[The correlation between Maslow's Hierarchy of Needs and employee motivation in China and the UK]

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ACKNOWLEDGEMENT

I, [type your name], would first like to express my gratitude for my research supervisor, colleagues, peers and family whose immense and constant support has been a source of continuous guidance and inspiration.

DECLARATION

I [type your full first names & surname here], declare that the following dissertation/thesis and its entire content has been an individual, unaided effort and has not been submitted or published before. Furthermore, it reflects my opinion and take on the topic and is does not represent the opinion of the University.

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ABSTRACT

One of the biggest changes in organisations in the 1990s has been the increasing emphasis on teams. Cross-functional teams, self-managed, integrated product, high-performance teams and the like have revolutionised the shape of the organisation chart and the way work gets done in many of the top-ranked companies in business today (Jackson, 2002, 71). Management has long known that building a cohesive, motivated team is a key step toward the ultimate accomplishment of team goals. It is to be seen whether the management is able to improve team performance by increasing the team's motivational level and can a behavioural theory based on individual motivation, such as Maslow's Hierarchy of Human Needs can be applied to a team environment or not? A validated team performance and motivational survey set out to answer these questions. The first chapter provides introduction to the topic, followed by literature review covered in the second chapter. The methodology is presented in the third chapter, while the results and findings of the study are included in the fourth chapter. The fifth chapter concludes the dissertation, providing useful recommendations for future research.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background of the Study1

Purpose of the Study2

Problem Statement2

Rationale of the Study2

Aim3

Objectives3

Hypothesis4

Significance of the Study4

Reliability and Validity5

Ethical Concerns5

CHAPTER 2: LITERATURE REVIEW7

Concept of Motivation7

Team Performance Levels and Measurement7

Maslow's Hierarchy of Needs8

Relationship between Team Performance and Maslow's Hierarchy of Needs Team Scores11

Model Development11

Relationship between Team Attributes and Team Performance12

Diversity Management12

Criticism of Maslow's Theory13

CHAPTER 3: METHODOLOGY15

Research Design15

Sample16

Instrument16

Questionnaire Design17

Operational Validation of the Test Instrument18

Criterion Validity18

Content Validity for Questionnaire19

Reliability of the Test Instrument20

Sensitivity of the Test Instrument21

CHAPTER 4: DATA ANALYSIS AND FINDINGS22

Data Analysis22

Data Reduction22

Data Analysis25

Support of Hypothesis46

CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS48

Summary48

Conclusion49

Recommendations50

Areas for Further Study51

REFERENCES53

APPENDIX A57

CHAPTER 1: INTRODUCTION

Background of the Study

The success of any organisation has become dependent upon the effectiveness of its management, coupled with the effectiveness of management styles utilised to motivate and enhance employee performance. Across organisations, corporate leaders are strategically placed in their designated positions to ensure that the business provides superior products or services for their targeted customer base (Wright, 2004, 55). Corporate leaders are one entity that gives surety to business success, and the workforce is another entity that assists businesses. Managers should motivate an already existing diversified workforce that can assure that the tasks are completed in a timely fashion to promote profitability and satisfy stakeholder interests. In 1943, Maslow published his motivational theory, which is known as Maslow's hierarchy of ...