write the “Method Section” of your Project dealing with Maslow’s Hierarchy of Needs theory (attached is the original paper with research questions).

 Method Section (5-6 pages)

For Week 8, you write the “Method Section” of your Project dealing with Maslow’s Hierarchy of Needs theory (attached is the original paper with research questions). Consider research methodologies and designs appropriate to solve your research problem. Then decide which research paradigm, i.e., qualitative, quantitative, or mixed methodology, you plan to use in your study. In addition, describe your strategies for data collection and analysis. Below are key areas you need to address to complete the Methods Section. (Attached is a more depth explanation: READ ATTACHMENT PLEASE)

  • Participants (1 pages): 
  • Procedures (1 pages): Procedures For Recruitment, Participation, and Data Collection (students      collecting their own data)
  • Measures/Instrumentation (2 pages): Instrumentation and      Operationalization of Constructs 
  • Data Analysis Plan (1 pages)

Following the APA format and the Final Project Template, prepare the “Method Section” that describes the methodology used to test your hypotheses. This should include (a) participants, (b) procedures, (c) measures and/or instruments, and (d) data analysis plan.

Running head: PROBLEM STATEMENT AND RESEARCH QUESTIONS 0

Problem Statement and Research Questions

Professor’s Name:

Student’s Name:

Institution:

Course Title:

Date:

Problem Statement and Research Questions

Problem Statement

This research paper aims at demonstrating how the Maslow hierarchy of needs increase employees motivation, promote job satisfaction, and improve the performance of workforce. The theory identifies five distinct levels of needs which inspire employees to work. In this theory, Maslow redefine human resource management by developing a comprehensive framework of understandings each employee need. People work for various reasons and would be motivated based on the desire to achieve certain ends. Thus, Maslow defines those ends and categorizing them into distinctive classes.

Work is a means to achieve various ends desired by people. The income generated by work act a source of livelihood to many families. Meeting one needs attracts the desire to satisfy others. For instance, psychological and security needs forms the categories referred to as basic needs in life. Thus, this became the primary tool used by employers to motivate employees therefore, fulfilling these needs attracts the need to move higher in the ladder. A study conducted to understand how the working conditions affect employees motivation found that; the conditions of the working operation of the employees, the training that the employees were exposed to as well as the personal development of the employees represents the most essential factors (Wofford, 1971).

Therefore, understanding the approach to human resource management would help employers to enhance job satisfaction. People are motivated to work to meet specific needs in life. However, the theory demonstrates that needs changes over time. Therefore, this research study would help employers may integrate other motivational factors to enhance performance (Taormina & Gao, 2013). Therefore, the findings of this research paper would help the human resource managers to develop a framework to develop strategies that enhance motivation and inspire work.

Purpose statement

The purpose of this study is to identify the factors that motivate and inspire employee’s performance using the Maslow hierarchy of needs theory. People derive the energy to work from different inspirations thus, becoming an essential framework of influencing workers performance.

The research study would adopt a mixed approach by incorporating qualitative and quantitative studies to explain different concepts and answer research questions. This approach intents to describe the factors that inspire explore the numerous motivational factors and describes how they affect performance (McLaughlin & Butler, 1973). The information would help in developing strategies that could help increase motivation.

Research Questions

  1. What factors increase the employee’s motivation to work and perform their duty?
  2. How does the Maslow hierarchy of needs theory affect the employee’s inspiration to work?
  3. What is the impact of employee’s motivation on the productivity of the organization?
  4. How does employee’s satisfaction affect job satisfaction in an organization?
  5. How does the Maslow theory affect the way organization motivate and inspire employees to work and accomplish their tasks?

The rating of employees represents the most important constructs measured. The independent variable includes all the factors like recognition, training, and enhancing personal development. The customer rating represents the dependent variable because they depend on the approaches used to create inspiration to perform. Besides, employees rating about job satisfaction represent the other dependent variable. Motivation is a subjective factor and dependent on an individual worker. Maslow theory identifies the human dynamic nature and therefore recommends human resource managers to understand the needs of an individual as opposed to collective needs (Cao, Jiang, Oh, Li, Liao, & Chen, 2013).

Hypothesis: Motivational strategies based on the guidelines of the Maslow hierarchy of needs theory enhance performance and leads to job satisfaction.

References

Cao, H., Jiang, J., Oh, L. B., Li, H., Liao, X., & Chen, Z. (2013). A Maslow’s hierarchy of needs analysis of social networking services continuance. Journal of Service Management24(2), 170-190.

McLaughlin, G. W., & Butler, R. P. (1973). Perceived importance of various job characteristics by West Point graduates. Personnel Psychology26(3), 351–358. https://doi-org.ezp.waldenulibrary.org/10.1111/j.1744-6570.1973.tb01142.x

Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American Journal of Psychology126(2), 155–177. https://doi-org.ezp.waldenulibrary.org/10.5406/amerjpsyc.126.2.0155

Wofford, J. C. (1971). The motivational bases of job satisfaction and job performance. Personnel Psychology24(3), 501–518. https://doi-org.ezp.waldenulibrary.org/10.1111/j.1744-6570.1971.tb00373.x

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