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How to Improve in Self-Actualization and Motivation

Please assist with 150 words response to each question.

1. As a manager, it can be difficult to encourage employees toward self-actualization while at the same time respond to pressures for high performance and production. What responsibilities (if any) do you think managers have to foster self-actualization in their employees as opposed to "getting the job done"? How can managers achieve a workable balance between these two "responsibilities"?

2. What are some of the characteristics of work itself that you find to be intrinsically motivating (e.g., variety, challenge, decision-making authority, pride of ownership, a sense of progress)?

Thanks

Solution Preview

1. As a manager, it can be difficult to encourage employees toward self-actualization while at the same time respond to pressures for high performance and production. What responsibilities (if any) do you think managers have to foster self-actualization in their employees as opposed to "getting the job done"? How can managers achieve a workable balance between these two "responsibilities"?

The answer, at best, can be quite complicated. Let's begin by first defining self-actualization.
According to Wikipedia, the free encyclopedia (www.wikipedia.org), self actualization (brought to prominence in Abraham Maslow's hierarchy of needs theory as the final level of psychological development), can be achieved when all basic and mental needs are fulfilled and the "actualization" of the full ...

Solution Summary

Managers hold special responsibilities in helping employees be the best they can be. However, the manager's influences can be limited. Find out what those limitations can be, as well as what employees can do to keep themselves motivated (personal example is given).

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