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Abraham Maslow is well renowned for proposing the Hierarchy of Needs Theory in 1943. This
theory is a classical depiction of human motivation. This theory is based on the assumption that
there is a hierarchy of five needs within each individual. The urgency of these needs varies.
These five needs are as follows-
As far as the physiological needs are concerned, the managers should give employees
appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities
should be given to employees.
As far as the safety needs are concerned, the managers should provide the employees job
security, safe and hygienic work environment, and retirement benefits so as to retain them.
As far as social needs are concerned, the management should encourage teamwork and
organize social events.
As far as esteem needs are concerned, the managers can appreciate and reward employees
on accomplishing and exceeding their targets. The management can give the deserved
employee higher job rank / position in the organization.
As far as self-actualization needs are concerned, the managers can give the employees
challenging jobs in which the employees skills and competencies are fully utilized.
Moreover, growth opportunities can be given to them so that they can reach the peak.
The managers must identify the need level at which the employee is existing and then those
needs can be utilized as push for motivation.
The theory is not applicable in case of starving artist as even if the artists basic needs are
not satisfied, he will still strive for recognition and achievement.
For example, according to Maslow's hierarchy of needs theory job insecurity and the threat of
layoffs, will block the person from their higher growth needs. They might work harder to get
security, but without fulfilling their other needs. If security doesn't return they will fulfill their
needs elsewhere or burn out.
Need Examples
Cafeterias
Vending machines
Physiological
Drinking fountains
Security Economic
Fringe benefits
Retirement benefits
Medical benefits
Psychological
Physical
Working conditions
Rest periods
Allow participation
Delegate responsibilities
Self-esteem
Give training
Encourage participation
Encourage creativity
Giving financial bonuses is a different matter. In Maslow's hierarchy of needs model, these can
serve to fulfill the need for esteem. However, the way they are awarded is also important: if they
aren't given in an atmosphere of praise but as a mere benefit for reaching a certain goal, they can
work counterproductively as they will be seen as mere wages, and as such only serve to satisfy
someone's deficiency needs, or not at all (if they don't really need the money).
These are the very basic needs such as air, water, food, sleep, sex, etc. When these
are not satisfied we may feel sickness, irritation, pain, discomfort, etc. These
feelings motivate us to alleviate them as soon as possible to establish homeostasis.
Once they are alleviated, we may think about other things.
Humans have [in varying degrees of intensity] a strong desire to affiliate by joining
groups such as societies, clubs, professional associations, churches and religious
groups etc. There is a universal need to feel love and acceptance by others.
There are essentially two types of esteem needs: self-esteem resulting from
competence or mastery of a task; and the esteem and good opinion of other people.
Maslow theory of motivation proposes that people who have all their "lower order"
needs met progress towards the fulfilment their potential. Typically this can include
the pursuit of knowledge, peace, esthetic experiences, self-fulfillment, oneness with
God, nirvana, enlightenment etc. So ultimately this is all to do with the desire for
self transcendence.
A paradigm shift that forms the basis for good leadership and successful
change management
The Maslow theory of motivation brought a new face to the study of human
behaviour. Maslow was inspired by greatness in the minds of others, and his own
special contribution to the field of motivational psychology led to the creation of the
concept of Humanistic Psychology. Most psychologists prior to Maslow had focused
on the mentally ill and the abnormal. In complete contrast the Maslow theory of
motivation investigated and attempted to define positive mental health.
It also forms the basis of much current understanding of what constitutes good
leadership and forms a major foundation of prevailing models and theories of
successful change management. The most fundamental value of this theory is to
emphasise and remind those of us involved in leading and managing change of the
complexity and multi-facted nature of human needs and motivational drives. Closely
aligned to that observation is the difficult realisation that people have transcendent
needs and aspirations as well as the more prosaic needs of survival and "pay and
rations".