Maslow’s hierarchy of needs
The
most famous classification of needs is the one formulated by Maslow (Taormina,
2013). This need theory of motivation assumes that only unsatisfied needs
motivate individuals. Maslow classified human needs into five categories that
ascend in a definite order. Until the more basic needs are adequately met, a
person will not fully strive to meet higher needs (Mathis
et al., 2017).
Figure
1-0 The five need categories in Maslow’s Hierarchy of Needs.
- 1. Physiological
Needs
These include the most basic needs that are dynamic to survival. Such as the need for oxygen, water, sleep and food. Until and unless a person satisfies these requirements, his / her body cannot function ideally. Moreover, a person cannot fully move on to the next level of needs without fulfilling the primary needs (Jerome, 2013).
- 2. Safety Needs
They
refer to the need for a secure working environment free from any threats or
harms. Few examples for safety needs are steady employment, financial security,
health insurance and overall, well-being. Security needs are significant for
survival, but they are not as challenging as the physiological needs (Kaur, 2013).
- 3. Social Needs
They
are activated after safety needs are met. Maslow considered these needs
to be less basic than physiological and security needs. These include needs for
belonging, love and affection. (Kaur, 2013).
As an
example, if an employee gets bullied from his/ her subordinates he/ she will
feels anxiety or depression which leads to demotivation.
- 4. Esteem Needs
After
the first three needs have been satisfied, esteem needs become progressively
important. Esteem needs signify our place in the community. Hence, a person
must fulfill these needs to feel confident and competent.
Employees
have a need for a stable, high level of respect and respect from others. When
employees can satisfy these needs, they feel confident and valuable as a
person. If employees can’t meet these types of needs, employees feel weak,
worthless and frustrated (Jerome, 2013).
- 5. Self-actualisation Needs
Self – actualisation refers to the need of accomplishing one’s full potential. This is the highest level of Maslow’s Need Hierarchy Theory of Motivation Therefore, it is believed that once a person has completely entered the spectrum of self – actualization, the other needs do not have much value. Few examples are such as Less concerned with the opinions of others, interested fulfilling their potential, Parenting, pursuing a goal and seeking happiness. (Aruma, 2017).
Non-fulfillment of these needs motivates a being to take action and fulfill them. Thus, any human works in order to satisfy these needs.
References
- Aruma, E.O and Hanachor, M.E. (2017) Abraham Maslow’s hierarchy of needs and assessment of needs in community development, International journal of development and economic sustainability, 5(7), pp. 15-77 [online] Available at:https://www.eajournals.org/journals/international-journal-of-development-and-economic-sustainability-ijdes/vol-5-issue-7-december-2017/abraham-maslows-hierarchy-needs-assessment-needs-community [Accessed on 13th November 2022]
- Jerome, N. (2013) Application of the Maslow’s hierarchy of need theory; impactsand implications on organizational culture, human resource and employee’s performance, International Journal of Business and Management Invention, 2 (3) [online] Available at: https://arazprojects.ir/wp-content/uploads/G233945.pdf [Accessed on 14th November 2022]
- Kaur, A. (2013) Maslow’s Need Hierarchy Theory: Applications and Criticisms, Global Journal of Management and Business Studies, 3(10) [online] Available at: https://www.ripublication.com/gjmbs_spl/gjmbsv3n10_03.pdf [Accessed on 14th November 2022]
- Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P.A (2017) Human Resource Management. 15th Edn. Boston: Cengage Learning.
- Mullins, L.J. (2005) Management and Organisational behaviour. 7th Edn. England:Pearson Education Limited.
- Taormina, R.J. (2013) Maslow and the Motivation Hierarchy: Measuring Satisfaction of the Needs, The American Journal of Psychology, 126(2) [online] Available at: https://www.researchgate.net/publication/249964580_Maslow_and_the_Motivation_Hierarchy_Measuring_Satisfaction_of_the_Needs [Accessed on 13th November 2022]
Great post Sarasi, As such, the implications of this theory offered managers and other organizational leaders helpful insights. One piece of advice was for managers to develop practices or programs focused on meeting new or unmet requirements in order to motivate staff (Ramlall, 2014). Another suggestion was that businesses should set up support systems and focus groups to assist staff in managing stress, especially during times of greater difficulty, and spend time getting to know each employee's requirements (Ramlall, 2014).
ReplyDeleteAgreed Nadula, Managers must be alert about their own performance and attitude towards employees. They should eliminate discrimination, Biasness, respect all the employees and should be limit political environment. Managers should provide required training and development and have knowledge about each employee’s skill, ability and motivating factors (Taormina, 2013).
DeleteGreat post Sarasi and adding further, As Nadler and Lawler (1979), Denning (2010), and Rutledge (2011) point out, other criticisms of Maslow’s theory note that his definition of self-actualisation is difficult to test scientifically. Maslow's research on self-actualisation was also based on a very limited sample of individuals, including people he knew, as well as biographies of famous individuals that Maslow believed to be self-actualised, such as Albert Einstein and Eleanor Roosevelt.
ReplyDeletevery attractive flow Sarasi.
ReplyDeleteWhy do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive.