Theory Effect Recruitment

Theory Effect Recruitment

Beyond the basic needs in Maslow’s hierarchy of needs the fourth level of the aspect which esteem needs, and employees seek for being respected (Komninos, 2017). Employees prefer to participate in professional activities, academic achievements and their self-satisfactory habits during this stage as such will fulfill their esteem needs. It will always be the thought of will it give me the respect and self-esteem and personal growth by fulfilling their best potential (Komninos, 2017). 

Table 3.0 Significance of the Hierarchy Needs to Business  

(Source: Peter & Alex, 2011)

Ogilvy provides employees to participate in professional activities and support in academic progress along with enabling international exposure and such has made both internal and external candidates to be interested in being a part of the organization. When a candidate study about the company background, they search for information’s about organization stability, job security, organizational growth and their personal growth. 

Table 4.0: Herzberg’s Two Factor Theory  

(Source : Nayak, 2015)  

According to Herzberg’s Two factor theory candidates look or hygiene factors and motivational factors and such could happen even before they apply or join the organization. In present job market, candidates make sure they obtain and ensure that they could be succeed in the applying position and the fact of candidates are aware about the organizations and its potential of career opportunities will enlighten them (Luthans, 2011). External applicants search for the new opportunities in new company prior to they apply for a new job vacancy and mainly focus on the company stability, job security, work conditions, recognition, personal growth and other important factors which will affect self-satisfaction and self-motivation (Luthans, 2011). When the internal employee applies for a better position in within the same company, they inquire  about the extent of level which they could achieve taking up the new position and their position and their personal growth, interest about the new position and responsibilities, career advancement (Nayak, 2015). Herzberg two-factor theory considers the organizational based motivational variables that are responsible for employee’s job satisfaction and explains that the Job satisfaction or dissatisfaction has been known as a forecaster of employee retention and turnover (Nyamekye, 2012). 

Therefore, it is considered as both hygiene and motivational factors to their expected levels the candidates will apply for the vacancy opened. 

List of References 

Komninos A (2017), Esteem : Maslow’s Hierarchy of Needs, Available at : https://www.interaction-design.org/literature/article/esteem-maslow-s-hierarchy-of-needs, (Accessed date : 10th October 2018). 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, 12th edn,  McGraw-Hill/Irwin. 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, McGraw-Hill/Irwin, 12th edn, pp. 73. 

Nyamekye, F (2012), ‘Impact of motivation on employee retention: A case study of Standard Charted Bank Ghana Limited’, the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology, pp. 36-38. 

Peter S. & Alex S. (2011), Business & Management for the IB Diploma, Cambridge University Press’s mission is to advance learning, pp. 143-144.