Maslow’s Hierarchy of Needs in Organizations

Abraham Maslow was a well-known psychologist who made significant contributions to the growth and development of human psychology, as illustrated by the study of human needs and motivation in the human environment in modern society (Aruma and Hanachor, 2017). Maslow created a pyramid-shaped hierarchy of needs (refer figure 1.0) for the five levels (Shi and Lin, 2020). This model had a significant impact on the field of psychology, including the fields of personality, social psychology, psychopathology, developmental psychology, and organizational behaviour, and it is still widely cited in textbooks (Kenrick et al, 2010).

 

Figure 1.0: Maslow’s classic hierarchy of needs.

(Source: Kenrick at al, 2010)

 

Herzberg Two Factor Theory

Herzberg developed his well-known Two-Factor Theory, based on feedback from two hundred engineers and accountants in the United States about their personal feelings toward their working environments (Yusoff et al, 2013). This Two-Factor Theory is based on Maslow's Hierarchy of Needs pyramid, which emphasizes the importance of obtaining extrinsic factors such as survivability first, and then working up the pyramid towards intrinsic factors such as self-actualization (Haivas et al., 2014).

 

Herzberg theory has two types of motivating factors. Which are according to Alrawahi et al, (2020), are as follows.

1)  Satisfiers (motivators), which are the primary factors of job satisfaction and include accomplishments, acknowledgement, responsibility, and work advancement.

2)     Dissatisfiers (hygiene factors), which are the primary causes of job dissatisfaction.

Figure 1.0: Herzberg Two Factor

 

(Source: MacPherson, 2019)

 

According to Herzberg, the opposite of job satisfaction is not dissatisfaction.

Importance of Employee Motivation

 

Motivation is the ability to influence people and their actions. It is a creative process that promotes many qualities (Achim et al, 2013). When the employees are well-informed on the company's standards, morals, commitments, and goals, it reflects positively on the company (Atikur et al. 2020). Thus, employee retention is one of the most important aspects of human resource management. Employees who are capable and loyal are the foundation of any successful organization, therefore keeping them is critical (Jain, Gupta and Bindal, 2019).

 

Employees are recognized as one of the most significant aspects in achieving organizational goals, whether in industrial or corporate organizations. As a result, motivating factors within employees must be identified to improve efficiency and production, and then efforts must be made to meet those demands (Singh, 2017). Employees who are motivated seem to be more productive than those who are not. Employees who are satisfied and happy will accomplish their work in the most amazing way possible. The outcome will be beneficial, and it will inspire other employees (Elvina and Chao, 2019).

 

Employees are at the heart of any organization;

Introduction to Employee Motivation

 

Motivation is one of the important and controlling factors that essentially regulates influencing action and performance in employees. So they can perform better and remain more productive. (Atikur et al. 2020). when an employee feels motivated, they will feel satisfaction in the work and will work more devotedly, which would result in making their performances more efficient (Pancasila et al., 2020).

 

Keeping an employee in the organization is one of the most important factors in the field of the human asset. Competent employees are a base for effective organizations, and hence retaining them is essential. Preparing new workers is endless and requires more assets, so holding an employee is better (Jain, Gupta and Bindal, 2019). Therefore, to inspire employees, leaders must find the needs of employees which will satisfy and focus their talents in ways that will help them achieve this satisfaction (Jensen, 2018).

 

The global business environment and the organizations,