Sofia University Module 3 Peer Evaluation This peer assignment is based on Module 2 Writing Assignment. Please exchange your Module 2 Writing Assignment wi

Sofia University Module 3 Peer Evaluation This peer assignment is based on Module 2 Writing Assignment. Please exchange your Module 2 Writing Assignment with your group members. Read your group member’s paper (should be 3 papers) and submit an initial post describing ideas that you like in your peer’s paper — please check with your group member to see if they prefer to have their name identified with their idea(s) or remain anonymous. (250 words) 1
Employee Motivation using Maslow’s Hierarchy of Needs Theory
The most important and most challenging duty of the management in an organization
effectively motivates employees with cross-cultural differences. Motivation is a psychological
process that transforms the mind towards persistence and excitements of voluntary actions aimed
at a particularly known objective. Managers should use a variety of techniques in keeping their
employees focused since motivation can be individualized. Understanding the psychological
process of motivating employees is a vital tool for managers in directing employees to the
achievement of common organizational goals. The need theory of Abraham Maslow suggests
that motivation revolves around five basic needs; self-actualization, safety, psychological, social
and esteem (Stoyanov, 2017). Maslow argues that these needs can stimulate internal pressure
that will determine individual behavior at work. These papers provide an insight into how
Maslow’s hierarchy of need theory can be applied by managers to fosters a co-existence between
an employee from collectivistic culture and another employee from an individualistic culture.
Psychological needs are needed for human survival in any set up for instance at the
workplace. Psychological need includes shelter, water, air, better salaries and rest (adequate
sleep). By maintaining inhabitable working conditions, moderated working time (hours or days)
and introduction of important breaks (lunch, shower or eat or drinks) a manager can meet the
employees’ psychological needs (Fallatah & Syed, 2018). Also, managers should make sure
employees are paid their monthly salaries on time. Besides, the amount of salary should be
standardized to cut across all employees. This is important in avoiding pay discrimination.
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Needs which provides an employee with a sense of wellbeing and confidence (security)
in a working environment are known as the safety needs. A manager can meet the safety needs of
insuring workers (workplace insurance), secure compensation (job security) and improved salary
scales. This should be done to all employees regardless of their dissimilar cultures (collectivistic
and individualistic). Additionally, a manager should account for social needs. The satisfaction of
this need will create a sense of belonging and acceptance among employees. Besides, depression
and isolation are what employees feel when their social needs are not adequately met. The
manager should be approachable to both parties (individualistic and collectivistic). Cordial
relationships, intimacy, and family are all aimed at fulfilling social needs. The manager can
realize social needs by fostering teamwork and developing ways of making employees know
each other (the things that can make someone happy or sad).
Motivation among employees from different cultures can be achieved by meeting the
Esteem need. This is the need for respect and self-esteem. Respecting oneself is more important
than the praises and awards we get from others (Armstrong, 2019). A manager should recognize
and award exceptional employees who execute their duties with esteem precision and accuracy.
Consistent employees should also be promoted to the most lucrative positions in the workplace.
The last motivational need according to Abraham Maslow is the self-actualization need. This
defines an individual’s desire and urges to attain his or her full potential. By providing
challenging tasks to employees, asking employees to engage in the decision-making process; a
manager can motivate employees in meeting their life goals. The mangers should also give
autonomy and flexibility to employees in their jobs.
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Reference
Fallatah, R. H. M., & Syed, J. (2018). A Critical Review of Maslow’s Hierarchy of Needs.
In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
Armstrong, K. (2019). Mastering Motivation. APS Observer, 32(7).
Stoyanov, S. (2017). A theory of human motivation. CRC Press.
MBA2002 Module 2 Written Assignment
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Module 2 Written Assignment
MBA 2002 Positive Psychology for Business
Han Ding
281033
Sofia University
MBA2002 Module 2 Written Assignment
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According to Abraham Maslow (1943), human needs is not an entire, but can be divided into
five layers and together they consist a pyramidal module, by the order from the bottom to the
top they are physiological, safety, love, esteem, and self-actualization, using Maslow’s
original words, they are “arranged in a hierarchy of prepotency” (pp.384).
Different people, due to different environment and situations they are live in, are pursuing the
fulfillment of different psychological needs. The most fundamental needs at the bottom and the
need for self-actualization and transcendence at the top. After the basic demands are realized,
people will focus their motivation on the needs of higher levels. This concept provides a clear
and useful framework for me to understand people’s assorted motivations and the path of
human’s psychology development. Also, it is significant for me to understand why people with
different experience and backgrounds will perform in a sharply different way when doing the
same thing.
In the workplace, especially in a diverse team, different employees may have different culture
background and live experience, which result in the differences in mindset and values. Some
employees may from a collectivistic culture while others are from an individualistic
culture. Therefore, it is important for the team managers to properly coordinate the differences,
help them build up mutual understanding and the most importantly, to adopt different
approaches to motivate these two groups.
In the first place, I will show full respect to these two different values, and help each side
understand why the other groups of people hold a different mindset by analyzing the roots of
these two values from multiple perspectives including culture, psychology and sociology, so
that they can build up mutual respect and will be able to put themselves into others’ shoes in
the future work to reduce the unnecessary communication cost and conflicts.
For the employees from collectivism culture are usually view themselves as members of a
certain team or group, they focus more on the greater good of the whole team and care less
MBA2002 Module 2 Written Assignment
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about their individual gains and achievements. In other words, these employees emphasize
cooperation, share responsibility, tend to make decision together and expect workers to act as
members of a cohesive group. This may help prevent conflicts while bringing more stability
and consistency to the team.
As it is mentioned in the additional reading material of Week 1, Mourkogiannis (2014) defines
purpose as a set of values and beliefs that defines an organization and inspires and motivates
its employees. Rather than organization and structure, ideas are what cause companies to go
from good to great. Purpose is the reason for which something is done or created or for which
something exists. It is crucial to a firm’s success. Therefore, I believe for the employees from
collectivism culture, having a common goal and the identification on the mission is important
to unite them as a powerful team and motivate them.
For the employees from the individualism culture, they tend to emphasize the effort and
contribution of individuals. According to Maslow (1943), after the fulfillment of basic needs,
people may peruse higher level of needs including esteem, and self-actualization. These people
tend to measure and evaluate the esteem, and self-actualization based on their personal ability
growth and achievements. Therefore, they usually prefer to work alone, make decisions on
their own and excel in their responsibilities. Also, these people often have strong willing to
express their own opinions and have their accomplishments acknowledged by superiors.
However, it should also be noted that, these people may have higher possibility to be impacted
by their personal moods and status. In the additional reading materials of Week 2, Glomb and
Bono (2015) mentioned, most people do not realize that positive experiences, even small ones
can provide valuable resources that can be used to reduce stress, including physical symptoms
such as headaches or muscle tension, thus help improve the working efficiency and
performance. As team manager, it is important to encourage this kind of employees, giving
enough recognition for their work and helping them to gain experience and grow fast thus they
MBA2002 Module 2 Written Assignment
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can realize the self-actualization and felt satisfied with their work. This will also further inspire
their creativity and passion to better serve the goal of the whole team and company.
Reference
Glomb, T. M., & Bono, J. E. (2015, September 4). The Powerful Effect of Noticing Good Things at
Work. Retrieved April 18, 2020, from https://store.hbr.org/product/the-powerful-effect-ofnoticing-good-things-at-work/H02BVH
Mourkogiannis, N. (2014). Purpose: The Starting Point of Great Companies. London: Palgrave
Macmillan.
Zu, L. (2019). Purpose-driven leadership for sustainable business: From the Perspective of Taoism.
International Journal of Corporate Social Responsibility, 4(1). doi: 10.1186/s40991-0190041-z
Written Assignment module 2
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Positive Psychology
Written Assignment Module 2
Gustavo Salazar
Sofia University
Written Assignment module 2
2
Written Assignment Module 2
Imagine you are a manager and you have two employees. One is from a collectivistic
culture and another is from an individualistic culture. Using Maslow’s hierarchy of needs,
describing how you would motivate your two employees to meet their different needs taking into
account their cultural differences. Be sure to cite at least two articles from those listed under
“Additional Readings and Media” on each module. You will need one article from Module 1
and another from Module 2 at a minimum.
If I were a manager of two employees with different cultures, one collectivistic and other
individualistic, I would make sure to understand as well as possible their differences to get the
best possible work out of them. The first step I should take is knowing why these 2 cultures are
different. The western society tends to have an individualistic culture that is characterized by
enjoying the present life, preferring independence and self-reliance. By contrast, collectivism,
seen more in Eastern countries, favors the group’s interest. They look for closeness to others in
that group and spiritual cultivation and transcendence of the present.
Knowing how their priorities are aligned, I will be extra careful in how I interact in day to day
work. When being all as a group, I will treat them both as equals with no preferences and
promote group activities like lunches or some other event each month at least to have a better
bond as a group to align with the collectivist. Furthermore, I will also have to consider how I
present the goals I set for them. For this, I will mandate every other month, to have personal
feedback meetings alone with each one of them. In these meetings, for the individualist, first try
to boost his self esteem telling him how good he/she is doing directly on his/her performance and
how they could be better and then show the group’s accumulative goals. For the collective, it will
be the other way around, first the group perspective and then about their work. For this feedback
meeting to work and taking into consideration what it is mentioned in the article The Powerful
Written Assignment module 2
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Effect of Noticing Good Things at Work, all 3 should keep a personal journal about the good
things that happened each day or week.
Also, making sure they both have a clear career path in the company and how they can keep
growing with paid courses to reach next position requirements or have monetary incentives over
their own personal goals. For example, if one wants to study an MBA, try to have the company
pay for part of it or pay if they are in the top 3 of their class.
The ideal thing will be making long term plans for them to stay in the company, make them feel
they have a secure place to work and where they can keep growing professionally and
personally. Boosting the feeling of belonging, cognitive and safety needs according to Maslow’s
pyramid with all the mentioned actions above.
Being introspective about this subject, I consider myself an individualist in a work environment
but completely understand the importance of the well being of the group against the individual. I
also see the importance for a company to have their employees pushing into a single goal instead
of each one having their own priorities. In spite of being raised in Peru, not in the US where
there is definitely an individualist culture, I believe that most of Latin American countries are
also heavily influenced by this culture. This can easily be seen in the political corruption in most
of these countries, were many authorities only care about their own pockets and not the people
without any shame, it is just the way things work there for decades now.
Written Assignment module 2
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References
Zu, L. (2019). Purpose-driven leadership for sustainable business: From the Perspective of
Taoism. International Journal of Corporate Social Responsibility, 4(1). doi: 10.1186/s40991-0190041-z
Bono, J. E., & Glomb, T. M. (2015, December 28). The Powerful Effect of Noticing Good
Things at Work. Retrieved from https://hbr.org/2015/09/the-powerful-effect-of-noticing-goodthings-at-work

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