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Taft-Hartley Needs Theory

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Aulus Argollo 2. In 1920 during the Great Depression, the country passed a law to help build up the country: the Wagner Act. This act gave power to workers so they can create labor unions, bring equality between workers and managers, and to join together for strikes. In order to stop the Wagner Act from giving too much power to labor unions, the Taft-Hartley Act was created in 1947. The Taft-Hartley Act limited the practices of unions. It fought against the arrangement closed shop where only union members were being hired. This caused various right-to-work laws to be established in many states like the union shop agreements which allowed nonunion members to be hired. The act also created a set of procedure when it came to strikes. It gave …show more content…

Humans are motivated by the needs they need to satisfy. Abraham Maslow created a need-based theory called hierarchy of needs. This theory works by ranking needs from top to bottom in the order of most basic at the bottom to most complex at the top. The foundation of this hierarchy of needs are the physiological needs. This step comes before any other step and it is based on the most basic things a human being needs to survive. A person will try to find food, water and sleep before satisfying any other need. The next tier is security. As a person has been satisfied with what is needed to survive, they will seek to feel safe and secure. This will include health, personal security, financial security, or protecting themselves from current or future physical harm. After this need comes the social needs which include relationships people must have with other people. They seek out deep relationships such as family, friends, and lovers. The next tier is esteem needs which include the need to feel a great esteem of themselves through positive words and actions of others. The last tier is self-actualization. By reaching this tier a person has satisfied all of his needs and reached his full …show more content…

Expectant theory is a complicated theory that makes the employee out to be the decision maker. The employee chooses whether or not to give their effort depending on what they expect as the outcome of the effort. The calculation of the theory works by measuring the person’s perception of effort that will result in a job performance increase. This leads to the calculation of how performance affects outcomes. The total outcome will be seen and determined if it is attractive for the

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