Can you please comment on what I did well and what I could have done differently in the following response I wrote? Here is the question I had to respond to:How did the Hawthorne effect inform Maslow's needs hierarchy? How does the relationship between Hawthorne's studies and the needs hierarchy assist the manager in developing motivational strategies for individuals and teams?And here is my response:The Hawthorne studies were to look into the effects of working conditions and how that influenced productivity among the employees. When being observed, employees may be doing the work assigned to the best of their ability, but when the managers are not looking they may continue the work or maybe not even be doing the delegated tasks. According to FVito et al. (2020), under the Hawthorne experiments, factors that motivated the individuals behaviors consisted of value, desire, emotions, needs, and instinct (p. 117). The Hawthorne studies may have had an effect on Maslow's hierarchy of needs. Based on the factors in the Hawthorne studies, we can find similar ones in the hierarchy of needs. By having the manager use both theories it could help them make newer strategies and implement them to motivate employees. Motivation comes from within us in order to help us achieve goals. Managers need to provide incentives or establish goals for the employees in order to help the company and the employees be motivated. According to Jung and Lee (2015), with the Hawthorne studies, it allowed for human relations to be accepted in order to help promote productivity and participation from the employees (p. 508). By having goals established for the employees, managers can get them to do the work. Work performance and cooperation with others can give them the opportunity to work and collaborate with others. With Maslow's hierarchy of needs, one is to fulfill the social needs of an individual. If managers find new strategies for individuals to communicate with others as well when in part of groups, it would be easier for them to see changes in behavior from the employees within the organization. According to Ouakouak et al. (2020), leaders need to have both an ethical and emotional approach. An ethical leader can lead to positive working environment that can lead employees to have job satisfaction, better performance, and is dedicated to the company. Under an emotional approach, managers can be more considerate of the employees and respect their feelings and needs to help them (p. 258). This would already be fulfilling the employee emotions and needs and in Malsow's hierarchy the security, belonging, and self-actualization. Once basic needs are satisfied they can further grow and develop.