Name : Sindiswa
Surname: Ndlovu
Student No: 59485843
Assignment :6
ADB3701 2024
Question 1
1.1 To ensure that higher-order needs, such as esteem and self-actualization, are
met for its employees and agents, NEDCAP Limited can implement several
strategies:
Recognition and Rewards Programs: Implementing recognition programs for high-
performing employees and agents can fulfil their need for esteem. Publicly
acknowledging their achievements through awards, bonuses, and other
incentives can boost morale and motivation.
, Career Development Opportunities: Providing opportunities for professional
growth and advancement can satisfy the need for self-actualization. NEDCAP
Limited can offer training programs, mentorship opportunities, and career paths
that allow employees and agents to develop their skills and reach their full
potential within the company.
Empowerment and Autonomy: Allowing employees and agents to have a sense of
autonomy and control over their work can fulfil their need for self-actualization.
NEDCAP Limited can encourage innovation, creativity, and decision-making at all
levels of the organization, empowering individuals to take ownership of their
roles and contribute meaningfully.
Clear Communication and Feedback: Establishing open communication channels
and providing regular feedback can foster a supportive work environment where
employees and agents feel valued and respected. Clear communication of goals,
expectations, and performance evaluations helps individuals understand how
their contributions align with the company's objectives, enhancing their sense of
esteem and self-actualization.
Corporate Social Responsibility (CSR) Initiatives: Engaging in CSR activities can
contribute to employees' and agents' sense of fulfilment by allowing them to
contribute to causes they care about. NEDCAP Limited can organize volunteering
opportunities, charity events, or sustainable practices that align with their
values, fostering a sense of purpose and fulfilment among stakeholders.
Promotion of Work-Life Balance: Supporting work-life balance initiatives
demonstrates that NEDCAP Limited values the well-being of its employees and
agents beyond their professional contributions. Flexible work arrangements,
wellness programs, and policies that prioritize mental and physical health
contribute to a supportive culture that enhances esteem and self-actualization.
By implementing these strategies, NEDCAP Limited can create a work
environment that fosters the fulfilment of higher-order needs, leading to
motivated, engaged, and satisfied employees and agents who are committed to
achieving the company's goals in the insurance sector.
1.2. The manager may be facing several issues contributing to employees
experiencing stress and avoiding taking initiative, as well as fearing expressing
their concerns:
Lack of Psychological Safety: Employees may not feel safe expressing their
concerns due to fear of judgment, reprisal, or negative consequences. The
manager might not have fostered an environment where open communication
and constructive feedback are encouraged.
Micromanagement: If the manager is excessively controlling or micromanaging,
employees may feel disempowered and demotivated to take initiative. This can
lead to stress as employees feel they have limited autonomy and are constantly
under scrutiny.
Surname: Ndlovu
Student No: 59485843
Assignment :6
ADB3701 2024
Question 1
1.1 To ensure that higher-order needs, such as esteem and self-actualization, are
met for its employees and agents, NEDCAP Limited can implement several
strategies:
Recognition and Rewards Programs: Implementing recognition programs for high-
performing employees and agents can fulfil their need for esteem. Publicly
acknowledging their achievements through awards, bonuses, and other
incentives can boost morale and motivation.
, Career Development Opportunities: Providing opportunities for professional
growth and advancement can satisfy the need for self-actualization. NEDCAP
Limited can offer training programs, mentorship opportunities, and career paths
that allow employees and agents to develop their skills and reach their full
potential within the company.
Empowerment and Autonomy: Allowing employees and agents to have a sense of
autonomy and control over their work can fulfil their need for self-actualization.
NEDCAP Limited can encourage innovation, creativity, and decision-making at all
levels of the organization, empowering individuals to take ownership of their
roles and contribute meaningfully.
Clear Communication and Feedback: Establishing open communication channels
and providing regular feedback can foster a supportive work environment where
employees and agents feel valued and respected. Clear communication of goals,
expectations, and performance evaluations helps individuals understand how
their contributions align with the company's objectives, enhancing their sense of
esteem and self-actualization.
Corporate Social Responsibility (CSR) Initiatives: Engaging in CSR activities can
contribute to employees' and agents' sense of fulfilment by allowing them to
contribute to causes they care about. NEDCAP Limited can organize volunteering
opportunities, charity events, or sustainable practices that align with their
values, fostering a sense of purpose and fulfilment among stakeholders.
Promotion of Work-Life Balance: Supporting work-life balance initiatives
demonstrates that NEDCAP Limited values the well-being of its employees and
agents beyond their professional contributions. Flexible work arrangements,
wellness programs, and policies that prioritize mental and physical health
contribute to a supportive culture that enhances esteem and self-actualization.
By implementing these strategies, NEDCAP Limited can create a work
environment that fosters the fulfilment of higher-order needs, leading to
motivated, engaged, and satisfied employees and agents who are committed to
achieving the company's goals in the insurance sector.
1.2. The manager may be facing several issues contributing to employees
experiencing stress and avoiding taking initiative, as well as fearing expressing
their concerns:
Lack of Psychological Safety: Employees may not feel safe expressing their
concerns due to fear of judgment, reprisal, or negative consequences. The
manager might not have fostered an environment where open communication
and constructive feedback are encouraged.
Micromanagement: If the manager is excessively controlling or micromanaging,
employees may feel disempowered and demotivated to take initiative. This can
lead to stress as employees feel they have limited autonomy and are constantly
under scrutiny.
