标准的管理学essay怎么写[范文参考]

管理学essay范文——Acquired-needs Theory and Equity Theory获得需要理论与公平理论，本文是一篇留学生管理专业的Essay写作格式参考。获得需要理论和公平理论是影响动机的理论。动机与组织行为直接相关。动机被定义为实现一个目标或一个明确的绩效水平的愿望，导致目标导向的行为。当一个人受到激励时，他会努力完成一项任务。动机受个人需求的影响。激励在组织中的重要性和工作满意度是实现组织目标和目标的必要条件。组织行为学被定义为对人们和群体在他们工作的组织中如何行为的研究和应用。因此，获得需要理论和公平理论影响组织行为。范文以下是管理学essay范例写作的全部内容，是一篇符合国外大学Essay写作格式要求的范文，供参考。

Introduction引言

Acquired-needs theory and equity theory are theories that impact motivation. Motivation is directly linked to organizational behavior. Motivation is defined as the desire to accomplish a goal or a definite performance level, leading to goal-directed behavior. When an individual is motivated, the individual tries hard to accomplish a task. Motivation is impacted by individual needs. The significance of motivation in organizations and job satisfaction is essential for the achievement of organizational goals and objectives. Organizational behavior is defined as the study and application of knowing about how people and groups act within the organizations where they work. Therefore, the acquired-needs theory and equity theory impact organization behavior.

Acquired-Needs Theory and Equity Theory获得需要理论与公平理论

Acquired-needs theory is a need-based theory of motivation. The theory was proposed by psychologist David McClennan. According to the theory, people acquire three types of needs as a outcome of their life skills. The three needs are need for achievement, need for affiliation, and need for power. Individuals who have high need for achievement have a strong need to be prosperous. Individuals with need for achievement are attracted to organizations that are merit-based and reward performance rather than seniority. Individuals who have high need for affiliation want to be liked and accepted by others. Individuals who have high need for power want to influence others and control their environment.

获得需要理论是一种基于需求的动机理论。这个理论是由心理学家大卫·麦克伦南提出的。根据该理论，作为生活技能的结果，人们获得了三种类型的需求。这三种需求是成就需求、归属需求和权力需求。对成就有高度需求的个人有强烈的繁荣需求。有成就需求的个人会被以业绩为基础、奖励业绩而不是资历的组织所吸引。对归属感有高度需求的人希望被他人喜欢和接受。对权力有高度需求的人想要影响他人和控制他们的环境。

Equity theory is a process-based theory of motivation. The theory was proposed by behavioral psychologist J. Stacy James. According to the theory, employees will evaluate their input against the output they receive from it. Inputs are the contributions people feel they are making to the organization. Outcomes are the perceived rewards someone can receive from the situation. Equity perceptions develop as a result of a subjective process. Sense of fairness is a result of the social comparisons individuals make. More specifically, individuals compare their inputs and outcomes with other people’s inputs and outcomes. Individuals perceive fairness if they believe that the input-to-outcome ratio is similar to the input-to-outcome ratio of a comparison person. Distributive justice refers to the degree to which the outcomes received from the organization are observed to be fair. Procedural justice refers to the degree to which fair managerial procedures are used to reach a decision. Interactional justice refers to the degree to which people are treated with respect, kindness, and dignity by others.

公平理论是一种基于过程的激励理论。该理论是由行为心理学家J. Stacy James提出的。根据这一理论，员工会根据他们从中得到的输出来评估他们的投入。输入是人们感觉自己对组织做出的贡献。结果是某人从情境中获得的感知奖励。公平观念的发展是主观过程的结果。公平感是个体进行社会比较的结果。更具体地说，个人会将自己的投入和结果与他人的投入和结果进行比较。如果个体相信投入对结果的比率与比较者的投入对结果的比率相似，他们就会感知公平。分配正义是指从组织获得的结果被遵守的公平程度。程序公正指的是在何种程度上使用公平的管理程序来达成一个决定。互动公正指的是人们受到他人尊重、友善和尊严的程度。

Theory Impact on Organization Behavior理论对组织行为的影响

Theory of acquired needs has significant effects for the motivation of employees. Managers need to understand the needs of their employees to be able to motivate them. Individuals with high need for achievement are constantly striving to improve their performance and focus on goals. If an individual with high need for achievement is not rewarded in regard to their performance, then the individual will be upset. However, individuals with need for achievement may not be well suited for management positions. Management encompasses completing work by encouraging others and those with high need for achievement might perceive managerial activities as a waste of time. Individuals with need for affiliation prefer to interact with others and be with friends. These individuals emphasize on harmonious interpersonal relationships. If the individual is not affiliated with a group or working alone, then their productivity will decline which affects the whole organization. However, individuals with need for affiliation may not be well suited for management positions. Management involves critiquing and disciplining subordinates which those with need for affiliation will not be able to complete because they are concerned about how they are perceived by others. Individuals with high need for power desire to make an impact on the organization. They thrive from influencing others which make them candidates for managerial positions. The acquired needs theory allows organizations to inspect the needs of their employees and see if their needs are being fulfilled.

获得需要理论对员工的激励具有重要的作用。管理者需要了解员工的需求才能激励他们。成就需求高的个体会不断努力提高自己的表现，并专注于目标。如果一个对成就有很高需求的人没有得到与他们的表现相关的奖励，那么这个人会感到沮丧。然而，有成就需求的个人可能不太适合管理职位。管理包括通过鼓励他人来完成工作，那些对成就有高度需求的人可能会认为管理活动是浪费时间。有从属需要的人更喜欢与他人互动，与朋友在一起。这些人强调和谐的人际关系。如果个人不隶属于一个团队或独自工作，那么他们的生产力将会下降，从而影响整个组织。然而，有从属关系需要的个人可能不适合管理职位。管理包括批评和纪律下属，这是那些需要加入的人无法完成的，因为他们关心别人如何看待他们。对权力需求高的个人希望对组织产生影响。他们通过影响他人而茁壮成长，这使他们成为管理职位的候选人。获得性需要理论允许组织检查他们的员工的需要，看看他们的需要是否被满足。

Equity theory has significant effects for the motivation of employees. High levels of justice create greater levels of employee commitment to organizations. Distributive justice is relevant to perceived fairness of an outcome. Managers need to adapt their fairness according to their subordinate. Everyone’s notion of fairness different. Therefore, the manager needs to evaluate and adapt their level of fairness to the individual. Procedural justice is relevant to layoffs, employee selection, performance evaluations, and pay decisions which all affect the organization. Employees generally care about procedural justice when employees do not get the outcome, they feel they deserve. By using procedures that are fair when making decisions, employees are productive which affects the organization. Interactional justice is relevant to the treatment of employees. Employees expect to be treated with dignity by their peers, supervisors, and customers. When they are not treated with respect, employees get upset.

Significance of Theories理论的意义

 Acquired-needs theory is significant because it drives motivation and behavior of employees. If their particular need is not fulfilled, then they are discouraged which meads to a decline in productivity. The acquired-need theory helps managers understand the needs of their employees which creates a better work environment. When employees’ needs are fulfilled, they are more motivated to work which benefits the organization as a whole.

获得性需求理论具有重要意义，因为它驱动员工的动机和行为。如果他们的特殊需求没有得到满足，他们就会气馁，这就意味着生产力的下降。获得性需要理论帮助管理者了解员工的需求，从而创造更好的工作环境。当员工的需求得到满足时，他们会更有动力去工作，这有利于整个组织。

Equity theory is significant because employers benefit from observing and developing paying all three types of justice interaction. Not only is it the right thing for an organization to do, but it leads to beneficial outcomes for the organization. Justice and fairness are related to employees’ psychological health and well-bring. Furthermore, managers who are treated fairly by their bosses treat their own subordinates in a fairer manner. The equity theory creates a trickle-down affect when it is put to use in an organization.

公平理论是重要的，因为雇主受益于观察和发展支付所有三种类型的正义互动。这不仅是一个组织要做的正确的事情，而且会为组织带来有益的结果。公正与公平关系到员工的心理健康和良好心态。此外，受到上司公平对待的管理者会以更公平的方式对待自己的下属。当公平理论在组织中使用时，它会产生涓滴效应。

References参考文献

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