Maslow Theory Of Motivation

The State of Health Care in Ghana

Abraham Maslow (1943) was very right when he developed his Theory of Human Motivation. In the base of his pyramid, he put basic needs and thereafter safety and protection need including health). What happens if you don’t get the base of anything? In order to achieve anything superior, we need a good basis. What happens when you get sick in Ghana?

We need to restore our health care system. Some may argue that we already have a functioning system. Really? Do we see that? Well, I don’t. In hierarchical order, health care systems are divided into primary (Clinics, Polyclinics and District Hospitals), secondary (Regional Hospitals and General Teaching Hospitals) and Tertiary (Research Institutions and Specialized Medical Service Centre). Most of the people who need health care have to pass through Primary Health Care (PHC).

In our beloved country, how many and which of these structures do we see in our communities? Do they meet the needs of all of us? And besides, the few available, do they have the necessary equipment and staff to man them? Do we know have an idea of how many people die from RIDICULOUS causes such as malaria and child-birth? Did you know that most of the work of PHC is actually to prevent disease? If we nip our health problems in the bud through prevention, we save ourselves the agony, money and time.

Modernization of our health care system is very necessary. By this, I don’t mean we should by particle accelerators for the hospitals. It just means we should get them the things they use every day – for us! In our communities, we see a lot of cases of infectious diseases? How many hospitals can boast of microbiology labs? Any ways, do we know how many genetic related disorder we have in our system that could have been avoided through genetic counseling and other related technique at genetic labs? I guess we have one or a few that are all located in Accra. What about the tax payer in Tamale, or Takoradi or Ho? We need to create a computer network dedicated to our health system. It aids in information flow. The doctor in my village will be able to access the same information another one studies in Korle-Bu.

A Clinic in Wa can send epidemiologic data quickly to a disease management unit in MOH in Accra. And all health workers can access information, protocols, etc. quickly on by few clicks. Ask your doctor how many things he has forgotten so since he entered medical school.

We just held a census.

Herzberg's theory of motivation and Maslow's hierarchy of needs

Among various behavioral theories long generally believed and embraced by American business are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a theory about job factors that motivate employees. Maslow, a behavioral scientist and contemporary of Herzberg's, developed a theory about the rank and satisfaction of various human needs and how people pursue these needs. These theories are widely cited in the business literature. In the education profession, however, researchers in the '80s raised questions about the applicability of Maslow's and Herzberg's theories to elementary and secondary school teachers: Do educators, in fact, fit the profiles of the average business employee? That is, do teachers (1) respond to the same motivators that Herzberg associated with employees in profit-making businesses and (2) have the same needs patterns as those uncovered by Maslow in his studies of business employees? This digest first provides brief outlines of the Herzberg and Maslow theories. It then summarizes a study by members of the Tennessee Career Ladder Program (TCLP). This study found evidence that the teachers in the program do not match the behavior of people employed in business. Specifically, the findings disagree with Herzberg in relation the importance of money as a motivator and, with Maslow in regard to the position of esteem in a person's hierarchy of needs. Herzberg (1959) constructed a two-dimensional paradigm of factors affecting people's attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. In contrast, he determined from the data that the motivators were elements that enriched a person's job; he found five factors in particular that were strong determiners of job satisfaction: achievement, recognition, the work itself, responsibility, and advancement. These motivators (satisfiers) were associated with long-term positive effects in job performance while the hygiene factors (dissatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to its previous level.

Maslow's theory of motivation, a method for testing the constructs

Current theory and research in motivation

Maslow's ideas on motivation and human behavior have been so influential that they have ... The domestic and international prominence of Maslow's theory is ...

Essentials Of Management

HERZBERG'S MOTIVATION-HYGIENE THEORY Maslow's needs approach has been considerably modified by Frederick Herzberg and his associates.8 Their research ...

Essentials of Management

This section examines needs and motivation from three related perspectives. First, we describe the best-known theory of motivation, Maslow's need hierarchy ...

A reformulation of Maslow's theory of human motivation