your
reassurance will help him feel safe and bolster his confidence.

Approach conflict with a positive attitude. Others are less likely to

become defensive when they do not feel threatened, allowing a
productive discussion to take place.

Acknowledge the unease you may experience when facing job

transitions or financial reversals. Maslows theory implies the
importance of taking steps to stay grounded and marshal your
coping resources.
Fearing for your security creates stress that will affect your health
and effectiveness unless you strengthen your defenses.
Meeting Love Needs

Maintain connections with friends, no matter how hectic life

becomes. Even brief visits or telephone conversations have a
positive effect on mood, stress, and self-esteem. Remind yourself
that you are valued by your cohorts.

Build a stronger team by encouraging friendships in the workplace.

Studies show that workers are more productive and more invested
in their performance when they feel they are welcome and
necessary to the group.

Say I love you to someone every day. Welcome hugs and signs
of affection. Keep the channel open to nurture and be nurtured by
those around you.

Motivate your child to develop intellectually and socially by

focusing on his strengths. By pointing out past successes, you will
help your child see himself as a capable individual.

Make a practice of catching your spouse doing something right.

Noticing his positive contributions encourages more involvement
and lets him know you hold him in high regard.

Honestly evaluate your strengths and accomplishments. Self-

respect comes from a realistic sense of being the best you can be.
 Resolve to make improvements, but dont let negativity detract
from the value of your strengths.

Meeting the Need for Self-Actualization

Provide your children with opportunities to explore their interests

and develop their talents. Deep contentment comes from doing
what one is best suited to do.

Encourage employees to engage in personal development, even if

it is unrelated to work. Maslows theory suggests that the growth
that occurs in any area will generalize to all other areas of a
persons life.

Take time on a regular basis to read, study, or participate in a new

skill or area of interest.

What is PESTLE Analysis

What is PESTLE Analysis? PESTLE analysis, which is sometimes

referred as PEST analysis, is a concept in marketing principles.
Moreover, this concept is used as a tool by companies to track the
environment theyre operating in or are planning to launch a new
project/product/service etc.
PESTLE is a mnemonic which in its expanded form denotes P for
Political, E for Economic, S for Social, T for Technological, L for Legal
and E for Environmental. It gives a birds eye view of the whole
environment from many different angles that one wants to check and
keep a track of while contemplating on a certain idea/plan.

The framework has undergone certain alterations, as gurus of Marketing

have added certain things like an E for Ethics to instill the element of
demographics while utilizing the framework while researching the
market.

There are certain questions that one needs to ask while conducting this
analysis, which give them an idea of what things to keep in mind. They
are:

What is the political situation of the country and how can it affect
the industry?

What are the prevalent economic factors?

How much importance does culture has in the market and what are
its determinants?

What technological innovations are likely to pop up and affect the

market structure?
 Are there any current legislations that regulate the industry or can
there be any change in the legislations for the industry?

What are the environmental concerns for the industry?

All the aspects of this technique are crucial for any industry a business
might be in. More than just understanding the market, this framework
represents one of the vertebras of the backbone of strategic management
that not only defines what a company should do, but also accounts for an
organizations goals and the strategies stringed to them.

It may be so, that the importance of each of the factors may be different
to different kinds of industries, but it is imperative to any strategy a
company wants to develop that they conduct the PESTLE analysis as it
forms a much more comprehensive version of the SWOT analysis.

It is very critical for one to understand the complete depth of each of the
letters of the PESTLE. It is as below:

1. Political: These factors determine the extent to which a

government may influence the economy or a certain industry. [For
example] a government may impose a new tax or duty due to
which entire revenue generating structures of organizations might
change. Political factors include tax policies, Fiscal policy, trade
tariffs etc. that a government may levy around the fiscal year and it
 may affect the business environment (economic environment) to a
great extent.

2. Economic: These factors are determinants of an economys

performance that directly impacts a company and have resonating
long term effects. [For example] a rise in the inflation rate of any
economy would affect the way companies price their products and
services. Adding to that, it would affect the purchasing power of a
consumer and change demand/supply models for that economy.
Economic factors include inflation rate, interest rates, foreign
exchange rates, economic growth patterns etc. It also accounts for
the FDI (foreign direct investment) depending on certain specific
industries whore undergoing this analysis.

3. Social: These factors scrutinize the social environment of the

market, and gauge determinants like cultural trends, demographics,
population analytics etc. An example for this can be buying trends
for Western countries like the US where there is high demand
during the Holiday season.

4. Technological: These factors pertain to innovations in technology

that may affect the operations of the industry and the market
favorably or unfavorably. This refers to automation, research and
development and the amount of technological awareness that a
market possesses.
 5. Legal: These factors have both external and internal sides. There
are certain laws that affect the business environment in a certain
country while there are certain policies that companies maintain
for themselves. Legal analysis takes into account both of these
angles and then charts out the strategies in light of these
legislations. For example, consumer laws, safety standards, labor
laws etc.

6. Environmental: These factors include all those that influence or

are determined by the surrounding environment. This aspect of the
PESTLE is crucial for certain industries particularly for example
tourism, farming, agriculture etc. Factors of a business
environmental analysis include but are not limited to climate,
weather, geographical location, global changes in climate,
environmental offsets etc.

What is PESTLE Analysis?

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What is PESTLE Analysis? A Tool for Business Analysis

What is PESTLE Analysis? PESTLE analysis, which is sometimes

referred as PEST analysis, is a concept in marketing principles.
Moreover, this concept is used as a tool by companies to track the
environment theyre operating in or are planning to launch a new
project/product/service etc.

PESTLE is a mnemonic which in its expanded form denotes P for

Political, E for Economic, S for Social, T for Technological, L for Legal
and E for Environmental. It gives a birds eye view of the whole
environment from many different angles that one wants to check and
keep a track of while contemplating on a certain idea/plan.

The framework has undergone certain alterations, as gurus of Marketing

have added certain things like an E for Ethics to instill the element of
demographics while utilizing the framework while researching the
market.

There are certain questions that one needs to ask while conducting this
analysis, which give them an idea of what things to keep in mind. They
are:

What is the political situation of the country and how can it affect
the industry?
 What are the prevalent economic factors?

How much importance does culture has in the market and what are
its determinants?

What technological innovations are likely to pop up and affect the

market structure?

Are there any current legislations that regulate the industry or can
there be any change in the legislations for the industry?

What are the environmental concerns for the industry?

All the aspects of this technique are crucial for any industry a business
might be in. More than just understanding the market, this framework
represents one of the vertebras of the backbone of strategic management
that not only defines what a company should do, but also accounts for an
organizations goals and the strategies stringed to them.

It may be so, that the importance of each of the factors may be different
to different kinds of industries, but it is imperative to any strategy a
company wants to develop that they conduct the PESTLE analysis as it
forms a much more comprehensive version of the SWOT analysis.

It is very critical for one to understand the complete depth of each of the
letters of the PESTLE. It is as below:
1. Political: These factors determine the extent to which a
government may influence the economy or a certain industry. [For
example] a government may impose a new tax or duty due to
which entire revenue generating structures of organizations might
change. Political factors include tax policies, Fiscal policy, trade
tariffs etc. that a government may levy around the fiscal year and it
may affect the business environment (economic environment) to a
great extent.

2. Economic: These factors are determinants of an economys

performance that directly impacts a company and have resonating
long term effects. [For example] a rise in the inflation rate of any
economy would affect the way companies price their products and
services. Adding to that, it would affect the purchasing power of a
consumer and change demand/supply models for that economy.
Economic factors include inflation rate, interest rates, foreign
exchange rates, economic growth patterns etc. It also accounts for
the FDI (foreign direct investment) depending on certain specific
industries whore undergoing this analysis.

3. Social: These factors scrutinize the social environment of the

market, and gauge determinants like cultural trends, demographics,
population analytics etc. An example for this can be buying trends
 for Western countries like the US where there is high demand
during the Holiday season.

4. Technological: These factors pertain to innovations in technology

that may affect the operations of the industry and the market
favorably or unfavorably. This refers to automation, research and
development and the amount of technological awareness that a
market possesses.

5. Legal: These factors have both external and internal sides. There
are certain laws that affect the business environment in a certain
country while there are certain policies that companies maintain
for themselves. Legal analysis takes into account both of these
angles and then charts out the strategies in light of these
legislations. For example, consumer laws, safety standards, labor
laws etc.

6. Environmental: These factors include all those that influence or

are determined by the surrounding environment. This aspect of the
PESTLE is crucial for certain industries particularly for example
tourism, farming, agriculture etc. Factors of a business
environmental analysis include but are not limited to climate,
weather, geographical location, global changes in climate,
environmental offsets etc.
Internal Factors to Consider in Human Resource Planning

Internal workforce management factors include responses to market

conditions.

How you staff your organization and mange your workers takes into
account internal factors you can control, such as scheduling and training,
and external factors you cant, such as the unemployment rate and
changes in the marketplace. Keeping track of internal influences on your
employee management needs helps you maintain the most effective
staffing levels and maximize productivity.

Organizational Structure

If you havent reviewed your organizational structure lately or have

never created a comprehensive organization chart, consider doing so.
The key to maximizing the effectiveness of your human resources
function starts with determining your optimal staffing needs. Create an
org chart, ranking each position and clearly delineating who works for
whom. Write a job description for each position to determine if every
task you need performed has been assigned. Dont be afraid to include
positions for which you dont have employees or to leave out staff
members who dont fit into your optimal organization chart. Once you
see these holes or redundancies, you can better plan how to address
them.

Budget

An obvious internal factor to consider when looking at your staff

planning is your budget. Some positions are demand-sensitive, such as
those in production, warehousing, customer service and shipping. Youll
get the money to fill those positions from increased revenues. Other
positions that dont generate revenue but still bring value require you to
find the money for those positions. To stretch your staffing budget, offer
a smaller base pay. Add voluntary benefits that cost you nothing, can
reduce your payroll taxes and offer your employees attractive, low-cost
benefits they can pay for or fund, such as health insurance, a 401(k)
account or a flexible spending account.

Skill Levels

As your company grows, you might have additional administrative or

operational needs that cant be fulfilled by your current workers. Instead
of hiring contractors or additional employees, consider offering staff
training. Add employee development to your human resources planning,
including on-site training, tuition reimbursement and sending workers to
seminars and workshops.

Productivity
To get the most out of your workers, create the most positive workplace
possible. Offer clear job descriptions and annual reviews, a wellness
program, morale-building activities such as contests or outings, an
employee newsletter and frequent communications about individual,
departmental or company successes.

Compliance

Work with your insurance company, local fire department, a security

professional and an employment expert to make sure you cover your
legal requirements as they apply to your workers. This includes
following state and federal labor laws and regulations, creating a safe
and secure office space, store, plant or warehouse, instituting and
enforcing company policies and procedures and paying all required taxes
and insurance.

External & Internal Environmental Factors Influencing HR

Activities

A successful human resources strategy complements a company's

mission and goals -- so what works for an industry giant won't
necessarily be suitable for your small business. The factors influencing
HR activities aren't static: To maximize recruitment and retention, and to
minimize employee issues, small business managers must continually
monitor internal and external environmental factors and adjust HR
strategy accordingly. To do that, it's important to know what the internal
and external factors can consist of.

Competition

The extent of competition in your industry affects your company's

ability to recruit qualified workers. Industry giants find that candidates
seek them out. There is no need to spend money advertising each
recruitment in such a case, because candidates will visit the company
website of their own accord. Small businesses typically don't have the
same branding power or company reputation, though, and need to
actively seek qualified candidates for critical positions. In such a
scenario, a human resources department will need to focus on
developing recruitment materials and attending job fairs to promote the
company and attract applicants. Similarly, HR should develop programs
and incentives to retain key employees.

Compensation

Labor supply drives the amount of compensation a business must offer

to attract employees. In an oversaturated market, when unemployment is
high and many more qualified candidates exist than job opportunities,
the amount of compensation you must provide is less than when a
shortage of candidates exists and you are competing against multiple
other companies to recruit employees. HR must continually evaluate the
compensation structure by conducting industry- and location-specific
salary surveys to ensure wages remain competitive enough to attract and
retain key staff members but low enough that the business remains
financially competitive. HR must also ensure that the internal
compensation structure is fair -- for example, experienced workers with
specialized qualifications should earn more than recent college graduates
performing the same tasks.

Legislation

Legislation impacts all HR activities. Federal and state legislation

typically dictate how long a business must retain personnel records and
other employee data, what can be stored, and how. For example, the
Health Insurance Portability and Accountability Act, Americans with
Disabilities Act and the Genetic Information Nondiscrimination Act all
place obligations on employers to safeguard the confidentiality of
employee medical information and to make sure company managers
operate within the confines of law. HR professionals must stay abreast of
legislation and train managers on their responsibilities.

Employee Relations

Internal policies and procedures impact HR activities. For example, if

the company is committed to promoting from within, HR must ensure
employees receive appropriate training and development to be ready for
promotion when the time comes. HR should monitor the number of
employees eligible for retirement and ensure potential replacements or
other staff members are trained to avoid a sudden departure of business
knowledge. If the company is unionized, HR must engage in collective
bargaining with the union on matters of representation. External
influences, political factors and organizational culture all influence the
amount of grievances and complaints HR must respond to.

Elements of a teamwork

1. Trust they trust one another

2. Healthy conflict they engage in unfiltered conflict around ideas.

3. Commitment they commit to decisions and plans of action.

4. Accountability they hold one another accountable for delivering

against those plans

5. Results focus - they focus on the achievement of collective results

Trust is the foundation element because it is only with trust that team
conflict can be possible. Teams become dysfunctional when they are
unable to productively deal with conflict and all meaningful
relationships require productive conflict for them to grow.

When teams engage in productive conflict they can confidently commit

to decisions. This is where real commitment to team goals happens.
Without team commitment you cannot have accountability. If the team is
to be accountable, everyone must have a clear understanding of what is
expected of them.

When teams are not held accountable they tend to look out for their own
interests, rather than the interests of the team. A healthy team places
team results as the most important goal of all. When all team members
place the teams results first the team becomes results orientated.

I quite like this model as it is really simple and from my experiences

with investing, work and life is a pretty accurate summary of what needs
to be present in any team dynamic to ensure effective team work and
ultimate success.

SUCCESSION PLANNING

Succession planning is a process for identifying and developing internal

people with the potential to fill key business leadership positions in the
company. Succession planning increases the availability of experienced
and capable employees that are prepared to assume these roles as they
become available. Taken narrowly, "replacement planning" for key roles
is the heart of succession planning. Effective succession or talent-pool
management concerns itself with building a series of feeder groups up
and down the entire leadership pipeline or progression.
Research indicates that clear objectives are critical to establishing
effective succession planning. These objectives tend to be core to many
or most companies that have well-established practices:

Identify those with the potential to assume greater responsibility in

the organization

Provide critical development experiences to those that can move

into key roles

Engage the leadership in supporting the development of high-

potential leaders

Build a data base that can be used to make better staffing decisions
for key jobs

In other companies these additional objectives may be embedded in the

succession process:

Improve employee commitment and retention

Meet the career development expectations of existing employees

Counter the increasing difficulty and costs of recruiting employees

externally