Abraham Maslow’s Hierarchy of Needs

 

       

Abraham Maslow’s Hierarchy of Needs

Managers need to constantly motivate their employees to get optimum results (Mehta, 2021). Motivation is the crucial factor that influences organization employees to work harder, increase work productivity and performance, and ensure on developing the intellectual capacity and competencies of employees (Mehta, 2021).

The hierarchy of Needs by Abraham Maslow is considered an early theory of motivation. Maslow hypothesized that within every human being, there exists a hierarchy of five needs (Robbins et al, 2013). According to Maslow, human behavior is related to his needs. It is adjusted as per the nature of the needs to be satisfied. In the hierarchy of needs theory, Maslow identified five types/sets of human needs arranged in a hierarchy of importance and priority (Trivedi and Mehta, 2019).

According to Figure 1.0 of Maslow’s Hierarchy of Needs, there are 5 levels of human needs that eventually need to be fulfilled such Psychological Needs, Esteem Needs, Psychological Needs, Esteem Needs, and Self-actualization needs.

Figure 1.0 - Maslow's Hierarchy of Needs

Source: Maslow’s Hierarchy of Needs – Theory of Human Motivation, International Journal of Research in all Subjects in Multi Languages.

According to Figure 1.0, the first level of need is,

1.      Psychological Needs

Physiological needs are human basic needs that are critical for human living in various participating communities in society (Aruma and Hanachor, 2017). Psychological needs are considered basic human needs for sustaining human life. Examples are such as food, shelter, clothing, air, water, and sleep which are also considered biological needs. Maslow belief unless and until these basic psychological needs are satisfied to the required extent, other needs do not motivate an employee. The organization I work for every financial year will be reviewing industry rates and considering macro-environmental factors will be deciding on a fair salary structure for every employee as a basic need to fulfill needs.

2.      Safety Needs

Safety needs come after meeting psychological needs. According to Trivedi and Mehta, these are the needs connected with the psychological fear of loss of job, property, natural calamities, or hazards. An employee wants protection from such types of fear. He prefers adequate safety or security in this regard i.e. protection from physical danger, security of a job, pension for old age, insurance cover for life, etc.

3.      Social Needs

Once the Basic Needs and Safety needs fulfilling, belonging needs include mutual respect, mutual admiration, trust, affiliation, and group membership. In the organization, teamwork belongs to the group (Janakiram, 2010).

4.      Esteem Needs

It is always natural that people seek esteem and prestige in the human environment when it is obvious that they feel secure in their respective social groups such as family group, social group, communal group, working group, group of colleagues, group of friends among others in their various communities in the society (Aruma and Hanachor, 2017). Therefore, Esteem and Prestige needs can equally be referred to as ego needs in the human environment.

5.      Self-actualization Needs

Employees realize self-fulfillment and potential for personal growth at the peak of their experiences. At this stage, individualized needs are met when one has achieved the personal goals that one is capable of achieving (Omodan, 2022) This is the highest and the last stage of the hierarchy of needs propounded by Abraham Maslow.

Limitations of Hierarchy of Needs, according to Trivedi in

·      This theory is based on Human needs only. There is a gap in the cause-and-effect relationship between need and behavior.

·       The theory doesn’t reflect on other motivating factors such as experience, expectations, and perception.

·       The needs of all employees are not uniform in fulfilling.

Even though, this theory produces different limitations, I would like to produce my suggestion as this theory highlights financial and non-financial motivation impact on the employees in a workplace environment. Overall, from an organization’s point of view helps on increasing effectiveness, efficiency, productivity, and organizational performance.

 

References

  • Janakiram, B. (2010) Management, and Entrepreneurship, 1st edition.
  • Omodan, B I. (2022) Analysis of "Hierarchy of Needs" as a Strategy to Enhance Academics Retention in South African Universities, Academic Journal of Interdisciplinary Studies, Vol 11 (3)
  • Robbins, S P., Judge, T A., and Vohra, N (2013), Organizational Behavior, 15th edition, Pearson.

 

Comments

  1. Romeda WijewardeneNovember 14, 2022 at 9:54 PM

    Agreed with the content in this article Sachini. In addition to this as examples in global context ‘Google’ company offers free gourmet food in cafeteria, a nutritionist, a fitness center, yoga classes (Google perks, 2007). Further, the Organization offers subsidies massages, nap pods, videos games, football, and ping pong games to motivate employees while the work (Choudhary, 2014). For self-actualization, Mother Teresa believed to tend to the soul it must tend to the basic needs, and in the way the gain permission to be where it is the most intimate (McLeod, 2014). Further, MacGregor (2003), stated that 'when a human satisfied with one need another one will appear and it is never ending process'. Even the man fulfilled all forgoing needs, he will still feel unsatisfied in the life (Adiele & Abraham, 2013).

    ReplyDelete
    Replies
    1. Sachini NagahawattaDecember 5, 2022 at 8:42 AM

      Thank you for your feedback Romeda. Maslow’s hierarchy has been seen as highly useful in offering a motivational framework that will get Generation-Y workers to perform enthusiastically and deliver their best efforts. O’Malley reminded that Generation Y considers work-life balance as a necessity, rather than a luxury. Therefore, a clear picture of the career ladder and promotional plan, work-life balance culture, family-friendly policy, recognition schemes, and life-long training can all be essential elements to fulfill the social needs of employees, especially the Generation Y or Z workers who always do not only focus on getting paid at work (Wong & Low, 2018).

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