braham Maslow planned a theory in 1943, which is known as Maslow’s needs hierarchy. To define the figure of human he used the terms-psychology, safety, belonging, love, reverence, and self-actualization. Need Hierarchy are described below-
Sources: (Collingsa and Mellahi, 2017).
Physiological Needs: Physiological needs are the basic need for people. When anyone feels physical obligation of human is known as physiological needs. There are some physiological needs like air, water and foods. TCC Centers always provide the basic needs towards their employees.
Safety Needs: Safety needs are also the basic need for people. After completed the physiological need then safety needs take this place immediately. TCC Centers always provide the safety needs towards their employees. There are some safety issues, like personal safety, financial safety, job security, insurance policy security etc.
Social Needs: After fulfilled the safety needs, TCC Centers provide the social needs to their employees. It is a physiological need for people. People need to love and be precious from others. There are some social needs like as friendship, intimacy, family etc.
Esteem Needs: Esteem needs are also physiological need for people. After fulfilled social needs people want esteem needs to feel appreciated. They wish to be accepted and appreciated from others (Michael, 2005). There are some esteem needs are recognition, high status, responsibilities etc. which are provided by TCC Centers for their employees.
Self-Actualization: This needs are self-fulfillment need for people. The final stage of hierarchy needs theory is self-actualization. In this stage people are highly imaginative and they some sense of humor and they accept themselves and others for what they are. Here some needs are training, advancement, growth, creativity etc.
Adams`s Equity Theory
J. Stacy Adams developed the equity theory of motivation which is closely related with the organizational culture and behavior of TCC. According to the Equity theory, individuals in the organization are motivated with the perceived fairness of the opportunities and existence of inequality in spreading resources (Lewis & Heckman, 2006). Employees used to measure the input output ratio of their effort and thus identify the relative equality in different perspectives compared to their coworkers.
