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

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TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Background of the Study1

Purpose of the Study1

Problem Statement2

Rationale of the Study2

Aim2

Objectives2

Hypothesis3

Significance of the Study3

Reliability and Validity4

Ethical Considerations4

CHAPTER 2: LITERATURE REVIEW6

Concept of Motivation6

Maslow's Hierarchy of Needs6

Diversity Management8

CHAPTER 3: METHODOLOGY9

Research Design9

Sample9

Instrument10

Data Analysis10

Projected Time Table11

REFERENCES12

APPENDIX A: SAMPLE QUESTIONNAIRE14

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, he published his motivational theory, which is known as Maslow's hierarchy of needs. This theory, with some modification, is valid today in understanding human motivation and forms the basis of human motivation training (White, 2008, 29).



Purpose of the Study

The purpose of this study is to determine the relationship, if any, between a team's performance and its Maslow's Hierarchy of Human Needs level. Maslow's Hierarchy of Human Needs has different levels of motivation which are analogous to different levels of performance of diversified employees having British and Chinese origins.



Problem Statement

The current workforce is comprised of a diverse workforce including British, Chinese, Hispanics, and Indians; span that characterises four generations. To be effective, managers must recognise and respond to the multigenerational needs. Given these organisational dynamics, the most empowered managers will exceed the company's expectations in being able to motivate employees, regardless of their diversified racial and linguistic backgrounds.

Rationale of the Study

One of the biggest changes in organisations in the 1990s has been the increasing emphasis on diversification among employees. Diversified teams, self-managed, integrated product, high-performance individuals 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 (Weisbord, 2007, 89).

Aim

The major aim of this to highlight the importance and validity of Maslow's motivational theory in connection with the efforts aimed at motivating a diversified team of employees.

Objectives

The objectives of this particular study will be to:

Demonstrate the importance of diversity management within organisations

Apply Maslow's theory of motivation on diversified workplace with a particular emphasis on the role of hierarchy of needs.

Discuss the levels of motivation among British and Chinese employees, working at a British firm.

Correlate the influence of hierarchy of needs on the performance of employees in a diversified work environment.

Hypothesis

With respect to the requirements of the research the research hypothesis states the following.

H0: There is no relationship between team performance scores and Maslow's Hierarchy of Needs team scores.

H1: There is a positive relationship between team performance scores ...