https://padlet.com/Sophiasarkissian/4tivt5ouce9irprt Made with good vibes en-us 2020-10-23 13:16:02 UTC 2020-10-23 13:34:55 UTC hello@padlet.com Sophiasarkissian https://padlet.com/Sophiasarkissian/4tivt5ouce9irprt/wish/855701668 -People are motivated at work by unfulfilled needs, and everyone appears to have the same needs (Need are universal)
-The progression of needs goes in order. You cannot fulfilled the top level if lower levels have not been fulfilled 
-Implies everybody has same needs, does not take into account cultural differences, thus, it is not too reliable in showing how workers can be motivated in the work place 
-In Enron, the hierarchy seems to stop at security since there were high levels of competition 
-From Enrons case study, we can say that few workers were on the esteem level 
-It was even the case that workers were afraid to go to the toilet to prevent other workers from accessing information on their desks, thus, showing a lack of security ]]> 2020-10-23 13:24:23 UTC https://padlet.com/Sophiasarkissian/4tivt5ouce9irprt/wish/855701668 Sophiasarkissian https://padlet.com/Sophiasarkissian/4tivt5ouce9irprt/wish/855726966 -In Enron, workers were highly focused on their individual growth needs which created a high level of competition in the work place. As a result, relatedness needs and existence needs were neglected 
-This can lead to the Frustration Regression Principle meaning people will regress to lower levels of needs which are easier to fulfill, can result in demotivation 
-Growth need may fulfill managers performance more than it does for employees which is one of the drawback of this theory ]]> 2020-10-23 13:30:46 UTC https://padlet.com/Sophiasarkissian/4tivt5ouce9irprt/wish/855726966