Health is wealth !!

Continued...Since people’s goals are determined by their unique sets of circumstances, values, belief systems, family background, education, work experience, and personality styles, organisations need to understand these as well as their goals. For this, we have to return to the humanistic psychologists – including or perhaps especially, the much-maligned Maslow. He suggested that the needs at the bottom of the list were fundamental goals and that only about one per cent of the population would ever be self-actualising. Critical to Maslow’s ideas, and important to managers using his theory, is that no one stays at one level for a long time. One constantly strives to move up the hierarchy while, forces outside one’s control may try to push him/her down.

One of the most powerful things managers can do is ascertain where a person is located, to determine an effective motivator; in other words, to match horse with course. However, an organisation’s real goal is to help people obtain the skills and knowledge that will push them up the hierarchy permanently. People who have their basic needs met become much better workers. They are able to concentrate on fulfilling the leadership vision instead of worrying about making ends meet. Appealing as Maslow is, we should heed the words of Peter Drucker: “As a want (need) approaches satiety, its capacity to reward, and with it its power as an incentive diminishes fast.”

But of course, we cannot rule out that a person may be highly motivated to succeed but may not have the ability or role clarity to do so. These are important management issues to resolve. Read More...

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