Maslow’s Hierarchy of needs shows the needs that would require employees to be motivated during their time at work. The hierarchy portrays the most fundamental needs starting from the bottom of the pyramid and the need for self-esteem and self-actualisation located at the top of the pyramid. Maslow believes that the most important factor would be physical needs which would include food, water, warmth and rest. It is important that organisations ensure they meet physiological needs in order to be able to move up on the pyramid to security. Security would be the next step on the pyramid as it enables employees to feel safer at work. This would also include the health and safety around work such as safe equipment and facilities that are accessible by employees and to provide personal lockers in order to keep belongings safe. Belonginess and love would be important around an organisation as it allows individuals to associate with one another, form friends, teams, to need and receive love around the working environment. (Etzioni, 2017) Esteem Needs would be the next pyshiological need within the pyramid. This enables employees to feel respected at work and grant them a status in order to feel part of the organisation. Status is important for employees as it allows employees to be themselves and show their real personality. Self-Actualization would be defined as creativity. This allows employees to be the best they can be, being themselves, feeling satisfied with their work and what they do within an organisation and knowing that the individual truly believes that they are being valued at an organisation for their hard work and dedication towards their role. Douglas MacGregor’s Theory Douglas McGregor is known for his work regarding the theory x and y of human motivation and management. McGregor did not imply that the workers would be one type or the other, rather he saw two theories as two extremes resulting in a whole spectrum of possible behaviours between the two theories according to (Journal of Managerial Issues, 2017) Theory X managers would tend to take a pessimistic view of their employees and from this assume that their individuals are naturally unmotivated and dislike work. As an end result manager think that staff would need to be either rewarded, prompted or even punished continuously in order to achieve the best out of their staff. Theory X consists of employees who Dislike work and avoid it when possible Desire security Dislike responsibility and prefer to be led Have to be forced to work Theory Y managers have an optimistic and positive opinion towards their employees and use a participative management style in order to encourage staff and improve the relationship between managers and employees. Management within a Multicultural organisation An organisation can use motivation as a key aspect within their organisation in order to achieve the best they can from their employees. Having a multicultural environment not only within the UK but many other countries this expands an organisation duties as they will have to concentrate on keeping staff comfortable in order to achieve the best from each individual. A multicultural environment would consist of having different cultures being able to get along with one another and being able to adapt to their roles comfortably. Within a multicultural organisation it is important than an organisation adjusts and meets the requirements of individuals so that employees are kept satisfied. Religion would be a key aspect regarding a multicultural environment as a business would have to meet the needs of one another. As religions are different prayer, belief and holidays would be a main aspect behind keeping employees happy. For example, Christians would be requiring days of on festivals such as Easter and Christmas. This would be important for them therefore the organisation would have to ensure they are giving holidays for those celebrating the festival.