According to Maslow, everyone in society (except in some morbid cases) is steadfast and strong in themselves and generally has a high level of self-esteem and self-worth. Needs or wants an evaluation of. Maslow then separates these needs from the need for internal and external compensation. We say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essayThe first (internal) includes the needs of self-esteem, self-confidence, ability, ability, adequacy, achievement, independence and freedom (independence). The second (external) includes respect, reputation, recognition, acceptance, reputation, dignity, attention, status, control and reputation from others. People with sufficient self-esteem are more confident. Therefore, it is potentially produced. Meanwhile, it causes lack of self-esteem, feelings of inferiority, helplessness and even hopelessness and nervous behavior. This level of freedom or independence from need is the need for a sense of non-attachment suppressing the manifestation of the self. This request cannot be exchanged for packages of fried rice or money. Because these needs are satisfied. It is not uncommon for workers at the management level to decide to leave their jobs. What happens? Wouldn't his salary compensation satisfy him? It has been found that it is not always possible for money to motivate an individual's behavior within an organization. In all the indications listed, organizations that rely on the performance of their finance staff do not appear to be able to achieve the expected results. Of course, money is one of the powerful motivation tools, but its use should be tailored to the perceived value of each employee. Some individuals of the moment and condition may no longer perceive money as a stimulus to performance. Individuals at this level have more challenges to explore their potential and talent instead of money. It's no surprise that many CEOs suddenly resigned, believing that the company they work for had no further challenges. The desire to stand out or transcend more than others and the desire for competitiveness can be seen in the universal nature of human beings. With proper management, this need can lead to good organization. Unlike the needs of the lower layers, the above requirements are almost completely unmet. As part of a constructive approach, you can use participatory management programs and positive feedback to meet your reward needs. Autonomy and greater delegation of responsibilities to employees are proving effective in motivating better performance and performance. The success of the Mayo experiment demonstrates that monetary rewards are not as effective as psychological rewards. The problem is that many managers often forget to sincerely praise and recognize the achievements of their employees, but on the other hand do not reconsider criticizing the poor work of their subordinates. Leadership expert William Cohen said we don't waste great opportunities to recognize an organization's performance. Please note: this is just an example. Get a custom paper from our expert writers now. Get a Custom Essay In conclusion, mindfulness is one of the most powerful human motives. The famous psychologist BF Skinner added that to achieve maximum motivation it is necessary to praise an action as soon as possible after it has been considered good. Even Napoleon Bonaparte was surprised to see the power of cognition as a motive. Napoleon exclaimed upon hearing.