Needs to write Leadership Portfolio

Throughout the process of human develop, motivation is usually a pillar of ‘adrenaline’ that can be used to inspire anyone to believe in themselves to fully go beyond what they saw/see as there limits. Thus, it is vital to apply a series or a fundamental motivational theory in the working environment as well as on and in one’s career and professional lifestyle. As a leader, one is expected to offer motivation and guidance to the team they are leading and working hand in hand with, thus, considering the challenge and increased demand for motivation, the hierarchy motivation theory is the best motivation theory that can be applied by a leader in order to inspire and uplift others (Mark, 2014). Therefore, this study will be looking at how this theory can be applied in my personal career as a leader in my field as well as to the team I lead.

Maslow’s Hierarchy of Needs Theory

This theory was developed by Abraham Maslow who was an iconic psychologist who determined that, for humanity to be motivated, five levels must be completed in order to achieve complete and effective motivation (Stoyanov, 2017). The compilation of these elements is based on the needs of humanity as well as those that are expected from and by the surrounding environment. According to Kurt Goldstein, Maslow’s motivation theory top level of actualization is by far the best point where an individual or a collection of team who have reached the level can easily understand that they are worth a lot more than they thought as they have the utmost ability to connect to anything they put their minds to (D'Souza & Gurin, 2016).

Application of Maslow’s Hierarchy of Needs Theory

As a leader in the ever demanding hedge fund business, it is vital to ensure that my staff is ever motivated as much as they are pushed to achieve nothing but the best results each financial quarter. In order to be able to achieve this, the team must realize their full potential as well as be able to rise up the Maslow’s Hierarchy of Needs Theory. Therefore, below is a review on each level of the Maslow’s Hierarchy motivation theory and a cutting edge on how to actualize the realization of the staff’s potential from my point of view as the head of the company.

· Physiological

According to the motivational theory, this is more of a personal level in which an individual needs to be able to sustain their basic needs such as food, shelter and water. Therefore, in the position I am in, I will still ensure to apply this basic level in the line of work here employees will be offered breakfast every day and occasional lunch from outside catering. This will make it possible to ensure that the employees feel more appreciated and as part of the company.

· Safety

Safety is basically in terms of financial security, health and personal well-being, as a financial corporation that deals with the stock and forex markets, this line of work can be very stressful and mentally challenging at times. Therefore, as a part of ensuring that the employees are well catered for in terms of their mental health, I will incorporate a phycology and counselling position in the company where all employees must have scheduled visits and create relations with the counsellor who will be assisting them in slaying their mental dilemmas. As for personal health, an insurance policy under the name of the company will be developed and not only offered to the employees but also to their families aside from the extended families. Personal well-being will also be offered on site of the office by the introduction of on ground security agents and the introduction of better technology recon and security services. If and when an employee or a team of employees will or might be leaving late from work, they will be offered in house transportation to their homes in order to ensure they are safe.

· Love/ sense of Belonging

Despite the work situation being on that demands an employee/the staff to give 110% efficiency, it is also important to allow the team to blow off some steam once in a while. Not only this, but they are also supposed to ensure that they also maintain their social lives and relations to and with their families. Therefore, the company will develop an annual family feast were the staff can bring its family to the event and be able to have a great time. The employees will also be liable to get regular vacation offs catered for by the company as well as adjustable leaves to spend time with their loved ones.

· Esteem

Respect needs to always be mutual and be earned and not enforced. Therefore, to ensure that each staff member feels respected, making every one of them feel as equals will ensure that they work towards the goals they are meaning to achieve. This is the best way to ensure that no biasness or personal favors are offered or dictated (Jonas, 2016). 

· Self-actualization

As mentioned before, this is the section in which an individual can be able to put their best leg forward and be able to sore through any storm and come out at the top. At this level, the team of employees can be able to perform better and have the desire of doing more and being better than they already are. Therefore, to do this, it is vital to ensure that the employees understand their individual roles and understand just how essential they are in the company. To ensure that they keep at it, annual bonuses with relation to the performance index will be applied as a token of gratitude from the company for their efforts. This will make it possible for the employees to have an unending sensation to make the best out of their roles (Lee & Hanna, 2015).

References:

D'Souza, J., & Gurin, M. (2016). The universal significance of Maslow’s concept of self-actualization. The Humanistic Psychologist, 44(2), 210.

Jonas, J. (2016). Making practical use of Maslow’s hierarchy of needs theory to motivate employees: A case of Masvingo Polytechnic. Journal of Management & Administration, 2016(2), 105-117.

Lee, J. M., & Hanna, S. D. (2015). Savings goals and saving behavior from a perspective of Maslow's hierarchy of needs. Journal of Financial Counseling and Planning, 26(2).