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)
Maslow illustrated human needs as a hierarchy, ascending from the lowest to the highest, and concluded that once one set of needs is fulfilled, it no longer serves to motivate. To motivate the individual, the next higher level of need must be activated (Luthans, 2011). This theory arranged employees' needs in descending order of importance and demonstrated that these are met in the prescribed order (Zvavahera, 2019).
Maslow's theory is based on five levels in the hierarchy of needs model. They are described below.
Physiological/basic needs:
Include things like air, food, shelter, sex, and pain relief or avoidance. These needs in an organizational setting include adequate salary, breaks, and working conditions (Rahman and Nurullah, 2014). This is the point at which people begin to plan their future based on their current employment. At this point in their lives, they are unconcerned about where they are deployed or how much they are paid; all they want is to get a job and get started. Employees aspire to achieve more and advance in their careers as time passes (Zvavahera, 2019).
Safety needs:
When all physiological needs have been met and thoughts and behaviours are no longer controlled by them, the need for security can become active (Jerome, 2013). In the workplace, these needs include safe working conditions, salary increases to keep up with inflation, job security, and fringe benefits that protect physiological needs, such as a union, health insurance, employee assistance plans, severance pay, and pension (Rahman and Nurullah, 2014).
Social needs (Love):
After safety needs are met, the third level of human needs is social, which includes feelings of belonging. employees would want to get friends, fill affectionate about others (McLeod, 2020). These needs in an organizational setting include the ability to interact with others, to be accepted, and to have friends. Formal and informal workgroups or teams are common ways for the employee to achieve their social needs (Rahman and Nurullah, 2014).
Esteem needs:
In the human environment, esteem and prestige needs are also referred to as ego needs. it is natural for people to seek esteem and prestige (Aruma and Hanachor, 2017). This includes the needs for both self-esteem and the esteem received from others (Jerome, 2013). Titles, the satisfaction of completing the job itself, merit pay raises, recognition, challenging tasks, participation in decision making, and the opportunity for advancement are some of the needs that appear in an organizational setting (Rahman and Nurullah, 2014).
Self-actualization:
Despite the difficulty of achieving this level, everyone desires to reach their full potential in their careers and life beyond their careers (Zvavahera, 2019). When all of the preceding needs are met, the self-actualization needs are activated, and only then. Maslow defines this level as the desire to achieve everything possible, to become the best that one can be (Jerome, 2013). In an organizational setting, these needs include the opportunity to develop one's skills, the opportunity to be creative, achievement and promotions, and the ability to have complete control over one's job (Rahman and Nurullah, 2014).
In one of my previous workplaces, management had issues with a specific department. That department performance was low and employee turnover was high. To control this management appointed a new manager. That manager talked to the employees and promised them a salary raise. Also, personally, that manager congratulated the employees when they have completed a task within the given time. Some of the employees got the promotion too. According to Maslow's theory, the manager made some changes in the Esteem Needs level. This had helped to alter that department’s performance to high and employee turnover to low.
Video 1.0 is explaining about Maslow’s theory in simple and understandable way.
Video 1.0: Maslow’s theory in the work place
(Source: Organizational Communication Channel, 2016)
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. 15-27, [online]. Available at https://www.eajournals.org/wp-content/uploads/Abraham-Maslow%E2%80%99s-Hierarchy-of-Needs-and-Assessment-of-Needs-in-Community-Development.pdf. [Accessed on 24th October 2021].
Jerome, N. (2013) Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), pp. 39-45, [online]. Available at http://arazprojects.ir/wp-content/uploads/G233945.pdf. [Accessed on 26th October 2021].
Kenrick, D. T., Griskevicius, V., Neuberg, S. L. and Schaller, M. (2010) Renovating the pyramid of needs: contemporary extensions built upon ancient foundations. Perspect Psychol Sci, 5(3), pp. 292-314, [online]. Available at https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3161123/. [Accessed on 24th October 2021].
Luthans, F. (2011) Organizational Behavior: An Evidence-Based Approach. 12th edition. [online] New York, McGraw-Hill. Available at https://bdpad.files.wordpress.com/2015/05/fred-luthans-organizational-behavior-_-an-evidence-based-approach-twelfth-edition-mcgraw-hill_irwin-2010.pdf. [Accessed on 26th October 2021].
McLeod, S. (2020) Maslow's Hierarchy of Needs. [online] Simply Psychology. Available on https://www.simplypsychology.org/maslow.html#needs5. [Accessed on 26th October 2021].
Organizational Communication Channel, (2016) Maslow's Hierarchy of Needs in the Workplace. [online video]. Available at https://www.youtube.com/watch?v=nASV5I_WG3k. [Accessed on 26th October 2021].
Rahman, H. and Nurullah, S. M. (2019) Motivational need hierarchy of employees in public and private commercial banks, Central European Business Review, 3(2), [online]. Available at https://pdfs.semanticscholar.org/6a35/8e9bc9fc8afe9b4944eb0995ea445fe35837.pdf. [Accessed on 26th October 2021].
Shi, Y. and Lin, X. (2020) A test of maslow’s hierarchy of needs concept by a correlational model among adult learners, American Association for Adult and Continuing Education, Bowie, [online]. Available at https://files.eric.ed.gov/fulltext/ED611655.pdf. [Accessed on 24th October 2021].
Zvavahera, P. (2019) Application and implications of Maslow’s Hierarchy of Needs Theory: The Zimbabwean experience, Journal of Business School, 2(3), pp. 63-82, [online]. Available at https://www.journalbusiness.org/index.php/journalbusiness/article/view/31/28. [Accessed on 26th October 2021].
I totally agree with you Janakan. Accordingly, this theory is well explained by the Maslow pyramid. Maslow’s theory is very useful for understanding the needs of people at work. Further, the theory explained actions that can be taken to satisfy them. His theory also helps top managers to recognize that deprived needs may negatively affect attitudes and behaviours (Andreassen et al., 2010).
ReplyDeleteAgreed Dileep and adding more to your comments, Maslow's hierarchy of needs has been used to motivate people to meet their requirements at all levels, from physiological to self-actualization (Hing Po Lam, 2020). It provided managers with a clear point of reference when examining employees and had a noticeable impact on organizational behaviour when resolving employee issues (Mullins, 2002).
DeleteHi janaka, agree with you, adding to your points, when the employees reaching to final stage of self-actualization is vital to an organization, employees work at their maximum potential creativity. then formulating strategies to achieve this stage may benefit the organization (Kaur, 2010).
ReplyDeleteAgreed Dineth. Furthermore, this theory has influenced and impacted managerial approaches to motivation and the design of an organization to fulfill employee requirements (Aina, 2014). Employees with unmet basic needs will make job-related decisions based on worries about compensation, safety, or stability. When these demands are no longer supplied, employees will default to servicing the lowest level needs (Tanner, 2020).
DeleteHi Janakan. Agreed. In addition to the above. Iguisi (2009) emphasises that Maslow’s satisfaction theory demonstrates what motivates employees further, stimulates, and reinforces the behaviour. An organisation needs to know where employees are on Maslow’s need pyramid to motivate them (Robbins, 2001). Employees like to work in an environment where their need is met, and they will perform without any support (Kaur, 2013).
ReplyDeleteYes, Employee motivation is what drives, directs, and sustains behaviour in the workplace (Porter et al., 2003). Maslow established a theory based on the premise that human behaviour is driven by a small number of evolving fundamental needs that emerge and operate (Sengupta, 2011).
DeleteHi Janakan, Adding more to your points, Maslow's model offers a number of benefits into understanding human needs, Kunchala (2017) says since there is no empirical value to measure one's satisfaction of a level, employers would find it difficult to gauge the level of satisfaction of an employee. In addition, the same product or service can satisfy a number of needs at once, making the pyramid less effective (Rutledge, 2011).
ReplyDeleteAgreed. According to Maslow's hierarchy of needs, Job satisfaction revolves around an employee's requirements and the elements that bring them to a tolerable level of fulfillment (Saif et al., 2012).
DeleteHi Janakan adding to your post ,Maslow has identified the basic needs in terms of physical, biological, social and psychological where according to those needs, he has come up with a hierarchy with five stages (Jerome 2013). But there are criticisms that he has missed the social connection where several researchers were believed that without social connection there is no survival physically as well as emotionally (Rutledge, 2011).
ReplyDeleteTotally agreed with the facts. Physiological needs, safety needs, the need for love and belonging, self-esteem needs, and self-actualization needs were all categorized by Maslow. Companies must also execute with equal pay for equal work. Compensation is important in attracting and maintaining good employees, especially those who perform exceptionally well to fulfill organizational goals (Lahida et al., 2017).
DeleteHi Janakan. good explain and Maslow regarded human needs as a hierarchy, with the lowest requirements at the bottom and the highest needs at the top. When one set of wants is met, it no longer serves as a motivator; instead, the hierarchy's unmet demands serve as a source of drive (Chartered Management Institute, 2012).
ReplyDeleteThank you for the comment. The Maslow's theory can be applied to Individuals, teams, and organizations looking to improve leadership and participation in any company. It is quite critical to assess an employee's sense of belonging and how they interact with their co-workers in order to determine where they fit on the scale (Dolan, 2020).
DeleteYes.Janaka, The capacity to recognize needs and ensure that those needs are met in a favorable way can aid in success. When you feel comfortable, supported, have a sense of belonging, and are self-actualized at work, your attitude can impact those around you. Because engagement and motivation are typically team-based attitudes, a group of people who believe their needs are being met can help to build a more positive, engaging workplace culture (Kulhar, 2011).
ReplyDeleteAgreed, The Maslow theory is thought to have given the study of organizational behaviour and management a new way of looking at employee attitudes and behaviours in order to better understand how they are motivated. This theory has probably proposed the finest conceptualization of human needs in organizations (Kaur,2013).
DeleteWell Explained Janaka, Also this theory explains five levels of need which follow a hierarchy. The need for the next level arises with the fulfillment of the earlier need. Following are the needs Physiological needs, safety and security need, Social need, self worth and Self actualization. There are exception to the theory that sometimes the need may not follow the hierarchy due to unpredictable attitude and behavior of the human being (Chandrakant V. 2018)
ReplyDeleteAgreed, Maslow's theory is a helpful tool for understanding individual human behaviour. It is used in the workplace to determine and influence employee motivation. Increased employee motivation and commitment are attainable if leaders can affect the lives of their employees, evaluate their needs, a new technology that gives challenges and chances for satisfying those requirements, and provide training (Benson and Dundis, 2003).
DeletePsychologist Abraham Maslow`s original five-stage model has been expanded twice to include cognitive needs, aesthetic needs (Maslow, 1970a)and transcendence needs (Maslow, 1970b)under growth needs. These needs are also important to consider in developing motivational strategies.
ReplyDeleteMcLeod, S., 2007. Maslow's hierarchy of needs. Simply psychology, 1(1-18).McLeod, S., 2007. Maslow's hierarchy of needs. Simply psychology, 1(1-18).
Agree Ravi, Maslow continued to refine his theory based on the concept of a hierarchy of needs over several decades - Maslow, 1943, 1962, 1987 (McLeod, 2007).
DeleteInsightful article , further Motivated employees perform in a personal level for the organization as catalysts, and these employees usually want to do their duties more successfully (Sekhar et al., 2013).
ReplyDeleteThank you for your comment. Employee motivation is an important aspect that encourages employees to do their best work and contribute to the achievement of large-scale corporate goals (Jain et al., 2019).
DeleteHi Janakan, Further to this Maslow's hierarchy can be further categorized in to two sections as growth needs and deficiency needs which was explained by ( Noltemeyer, Bush, Patton and Bergen, 2012). Needs that drive the employees to achieve the highest potential can be define as the growth need where the elements that can be used in order to satisfy and motivate the employees can be define as deficiency needs (Amekudzi, Akofio-Sowah,Boadi,Brodie, Amoaning, Smith-Colin,Fischer and Wall, 2016).
ReplyDeleteAgree with you. Deficiency needs refer to the first four levels, while growth or being needs refers to the top level. When people's basic requirements aren't addressed, they're said to motivate them. In addition, the longer such requirements go unmet, the more motivated people get to meet them (McLeod, 2018).
DeleteHi Janakan, Agreed with you and adding to that, There are different ways in motivating the employee as monetary as well as non-monetary. Monetary factors are deals with money named as incentives and non-monetary factors includes rewards, employee of the month, coupons, free membership cards, issuing expense card, etc. There are different types of employees
ReplyDeletework in the organization some may motivated by monetary and some by non-monetary,(Arthi, V.,& Gomathi, S. 2017).
According to Gbededo and Liyanage (2018) The self-esteem layer of Maslow's hierarchical pyramid incorporates the premise that employees are more likely to be content with their jobs if they are recognized, respected, and rewarded. Self-actualization is the pyramid's highest layer. Self-actualization, according to Maslow, is the drive to achieve everything that one can to become the best person one can be.
DeleteJanakan you have well explained about 05 factors of Maslow theory. Adding to that,
ReplyDeleteAbraham Maslow is well renowned for proposing the Hierarchy of Needs Theory in 1943.This theory is based on the assumption that there is a hierarchy of five needs within each individual. Ranks human needs hierarchically in a five level pyramid where people seek to satisfy their needs from bottom to top starting from Physiological,
Safety, Belongingness, Esteem, and moving to Self-Actualization needs(Kakkos and Trivellas,2011).
Agreed, Maslow created a positive explanation of human motivation based on his research into successful individuals. Maslow questioned traditional psychological methods for establishing theories based on research of deviant or dysfunctional persons, and he established a self-actualization hypothesis of behaviour motivation. Before Maslow's seminal work in the field of motivation, social scientists tended to focus on specific aspects such as biology, achievement, or power to understand and predict human behaviour and its underlying motivations (Huitt, 2001).
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