Motivation Theory: Maslow’s Hierarchy of Needs

Motivation Theory: Maslow’s Hierarchy of Needs

Contribution of “Maslow’s Hierarchy of Needs Theory” to Employee Motivation

Added to the fact, that it is the responsibility of line managers to bring the best out of the employees in order to achieve the Organizational goals; it is only capable by them to accomplish (Ovidiu, 2013). To achieve goals, managers should apply the art of management by encouraging the exact Interest of the Individual which is known as Motivation (Mahalakshmi & Franklin, 2015). Motivation theories which were brought in and developed by many scholars, have been assisting many practicing managers to date. Maslow’s Hierarchy of Needs is one such initial theory proposed by a psychologist named Abraham Maslow, in 1943 (Joko & Sri, 2017).

Need, is the basic concept that keeps the world actively exist (John, 1970) and with no doubt this has been the principal for Maslow’s Hierarchy of Needs Theory. A need of specific element can be satisfied at any cost, regardless of the nature; but the need of a need, an Individual wants to satisfy never ends. MacGregor (2003) simply phrased it up as “Man is a wanting Animal”.

“A poor person isn’t the one who has little, but who needs a lot” said Seneca, a Roman philosopher. Identifying that the thirst of need is a never ending chase, Maslow tiered up five layers of needs in a hierarchical order of Importance, according to his observation (Wong & Low, 2018). Which are psychological needs, safety needs, social needs, self-esteem needs & self-actualization needs (Wong & Low, 2018). Maslow explains that an individual can bring a positive behavioral change in his actions, if the right need drives him; which is because every personal is a fusion of strengths and needs, says Ovidiu (2013). This theory has contributed tremendously for organizations & managers in achieving goals effectively while guiding as a basic, but an implied theory enduring over the decades regardless of the criticism raised. (Munyaradzi et al, 2016).

The theory mainly confronts that the need should be satisfied from the lowest to highest of which the employee is exactly yearning (Sule, 2015). The theory further explains that when one need is satisfied, it no longer Influence the employee as he would start craving for the need in next level, which would still stimulate and reinforce employee to perform effectively towards achieving goal (Adiele & Abraham, 2012).

Maslow’s Hierarchy of Needs (McLeod, 2020)

The above diagram shows how Maslow has arranged, levels of need on the basic view of its’ Importance.

Psychological Needs: This need in the bottom of the triangle is the most powerful, basic urgent need, which is required biologically. This Includes food, water, air, shelter & clothing. It is simply understood that a starving personal would not be motivated by safety or esteem measures, he would only be driven by food (Mohammed et al, 2014). In work life applications this basic need is determined by the financial means, which is the wage (Avneet, 2013).

Safety Needs: The desire of an Individual to feel free of danger and to be secured. This satisfaction of need enables an employee to work against the negativity of fear & stress with a peaceful, calm mind which can bring in Innovative & effective ideas to the organization. This need arises to sustain the level of the employee where he can meet his basic need without interruption (Lynn et al, 2016). In work life application this need is determined by some measures like Job security and a well-planned benefit package consisting of employee welfare, medical benefits & Insurance (Joko & Sri, 2017).

Love & Belonging (Social) Needs: This is a need for acceptance with love and care to sense the belongingness. This develops the relationships among people to share calm working environment, while improving team spirit (Lynn et al, 2016). This will boost employee to report to work, contribute and emerge as an effective team enabling synergy effect. Grouping with suitable team members, arranging office excursion, arranging participative training would encourage to satisfy this need.

Self - Esteem Needs: Every Individual internally would want to know what he is capable of, this need gives the answer. An employee recognized for his efforts would try to bring out more of his capabilities in order to gain respect, appreciation, and recognition in working space while strengthening his skills internally (Mohammed et al, 2014). This gives a feel of superiority to the employee, that he is noticed and valued for his efforts. Workplace can implement effective rewarding schemes and small staff appreciation events on monthly basis to improve productivity & innovative ideas (Jerome et al, 2013).

Self - Actualization Needs: This need is a desire of an Individual to realize their full potential (Lynn et al, 2016). This is the ultimate need which arises after being satisfied with all other lower tiers of need. Here an employee would contribute, while enhancing himself to self-fulfillment by taking over any challenges to represent himself as a valuable asset to the organization (Avneet, 2013).

“Humans are dynamic & multidimensional being” says Joko & Sri (2017). When it comes to complying with reality, the force which drives the employee should be understood by the managers with the extent of the depth towards need and employees engagement levels. A clear understanding of above would enable the management to design a best fitting culture. As Rahman & Nurullah (2014) explains a culture which is built unique with special attention of cultivating motivated employees will result more beyond applying Maslow’s motivation theory. Tezcan, Sibel & Emine (2017) further highlights that a culture specific Maslow’s theory would enhance the productivity, and result “Sustainable Competitive Advantage” to the Organization.

As a personnel working for Tea plantation sector, I see many employees form basic laborers to high ranked corporate personnel’s. Their set of needs vary from one another. Our organization is contributing to meet their needs varying in line, with the personnel’s position held. Psychology needs are met by providing free breakfast & lunch to all basic workers and special kits for tea pluckers along with an appropriate and flexible infrastructure to work with a suitable wage scheme aligning with the industrial benchmark. Safety needs are met by providing insurance, medical benefits and a simple yet satisfying employee welfare policy along with health & safety practices within the premises providing a workable friendly environment. Our organization is also engaged in pairing up with a child day care unit, free of charge to specially satisfy the female employees working in bottom line to remove their stress out of mind. Also our organization contributes to social needs by conducting many active training sessions, yearly staff excursion and social events. Annual bonuses, feasible appraisals, small but great events & awards that recognize best employee and Idea storming sessions are keeping the self-esteem needs in place. Also some personnel’s holding high positions are provided with luxury vehicles of which expenses are borne by the organization. Self-actualization needs are met with project leaderships given with full authority to imply ideas and taking responsibilities accordingly.

“If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe” said Abraham Lincoln. Correspondingly a perfect application of Maslow’s Hierarchy of Needs with an appropriate culture enables increased productivity and effective workforce, reduced trained labor turnover which eventually increases employee savings, leading to Sustainable competitive advantage taking the organization  towards its Vision”.

References

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·         Avneet, K. (2013) Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, 3(10), pp. 1061 – 1064.

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·         Tezcan, H. U., Sibel, A.  and Emine, G. (2017) MASLOW’S HIERARCHY OF NEEDS IN 21ST CENTURY: THE EXAMINATION OF VOCATIONAL DIFFERENCES [Online].Available at: <https://www.researchgate.net/publication/321267309_MASLOW'S_HIERARCHY_OF_NEEDS_IN_21ST_CENTURY_THE_EXAMINATION_OF_VOCATIONAL_DIFFERENCES > .[Accessed on 21^st April 2020].

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