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20世纪40年代,美国著名心理学家马斯洛提出了“需要层次”理论。马斯洛把人的需要依次分为生理、安全、社交、自尊、自我成就五个层次,认为当各种需要都得到满足时,人便会产生强烈的建功立业的欲望并付诸行动,从而提高劳动积极性和工作效率。马斯洛的“需要层次”理论,成为西方资本主义国家“行为科学”理论形成和发展的重要理论依据和基石,是“行为科学”激励机制理论的主要内容。近年来,随着改革开放,“需要层次”理论引起了我国越来越多的人的兴趣。不可否认,“需要层次”论主张不断满足人的各层次的需要而使人们“紧张解除”,从而在企业管理中把单一的对物的管理转化为对职工行为以及影响职工行为的诸因素的研究,这样,在一定程度和范围内改善了工人
In the 1940s, the famous American psychologist Maslow proposed the theory of “hierarchy of needs.” Maslow divided human needs into five levels: physical, security, social, self-esteem and self-achievement. They think that when all kinds of needs are met, people will have a strong desire to build careers and improve their performance Labor motivation and work efficiency. Maslow’s “hierarchy of needs” has become an important theoretical basis and cornerstone for the formation and development of “behavioral science” theory in the western capitalist countries. It is the main content of the theory of “behavioral science” incentive mechanism. In recent years, with the reform and opening up, the “hierarchy of needs” has aroused more and more people’s interest in our country. It is undeniable that the “hierarchy of needs” advocates continually satisfying the needs of people at all levels to “lift people nervously,” thus transforming the management of a single thing into a measure of the behavior of employees and the factors that affect employee behavior in business management Research, in this way, to a certain extent and improve the workers