Child’S Behavior Theories

Child’s behavior Theories

Introduction

Continuing with the emphasis on people, and continuing the approach of the sociological school, although making strong criticisms, other authors made their contributions. Authors such as Maslow and Herzberg take the organization as a means to provide different degrees of satisfaction to the individual, appealing to motivation and reward.

Authors such as Herbert Simón focus their analysis on the decision making of individuals within organizations. Expanding the studies of the sociological school, the American psychologist Maslow contributed a theory of motivation on the basis that human needs respond to a hierarchy that range from primary basic needs to the most secondary supported.

Developing

Maslow defines that once the needs of a scale have been met, the scope of those needs is no longer so attractive, passing to the next scale. For example, if in a work environment the basic physiological needs are already covered through remuneration, the individual will need to cover other needs linked to a pleasant work environment and employment stability, that is, security needs. 

In turn, these needs covered, it will begin to give importance to the interrelation with your classmates and the affection you receive from them, that is, social needs. Satisfied the previous needs, you will feel that it is important to progress at work and acquire professional prestige among your peers. Finally you will need the need to advance in your profession or activity and feel pleasure with what you do.

For his part, Frederick Herzberg developed the theory of the two factors with the intention of explaining the behavior of people in the work environment. Identified the hygienic and motivational factors: the first related to the conditions under which work is carried out;The seconds related to tasks with each other.

According to this author, people may feel in their work dissatisfaction, not satisfaction or satisfaction. In the first case, they are completely demotivated, they don’t feel like going to work and start looking for another job. The hygienic factors that link the individual with the company are not adequate. For example, the salary is low, relationships with the supervisor are bad or has no necessary resources to work. In the event that the hygienic factors were adequate, the maximum that a worker can feel is not satisfaction, or indifference situation in front of his work. He works to comply with what is asked;It does not matter improving or not.

If the hygienic factors are adequate and, in addition there are adequate motivational factors, the maximum they can feel is satisfaction with their work, it will be interested in doing things in the best possible way and permanently improving their performance. The enrichment of the position refers to making the activities more interesting for the individual, more challenging and in which he can display all his skills. Will be happier and feel that your work is useful for the company.

For example, the same goes for a student at school;There are times that he feels extremely motivated in a subject when due to the challenges raised by the teacher. He goes to class and leaves her with desire to learn more. He feels satisfied. The opposite can also happen;Class time is endless. He meets his class assistance, but he is not satisfied. 

At the extreme is the feeling of dissatisfaction manifested by absence to class or the absolute loss of interest in this: it is dissatisfied. McGregor, another author who made interesting contributions in the theory of behavior of the 1960s, identified two administration styles in organizations, the so -called theory X and the theory and, the behaviors of the people.

conclusion

If the administrators of an organization start from an idea that people behave according to the theory X, they will propose a style of administration with direct supervision to employees, leaving very little margin of initiative and indicating step by step or that they must do. On the other hand, if administrators understand that people behave according to the theory and will make people make decisions in their work and motivate them to act their own evaluations regarding the scope of the planned results. There will be more freedom of action and employees will feel more interested in improving their performances, not because they believe they are controlling them but because work requires it.