5.2 Conflict resolution and outcomes

 Author : Lutfi Mulyadi

In the case of a very high work demand in taking a day off that week, rescheduling the Laura’s day off in other weeks is better to accommodate supervisor Tara and clients’ work demands interest (Robbins and Judge, n.d) to keep the their trust. This high work demands actually prove that Laura is a very skillfully trusted and professional member of the company. If she refuse or avoid the request, she will lose the trust and even lost the future assigned tasks or projects. Moreover, Tara as her supervisor accommodate Laura by promising her to get a flex time, leave and of course rewards from her and the clients after successfully handing the demands. This conflict is functional since Laura and Tara are accommodating each other and the company’s performance improve as the high work demands are satisfied.

In their recorded profiles and presentation, one expert has very intensive work experiences on the concerned project. The other one has a very brilliant, innovative, and advance ideas on how to execute the project successfully. Therefore, in the case of a company having two strongly aggressive and very talented teammates who wants to show their competencies in a project presentation, collaborating (Robbins and Judge, n.d) their skills are the best ways to work and improve the project execution which means that the conflict is actually functional.          

Two groups of different fun and enjoyable concepts in a company picnic involving employees and all of their families can be a very interesting ways of relaxing to reduce tiring day by day jobs in the office. In this case, one group focusing on the concept of group activities can collaborate (Robbins and Judge, n.d) with the other one focusing on the personal participation within all people joining the picnic. One group can improve the programs of enjoyable competitions between the two groups and the other one can analyze and become evaluator or grader on the best performing individuals in all categories such as the most favorite participant, the most active one, the funniest one, the most diligent one, etc. this way of collaboration can improve the cooperativeness of the people in the picnic which means the conflict is really functional.          

In a case of two conflicting girls due to their disagreement on a wrong issue of love with a boy shared by one of them to the people and a mediator witnesses their conflicting talks. The best way of conflict resolution is doing a good communication with compromising. The mediator should try to find what really happens between them. She should find the facts between the spreading issues. After the mediator gets the clear facts, she should make the conflicting girls give up on their interests (Robbins and Judge, n.d). The sinful girl should ask forgiveness the slandered one in such a way that both of them can resolve their conflicts. If this can really happens, their conflicts will become functional relationships afterwards.

In the case of a married and working couple having two sons and the sick baby sitter. The mother should avoid (Robbins and Judge, n.d) this conflict. She should be a good mother by keeping the sons in home since mother’s love is the most needed one in the house. She should not let the mother’s position is taken over by the baby sitter. Moreover, in a healthy family life, the only one worker in the family should be the father. Otherwise, many kinds of family conflicts may be a reason for divorce. If the conflict is avoided, they can get functional family relationships. Otherwise, the conflict will endanger their relation and really dysfunctional.        

References

Robbins, S., & Judge, T. (n.d.). Essentials of Organizational Behavior, 14/e. Retrieved December 11, 2020, from https://learning.oreilly.com/library/view/essentials-of organizational/9780134523859/xhtml/fileP70010122300000000000000000023EB.xhtml

 

5.1 Conflict Process, Handling styles and situational reflection

UNIT 5: Organizational Conflict

 The conflict process consists of five stages (Robbins and Judge, n.d) :

Figure 1: Conflict process description (Robbins and Judge, n.d) 

Stage 1 Incompatibility or Potential Opposition

The first conflict stage is the conditional appearance. The conditions can be sources or causes creating chances for arising conflict. One of the conditions is required if the conflict is to surface even the conditions don’t need to directly lead to the conflict. In general, the conditions can be grouped into three categories: structure, personal variables, and communication. (Robbins and Judge, n.d).

The structural variables are group/community size, clarity of jurisdiction, level of expertise in the assigned tasks to group members, compatibility of member-goal, award system, dependence level between communities and leadership style. The larger the group and the more specialized activities become, the greater the possibility of conflict will be. Conflict and ownership are inversely related. This means that the longer a person stays with an organization, the less likely it is to have conflict. Therefore, when there is high turnover and for newer group members in the organization. The potential for conflict is the greatest (Robbins and Judge, n.d).

Communication is one of conflict sources. In the channel of communication, opposing forces arise from semantic difficulties, misinterpretation, and "noise".  These three factors, together with lack of information and jargon, can be obstacles of doing conversation and antecedent conditions for a conflict. The conflict potential tend to be inversely proportional with communication quantity. Over or less communication increases the potential for conflict. (Robbins and Judge, n.d).

Personal variables include values, personality and emotions. Values and preferential differences can induce increased conflict level. In some cases, more conflict of tasks exist when the levels of desired achievements were not well agreed by group members, more conflict of relationships exist when the level of interpersonal closeness were not well agreed by group members, etc. People who have personality traits of high disapproval, neuroticism, or self-monitoring tend to clash with others more frequently and react badly when conflicts occur. Emotions can cause conflict even when they are not directed at other people. For example, an angry employee who shows up for work because of a busy morning might bring that anger into the workday, which can result in a tense meeting. (Robbins and Judge, n.d)    

Stage 2 Personalization and cognition 

That a perceived conflict is a disagreement does not mean personalization. Perceived conflict is awareness of one or more parties of the conditional existence creating opportunities for arising conflict. When individuals become emotionally involved, it’s at the level of the felt conflict experiencing tension, anxiety, hostility, and frustration. (Robbins and Judge, n.d)     

Stage 3 Intension 

Intentions are given ways of actions based on decisions. Existing dimensions are cooperativeness (satisfying each other) and assertiveness (satisfying one party’s concern only). (Robbins and Judge, n.d)

     

Stage 4 Behavior 

Figure 2 : Conflict escalation diagram 

Behavioral conflict foundation at the lowest points are differing perception, opinion and misunderstanding. These three factors may induce bad moods, bickering, and strong possession. The overt attack of one’s party of the conflicting parties can say the worst breakup sentence in a relationship conflict. (Robbins and Judge, n.d)     

Stage 5 Outcomes 

Consequences are created from action and reaction of conflicting people. If the conflict boosts the organizational productivity, the outcomes are said to be functional. Otherwise, the conflict outcomes are dysfunctional.  (Robbins and Judge, n.d)     

Two of the most common handling styles are compromising and collaboration. Compromising is making shared solution or middle agreement. In this style, to agree on a larger issue, the conflicting people need to give up on certain things to get a solution even it is not perfect. Collaboration means working together to produce or create something. The wants and needs of each party are taken into account in such a way that everyone satisfies with a win- win solution. This style is used when preserving relationship between the conflicting people are vital and the solution induce significant impact. (Anonimous, 2020)   

Recently conflicting situation in my current small voting organization of my village leader election is mostly related to interdependence or task based conflicts (Staffing, 2020). The conflicts originally coming from disagreement arises as a result of interdependency of sending voter invitations. In my small group, we have 7 official members including me as a leader and two securities. Currently we are trying to distribute the voter invitations by assigning two persons each for three regions. The deadlines is after two days from now and a person can only distribute the letters after the other one finishes writing the voter names in every letter. In addition, everyone has own busy activities. Those two factors can hamper meeting the deadlines. My reaction to this conflict is that I have tried to show high degree of cooperativeness and solve the conflict by becoming a mediator for compromising the two conflicting persons on offering who is the writer and who is the sender. Finally this conflict is lovely solved with love and brotherhood.                    

References 

Robbins, S., & Judge, T. (n.d.). Essentials of Organizational Behavior, 14/e. Retrieved December 11, 2020, from https://learning.oreilly.com/library/view/essentials-of organizational/9780134523859/xhtml/fileP70010122300000000000000000023EB.xhtml

A. (2020). 5 Conflict Management Styles every Manager Must Know [2020]. Retrieved December 16, 2020, from https://www.valamis.com/hub/conflict-management-styles

Staffing, A. (2019, August 05). 6 Workplace Conflicts and How to Deal with Them. Retrieved December 16, 2020, from https://www.atlasstaffing.net/blog/6-common-workplace-conflicts-and-how-to-deal-with-them

4.3 Perceptional and Behavioral Communication in a village head election

Author : Lutfi Mulyadi

I am currently becoming a sub-village manager of voting organizers in my village head election. My superior who is the event chairman is my sport teacher and student council advisor when I was a leader of the council in the junior high school. As my superior, I know him as a very good teacher, motivator, mentor, advisor, and role model. So far, I have seen him diligently praying, working and never seen him lie. Of course, no body is perfect, but his behavior build my perception to him as a trusted superior. Moreover, his experiences on becoming a voting organizer almost always convince me to follow his guidance throughout the journey of the election. As a matter of fact, this event has general procedures made by higher authority which is the district governments. They made the election rules in detail. Consequently, all team member must hold this general election rules/laws with the result that I shouldn’t fully believe and trust all directions of my superior without understanding and verifying the legal documents (Ciamis, 2020).    

Doing the cross-check between the legal documentation of the election rules and my superior directions always requires good communication without noises and barriers (Young, 2016). The benefit of having no emotional distance each other is that all superior directions can be easily filtered and processed in agreement with the documents. Of course my superior always holds this written rules. In the journey, what really happens is keeping the tight rules on the track and making the flexible rules very well communicated, brain stormed and agreed together.         

In this event, we are a big community having seven sub - village organizers or middle to lower managements. My perception to my colleagues under my leadership is that they are really enthusiastic and always want to be involved in the work. Every time my superior send any information and direction via whatsap group, I always forward and discuss the new direction in my own group and my colleagues always put shares on the issues.

Trust is the most valuable asset of interpersonal and organizational life. Without trust, we can’t work as a team, we can’t give a person a duty on certain jobs or we can’t make a good profitable or developmental investments to improve capabilities of all members. To build or maintain the trust, honest and open minded communication are always strongly encouraged. From the starting point of jobs once we share the letter of invitation to all voters until the election time my perception to my team is that they are really cooperative. I don’t need to do micromanaging style in the process of sending invitation. However, the detail evaluation of the achieved target strongly needs my attention and I really want to evaluate it.    

In every election of my village head, there is a grapevine that possible conflicts especially in my sub-village always happen because this year we have three of five candidates who stays in our place. There also exist a stereotype (Lynn, 2020) that village people can be easily heated by any kinds of mistaken procedures of election or heated by winning or losing in the election. So far, the above grapevine (Diff, 2020) in the last campaign was always successfully controlled and managed by cooperative and collaborative works of organizers, the local government stack holder, police and security. In the election time which is after about a week from now, the grapevine may possibly show up and good team works of all responsible people hopefully can always overcome or reduce it.      

References

Lynn et all. (2020, September 10). Understanding stereotypes, prejudice and discrimination. Retrieved November 26, 2020, from https://kidshelpphone.ca/get-info/understanding-stereotypes-prejudice-and-discrimination/

Diff, W. (2020, October 22). Rumor vs Grapevine - What's the difference? Retrieved December 11, 2020, from https://wikidiff.com/rumor/grapevine

Ciamis, P. (2020). Lanjutan Tahapan Pemilihan Kepala Desa Serentak Tahun 2020 ... Retrieved December 11, 2020, from https://ciamiskab.go.id/2020/12/01/lanjutan-tahapan-pemilihan-kepala-desa-serentak-tahun-2020-dan-pemilihan-kepala-desa-antar-waktu-di-kabupaten-ciamis/

Young Entrepreneurs Forum. (2106, November 27). 10 barriers to effective communication [Video].

 

4.2 Improvement plan of a mailing company

Author : Lutfi Mulyadi 

The problem in the company is un-properly sorted and sequenced, delayed or wrongly delivered mail in consequence of the lack of communication between the upper and middle level stack holders and the floor managers. The related communication issue is that the staff of the floor management did not come to the meeting for planning. Therefore, details of the program were not clear for the employees. Information did not come to the maintenance workers resulted in the low quality of 93 % performance in the first quarter, declining in some weeks, complaining customers and lacking employee motivation.            

In this case, the bypassed communication channel is the chance of doing face to face talks between upper and floor managers in the process of developing the improvement plan, persistent negative ways of thinking the procedures for employee use, and a missed chance to share the problem and how to solve it together with the employee. (Engelstad, 2017)    

To implement the improvement plan, we need to make non-formal and brotherhood gathering within the organization to resolve and recommunicate the details of the program to make them clear about the job description for every worker. (Duval, 2020) made Further suggestion in the field for the working evaluation which can be listed as making identification on the behavior or performance of the employees who still need to be improved, evaluating the low performance employees and try to approach them in friendly manner and try to solve the mail problem together, discussing what should be done to improve the team motivation, determining the time to make evaluation together, and discussing the rewards and consequences for all members if the sorting, sequencing, delaying and delivering problems occur for a second time.

For effective implementation of the programs, we need to resolve or break the communication barriers (Young, 2016) especially attitudes of reducing emotional noises, design of structure having bad system of information, lack of supervision, and training for the employees within the mailing organization team members in such a way that the plans and procedure of the mailing processes are well discussed and brain stormed by all organization members. Well discussed programs involving everyone in the mailing company can make the programs clear for them and they will feel as if they are part of the corporate family. Maintenance worker joining the scheduled meeting will also feel reminded to run his duties together with all workers on improving the performance percentage by collecting performance-related data and calculating the percentage periodically in such a way that periodically improved percentage report on the company performance given to all customers and all company members can keep them satisfied and motivated.           

References

Engelstad, F. (2017). 7 Strategic Communication and Institutional Change. Institutional Change in the Public Sphere, 139-159. doi:10.1515/9783110546330-008

Duval, J. (2020). How to Develop a Performance Improvement Plan to Fuel Growth. Retrieved December 10, 2020, from https://www.fuseworkforce.com/blog/how-to-develop-a-performance-improvement-plan-to-fuel-employee-company-growth

Young Entrepreneurs Forum. (2106, November 27). 10 barriers to effective communication [Video]. Retrieved from

 

4.1 Communication channels

 UNIT 4: Organizational Communication

In general, there are three categories of communication channel in business: Oral, written and electronic or multimedia communication. Oral communication channels are based on regularly spoken words including one to one, personal and group presentation, lectures, speeches, conferences, video meetings, telephone, cell phone conferences. Some of the written communication channels are texts, letters, reports, spreadsheets, newsletter, documents, memos, e-mails, etc. Some of the electronic or multimedia communication channels are television channels, public and intranet webpages of some companies, interactive blogs, web-based communication media such as social medias (Twitter, Facebook, Instagram, etc) (Learning, n.d).

In terms of FMCG business (Fast moving consumer goods), there are traditional and modern communication channels. Traditional methods use door to door selling, television, radio, postal mail, and newspaper while modern methods of communication are social networks, blogs, banner, game advertising, search engine marketing, SMS and marketing, digital radio, ITV advertisement, viral, and e-mail. (Dad, 2012).

 

        In term of FMCG business, disadvantages of traditional channels of communication are not able to carry out all the requirements and needs of the marketers and customers (Menkeu, 2007). It’s also mentioned in a research by (Speck and alliot, 1997) that watching advertisements in a very interesting television program proves to be disliked. Another argumentation stated that getting information on the people just switching the channel and watching the advertisement in specific FMCG business is difficult (Menkeu, 2007). Advantages come in the modern communication such as in the e-mail whose characteristics are receiving, creating and sending messages in a very short time period, low cost of every message which is up to 0.01 $, quick response, high rate of response, and customizable due to the want and need of users (Davis, 2002). In general, the advantage of modern communication channels are more effective than the traditional ones. (Chaffey at all, 2019) mentioned that the highlighted benefits of the new method are (1) direct response and interaction of consumers and marketers are generated by online advertisements. (2) To increase the awareness of brand, online advertising is much more effective, (3) Effective in cost and saved time. (4) Based on the number of people liking, disliking or seeing that ad, the new method is possibly accountable. The worst disadvantage of the new communication channel is influencing power of consumers who can destroys brand images through the hate speech, bullying and other negative speeches in the blogs or their social networks (Menkeu, 2007).

        Technology really influences the way we communicate. We can meet and greet each other without meeting directly. Sometimes,  the communicators are in relax sitting in a chair or sleeping in a bed or watching movies while chatting with the other one sitting in an office, library, laboratory, or vice versa.  With technology, distance has no effect at all. Even if we are in different country, we can still communicate and even do online studies such as in this university of People. The only thing that matters is that the time of doing online classes can be difficult due to the time difference between all countries in the world.      

In my educational organization, the use of multimedia is very helpful. Online class using zoom or other platforms are very helpful in this pandemic situation. With the aid of indihome internet, laptop of the teachers, student’s Iphone, or personal computer, and the zoom application, all people in the educational process from governmental, private and educational facilitators and motivators can overcome daily jobs without fear of the covid19 attack.  

References

Learning, L. (n.d). Principles of Management. Retrieved from https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/channels-of-business-communication/

Dad, A. M. (2012). Interactive Communication Channels and Their Appropriateness for the FMCG Business. International Journal of Business and Social Science, 3, 242-257.

Menkeu, J. (2007). The UK Fast Moving Consumer Good (FMCG) Business J. VDM Verlag Dr. Muller E.K, Lightning Source Inc.

Speck, P. S., & Elliott, M. T. (1997). Predictors of Advertising Avoidance in Print and Broadcast Media. Journal of Advertising, 26(3), 61-76. doi:10.1080/00913367.1997.10673529

Davis, M. (2002). Introduction to E-mail Marketing. American marketing association.

Chaffey, D., Ellis-Chadwick, F., Mayer, R., and Johnson, K. (2009), ‘Internet marketing: strategy, Implementation and Practice’, 4^th edition. Pearson Education Ltd.

 

3.3 The Brief Explanation of Maslow Theory and Criticism In personal and organizational satisfaction of needs

 Author : Lutfi Mulyadi Surachman

 J. Finkelstein [CC BY-SA 3.0], via Wikimedia Commons

The physiological needs

Behavior of an organism behaves and is dominated by unsatisfied needs. The most basic or first level need is physiological. Two important concepts in the physiological needs are appetite and homeostasis – automatic effort of the body to conserve the normal condition of the blood flow (Maslow, 1958). Other points are breathing, sex, excretion, water and food (Finkelstein, 2006). For a dangerously and extremely hungry person, existing interest is only about food. For The person, food is hallucination, remembrance, imagination, the only emotion, perception and the only thing he wants (Maslow, 1958). A team/organization may not work on a project properly if there is lack of daily consumption.

Safety needs

In personal point of view, Infants, teenagers and adults really need safety. This is the second level need activated if the first level needs are satisfied. A person in daily life and as an employee in all organizations absolutely need safe working environment without fear of any kinds of harm (Kaur, 2013).   

Social needs

Social needs are the third level ones activated if the safety needs are satisfied. These are need of friendship, sexual intimacy, family (Finkelstein, 2006), affiliation, giving and getting love, people acceptance, etc. To satisfy this social needs, a person with all organization member should be involved in any kinds of hosted gathering and brotherhood events. (Kaur, 2013)

Esteem needs

The fourth level after social one is the esteem needs including self-esteem, achievement and confidence, respecting others, respected and approved by others (Finkelstein, 2006). Distinguished organizational members needs recognition for their achievements. A prestigious award will make them satisfy (Kaur, 2013).

The needs for self-actualization

Self-actualization need is the ultimate level of need in the Maslow hierarchy. This can only be active after all needs are satisfied. The needs include creativity, morality, problem solving, spontaneity, Acceptance of facts and lack of prejudice (Finkelstein, 2006). This need can also be expressed by the need to get ability to develop the fullest human potential. In an organization, human resources having self-actualization potentials are the best asset (Kaur, 2013) of an organization and really needs to get full satisfaction by giving them a special room and chance to be creative, and positive employees.

       

The Maslow’s theory criticisms  

Maslow's theory has not received much support regarding the specific ideas it proposes (Greenberg & Baron 2003, p195).  In general, Graham & Messner mentioned three significant criticisms to the theory of needs and other motivational content theory. (A). There are little empirical data supporting the conclusion, (B). Consideration that employees or people are basically the same, (C) They are more said to be job satisfaction theory than motivational theory. In Graham & Messner (2000, p 188), this view was supported by Nadler & Lawler (1979). Additionally, The criticism of Nadler & Lawler (1979) cited in Graham & Messner (2000,p.198) mentioned that in general, the built argumentations holds unrealistic assumptions concerning the employees that (a). All of them are identical, (b). All conditions are also similar and to meet the needs, there is only one best way. Basset-Jones & Lloyd (2004, p 961) was another criticism to the view. (Kaur, 2013)

Pyramidal examination on reflection of my current situation whether my current needs really motivate me or not    

In view of my current situation, the satisfied basic needs are appetite, homeostasis, breathing, excretion, water and food. Currently, I don’t have problems with hunger and thirsty. The only unsatisfied basic/physiological need for me is to have a sexual contact with a wife.  Theoretically, I should try finding easy ways to get married either with loving and rich girl or the others.  In addition to my already satisfied safety need, my unsatisfied need is that I am in process to find my true love with whom I can love each other unconditionally. This third level social need to have unconditional love is higher than the need to have a sexual activity in my situation. Of course, sexual intimacy with legitimate marriage partner will make us truly happy and psychologically healthy. My self-esteem comes up in the process of finding my true love which needs confidence and respecting each other, and helping each other. Finally, to overcome my unsatisfied social need, I have tried to keep in mind on my passion to always become a problem solver – one character of self-actualization which really motivates me on doing assignments in the University Of People Course of organizational behavior            

 

References

Kaur, A. (2013). Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, Volume 3(Number 10 ,), issn 2248-9878, Pp. 1061-1064.

Maslow, A. H. (1958). A Dynamic Theory of Human Motivation. In C. L. Stacey & M. DeMartino (Eds.), Understanding Human Motivation (p. 26–47), 26-47. doi:10.1037/11305-004

Finkelstein, J. (2006). Maslow's hierarchy of needs. Retrieved December 04, 2020, from https://commons.wikimedia.org/wiki/File:Maslow's_hierarchy_of_needs.svg

 

3.2 Maslow, Herzberg, and McClelland Theories of Motivation

Author: Lutfi Mulyadi Surachman 

Maslow hierarchy of needs follows the following order: Physiological, Safety, Social, Ego, and Self-actualization needs (Hamner and Organ, 1978). From these hierarchical needs, two major postulates which increase our understanding of motivation are as follows:

1.     Behavioral motivator is not a satisfied need

2.     In extent, the next higher level of necessity becomes the most influencing factor of action once the lower level of needs is satisfied (Hamner and Organ, 1978, 139)

Self-actualization was the ultimate category of need in the Maslow framework. This faith played a role as the fundamental aspect for the assumptions of Y viewpoint of the McGregor’s motivational theory based on self-control, self-direction, maturity and motivation (Mc Gregor 1960, 47-48).   

Hygiene Motivation Theory Of Herzberg is frequently named as the theory of two factor. The focus of this theory is on the motivational sources relevant to the work accomplishments (Hall and Williams 1986, 6), (Pardee, 1990). Herzberg’s conclusion which increase our understanding of motivation stated that dissatisfaction and satisfaction of jobs are products of two different factors: hygiene factors (dissatisfiers and satisfiers). Satisfiers are Acknowledgement, accomplishment, Responsibility, Work itself, Growth and Development while Dissatisfiers are Supervision, interpersonal relations, Status, Salary, Personal life, and Job Security (Mousner, Snyderman, and Herzberg, 1959, 59-83). The use of hygiene by means of medicine removing environmental social toxins (Duttweiler 1986, 371).

Need for achievement theory of McClelland

The need to achieve something necessitates to master ideas, objects and other people independently, and to improve self-esteem of someone by deliberate exercise of his/her talents (Walace, Goldstein and Nathan 1987,289), (Pardee, 1990). To increase our understanding of motivation, a set of factors reflecting a high need of achievement was developed by McClelland:

1.     Achievers love all situations which require their responsibility to solve problems.

2.     They tend achieve moderate target with calculated risks.

3.     They require real feedback their performance quality (McClelland and Johnson, 1984, 3)      

Comparison and contrasting influence on motivation of human in contemporary setting of work

Hersey showed existing relationship between the frameworks of Herzberg and Maslow

Figure 1: Hygiene theory of Herzberg and Maslow hierarchy relationship (Blanchard and Hersey 1982, 60)

The figure of Herzberg and Maslow relationship shows that part of self- esteem and total self-actualization are people motivators while total physiological, safety, social affiliation and part of self-esteem are the so called hygiene factors. In contemporary work setting, people movement and behavior in an organization always tends to get higher position or growth to improve ability to get the part of self-esteem and total self-actualization – the ultimate need. As a reaction to this action, social toxins may prohibit someone who wants to get this ultimate need. Then to balance his life, he / she needs hygiene factors which can neutralize the social toxins such as stressful and cruel works by having basic needs of physiological, safety and friendly affiliation.

McClelland and Herzberg relation can be analyzed based on the fact that strong achievers have tendency to achieve the self-esteem and self-actualization as motivators, and low achievers tend to be environmental oriented. (Hersey and Blanchard, 1982, 61).      

The theory having best application in my personal and developmental journey

In my personal experience, the Maslow hierarchy of needs strongly motivates me to behave. For instance, I have tendency to teach people with low income and high academic potentials to improve their ability to success in their exams for their dreamed university. Moreover, as a single teacher my heart evolve and tend to love a smart interesting beautiful student having the low income, and even want to marry her in the future to overcome his funding of study. This means that I really want to have a strong self-esteem.

In developmental journey, the need for achievement theory of McClelland strongly influence my characters especially my tendency on achieving graduate school degrees. As a STEM (Science, Technology, Engineering and Mathematics) lover, I always try to achieve everything by ways of scientists and engineers who always try to see everything by questioning what the problem is, how to solve it, and what the simple and smart solution are to be applied. Starting from my undergraduate degree to my master degree in Physics, I still want to achieve the next target of geophysical exploration studies in the PhD program for the benefit of myself, my family, and international humanity. I really hope to always keep in mind that I am a really strong achievers.    

References

Hamner, W. Clay, and D Morgan. (1978). Organizational Behavior An Applied Psychological Approach. Dallas: Business Publications.

McGregor, D., & Cutcher-Gershenfeld, J. E. (2008). The human side of enterprise. McGraw-Hill Professional.

Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland.

Duttweiler, P. (1986). Educational excellence and motivating teachers. Eric Journal the Clearinghouse.

McClelland, D., & W Jhonson, E. (1984). Learning to achieve. Glenview, Illinois: Scott, Foresman & Co.

Hersey, P., & Blanchard, K. (1982). Management Of Organizational Behavior Utilizing Human Resources. Englewood Cliffs, NJ : Prentice - Hall.