Unemployment affects the quality and standards of living in a nation. Moreover, high level of unemployment is associated with social degradation and increase in rates of social vices for instance violent robberies and corruption. This paper seeks to determine how Maslow, Herzberg, and McClelland can be used to explain and address the relatively high rate of unemployment in Turkey.
Unemployment in Turkey
Though the global economy is recording some improvement, the condition in Turkey is still uncertain (Lauer par 1). A factor highlighted as being central to the uncertainty facing Turkeys economic recovery prospects is a rising levels of unemployment. Turkey can recover from the 2008 crisis if it develops multiple systems to employ its rapidly growing workforce. The shrinking of the economy at a rate of approximately 3 in the last quarter of 2008 led to an increase in joblessness in the non-agricultural sector (Lauer par 2). Historically, Turkey has recorded relatively high levels of unemployment averaging 10 (Index Mundi par 1). Increasing rates of unemployment in Turkey can to some degree be explained and addressed with the use of existing motivational theories.
Application of Relevant Theories
A number of motivational theories have been developed to understand the factors that drive motivation for personal and professional development. These motivational theories can be used to understand the causes of low level of motivation among employees and the requirements in improving the input by employees via addressing variables that influence human motivation.
Maslows theory of human motivation posits that the variables that are central for motivation in humans can be structured into hierarchies. The hierarchy of needs is structured into different levels with different motivating factors. The lowest hierarchy is the physiological need. At this level, people are motivated by the need to meet their physiological needs which include food, water, sex and excretion. After meeting the basic physiological needs, man is motivated by the need to be secure and safe (Goble 50). Security of employment, morality, assets and health are some of the motivators after one has met his physiological needs. After the security needs there is the need to be loved, then the esteem needs and lastly self actualization.
Though there are various theories that can be applied to understanding the factors that drive the high levels of unemployment and addressing this social and economic problem, it is apparent that unemployment is only addressed by the provision and creation of job opportunities. To develop new opportunities for employment requires improved performance by the existing firms and appreciation of the effects that high unemployment rates have on the quality of life. Under Maslows hierarchy of needs, employees will only be motivated by the need to stabilize their employment status and other security needs after they have met their physiological needs (Goble 52). This implies that any strategies aimed at improving Turkish firms financial performance have to ensure employees physiological needs are met. Work conditions that do not relay a sense of security may be reducing the levels of motivation displayed by Turkish employees which affects firms performance. Furthermore, unemployed Turks will display minimal motivation to improving their job security and even seeking well paying jobs if they are not able to meet their basic needs. The government has to access the living conditions of the jobless in Turkey to determine how their physiological needs can be met.
Herzbergs two-factor motivational theory asserts that the job environment factors or rather hygiene factors and personal motivation factors contribute to the levels of motivation displayed by employees. The two-factor theory asserts that the work and organization environment have an effect on the levels of motivation displayed by employees. The organization, policies adopted by the administration, employee status, job security and interpersonal relationships within the workplace influence the attitudes and level of motivation displayed by employees (Herzberg, Mausner, and Snyderman 15). Though these factors do not necessarily leads to elevated levels of motivation, their absence results in dissatisfaction. According to Herzberg, the factors that are directly involved in heightening levels of motivation include achievement, recognition, interest in the job and advancement.
A review of unemployment in Turkey reveals that it is propagated by shrinking economies which is a reflection of reduced performance by individual firms and industries. To improve existing firms performance and therefore develop a wider platform for addressing unemployment there is need for a review of the job environment. The existing firms cannot improve their performance if they are characterized by negative working environments and conditions. The hygiene and motivation factors within organizations have to be addressed simultaneously within Turkish firms to improve and sustain positive financial performance which would go a long way in reducing the rates of unemployment. One of the avenues to addressing unemployment is through start-ups and self employment. However, this is complicated by low salaries and work environments that do not inspire innovation by employees. By addressing the work conditions and inclusion of systems that facilitate the development of personal motivation, Turkish employers can improve the performance of Turkish firms and provide multiple knowledge and skills development avenues for their employees. Skill and knowledge development among employees provides a wider platform for applications of the skills that they have gained for personal development.
David McClelland formulated the human motivation theory which asserts that human motivation is highly influenced by three basic needs. The need for achievement, need for affiliation and need for power are considered by McClelland as definitive of the levels of motivation displayed by employees (Aswathappa 363). Under the three-needs theory, the importance of the needs to individuals varies thus, managing their effects on employees requires individual consideration. The development of an environment that provide employees with a mix of factors that addresses their need for power, affiliation and achievement provides a suitable platform for attaining high levels of motivation.
McClelland theory if applied to analyzing the unemployment rates in Turkey leads to the assertion that working conditions that do not meet the needs for achievement, affiliation and power are to blame for the unemployment and poor economic performance. Moreover, the high unemployment rates could also be reflective of poor consideration of individual needs and low appreciation of the need to develop a working environment defined by a mix of factors that address the three needs. Addressing the high rates of unemployment in Turkey should therefore involve increased individual employees assessment to determine how they prioritize the three needs and developing work environments that facilitate address and attainment of the three needs.
Turkeys high rate of unemployment is in part a result of poor performance by industries and firms which minimizes the countries ability to diversify its economy and meet its peoples needs. The hierarchical needs theory, the two-factor theory and the needs theory formulated by Maslow, Herzbergs and McClelland respectively provide a platform for understanding organizational factors that may be driving the high rates of unemployment and how they can be addressed via improving performance at firm level. In general, the three motivational theories highlight the importance of human resource management within firms to the overall economic performance of Turkey thus address of unemployment.
Unemployment in Turkey
Though the global economy is recording some improvement, the condition in Turkey is still uncertain (Lauer par 1). A factor highlighted as being central to the uncertainty facing Turkeys economic recovery prospects is a rising levels of unemployment. Turkey can recover from the 2008 crisis if it develops multiple systems to employ its rapidly growing workforce. The shrinking of the economy at a rate of approximately 3 in the last quarter of 2008 led to an increase in joblessness in the non-agricultural sector (Lauer par 2). Historically, Turkey has recorded relatively high levels of unemployment averaging 10 (Index Mundi par 1). Increasing rates of unemployment in Turkey can to some degree be explained and addressed with the use of existing motivational theories.
Application of Relevant Theories
A number of motivational theories have been developed to understand the factors that drive motivation for personal and professional development. These motivational theories can be used to understand the causes of low level of motivation among employees and the requirements in improving the input by employees via addressing variables that influence human motivation.
Maslows theory of human motivation posits that the variables that are central for motivation in humans can be structured into hierarchies. The hierarchy of needs is structured into different levels with different motivating factors. The lowest hierarchy is the physiological need. At this level, people are motivated by the need to meet their physiological needs which include food, water, sex and excretion. After meeting the basic physiological needs, man is motivated by the need to be secure and safe (Goble 50). Security of employment, morality, assets and health are some of the motivators after one has met his physiological needs. After the security needs there is the need to be loved, then the esteem needs and lastly self actualization.
Though there are various theories that can be applied to understanding the factors that drive the high levels of unemployment and addressing this social and economic problem, it is apparent that unemployment is only addressed by the provision and creation of job opportunities. To develop new opportunities for employment requires improved performance by the existing firms and appreciation of the effects that high unemployment rates have on the quality of life. Under Maslows hierarchy of needs, employees will only be motivated by the need to stabilize their employment status and other security needs after they have met their physiological needs (Goble 52). This implies that any strategies aimed at improving Turkish firms financial performance have to ensure employees physiological needs are met. Work conditions that do not relay a sense of security may be reducing the levels of motivation displayed by Turkish employees which affects firms performance. Furthermore, unemployed Turks will display minimal motivation to improving their job security and even seeking well paying jobs if they are not able to meet their basic needs. The government has to access the living conditions of the jobless in Turkey to determine how their physiological needs can be met.
Herzbergs two-factor motivational theory asserts that the job environment factors or rather hygiene factors and personal motivation factors contribute to the levels of motivation displayed by employees. The two-factor theory asserts that the work and organization environment have an effect on the levels of motivation displayed by employees. The organization, policies adopted by the administration, employee status, job security and interpersonal relationships within the workplace influence the attitudes and level of motivation displayed by employees (Herzberg, Mausner, and Snyderman 15). Though these factors do not necessarily leads to elevated levels of motivation, their absence results in dissatisfaction. According to Herzberg, the factors that are directly involved in heightening levels of motivation include achievement, recognition, interest in the job and advancement.
A review of unemployment in Turkey reveals that it is propagated by shrinking economies which is a reflection of reduced performance by individual firms and industries. To improve existing firms performance and therefore develop a wider platform for addressing unemployment there is need for a review of the job environment. The existing firms cannot improve their performance if they are characterized by negative working environments and conditions. The hygiene and motivation factors within organizations have to be addressed simultaneously within Turkish firms to improve and sustain positive financial performance which would go a long way in reducing the rates of unemployment. One of the avenues to addressing unemployment is through start-ups and self employment. However, this is complicated by low salaries and work environments that do not inspire innovation by employees. By addressing the work conditions and inclusion of systems that facilitate the development of personal motivation, Turkish employers can improve the performance of Turkish firms and provide multiple knowledge and skills development avenues for their employees. Skill and knowledge development among employees provides a wider platform for applications of the skills that they have gained for personal development.
David McClelland formulated the human motivation theory which asserts that human motivation is highly influenced by three basic needs. The need for achievement, need for affiliation and need for power are considered by McClelland as definitive of the levels of motivation displayed by employees (Aswathappa 363). Under the three-needs theory, the importance of the needs to individuals varies thus, managing their effects on employees requires individual consideration. The development of an environment that provide employees with a mix of factors that addresses their need for power, affiliation and achievement provides a suitable platform for attaining high levels of motivation.
McClelland theory if applied to analyzing the unemployment rates in Turkey leads to the assertion that working conditions that do not meet the needs for achievement, affiliation and power are to blame for the unemployment and poor economic performance. Moreover, the high unemployment rates could also be reflective of poor consideration of individual needs and low appreciation of the need to develop a working environment defined by a mix of factors that address the three needs. Addressing the high rates of unemployment in Turkey should therefore involve increased individual employees assessment to determine how they prioritize the three needs and developing work environments that facilitate address and attainment of the three needs.
Turkeys high rate of unemployment is in part a result of poor performance by industries and firms which minimizes the countries ability to diversify its economy and meet its peoples needs. The hierarchical needs theory, the two-factor theory and the needs theory formulated by Maslow, Herzbergs and McClelland respectively provide a platform for understanding organizational factors that may be driving the high rates of unemployment and how they can be addressed via improving performance at firm level. In general, the three motivational theories highlight the importance of human resource management within firms to the overall economic performance of Turkey thus address of unemployment.
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