EMPLOYEE MOTIVATION THEORIES - Maslow’s Hierarchy of Needs
It is a well-known fact that satisfied employees contribute their maximum and are committed to achieving organization’s goals and that their turnover intention is very low (Verma, 2017). Employee satisfaction depends on various factors and that it is not easy to maintain the satisfaction level constant without motivation. What motivates employees changes constantly and thus it is very complex. (Alshamemri 2017).
Abraham Maslow a phycologist became renowned with his motivational theory that he published in 1943 named “A theory of human motivation”. This theory is known as “Maslow’s hierarchy of needs theory “and has been the subject of many researchers and discussions worldwide since then.
As per the below Figure 01, Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid.
From the bottom of the hierarchy upwards, the needs are: physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization.
Figure 01
(Source - Jerome, 2013)
Physiological needs - These are biological requirements for human survival, e.g., air, food, drink, shelter, clothing, warmth, sex, sleep. If these needs are not satisfied the human body cannot function optimally. Maslow considered physiological needs the most important as all the other needs become secondary until these needs are met. (Maslow 1943,1954. cited in McLeod 2018).
Safety needs - Once an individual’s physiological needs are satisfied, the needs for security and safety become salient. People want to experience order, predictability and control in their lives. These needs can be fulfilled by the family and society (e.g. police, schools, business and medical care). (Maslow 1943,1954. cited in McLeod 2018).
Social needs - After physiological and safety needs have been fulfilled, the third level of human needs is social and involves feelings of belongingness. Belongingness refers to a human emotional need for interpersonal relationships, affiliating, connectedness, and being part of a group. (Maslow 1943,1954. cited in McLeod 2018).
Esteem Needs - These are the fourth level in Maslow’s hierarchy and include self-worth, accomplishment and respect. Maslow classified esteem needs into two categories: (i) esteem for oneself (dignity, achievement, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). (Maslow 1943,1954. cited in McLeod 2018).
Self-actualization needs - These are the highest level in Maslow's hierarchy, and refer to the realization of a person's potential, self-fulfillment, seeking personal growth and peak experiences. Maslow (1943) describes this level as the desire to accomplish everything that one can, to become the most that one can be. Individuals may perceive or focus on this need very specifically. For example, one individual may have a strong desire to become an ideal parent. In another, the desire may be expressed economically, academically or athletically. For others, it may be expressed creatively, in paintings, pictures, or inventions. (Maslow 1943,1954. cited in McLeod 2018).
Reference
- Alshmemri, M, Shahwan-Akl. L and Maude. P (2017). Hersberg’s Two Factor Theory. Life Science Journal 2017;14 (5). pp:12-16.
- Jerome, N. (2013), 'Application of the Maslow’s Hierarchy of Needs Theory: Impact and implications on Organizational Culture', Human Resource and Employee’s Performance. International Journal of Business and Management, Vol. 2, Issue 3, pp. 41-2.
- Verma, C. (2017) Importance of Employee Motivation & Job Satisfaction For Organizational Performance. International Journal of Social Science & Interdisciplinary Research, Vol. 6 (2)
Very clearly explain about Abraham Maslow’s Hierarchy of Needs. Herzberg's two-factor theory is another influential theory of employee motivation. Organizations in the contemporary digital world can still successfully apply it to foster an environment where people are highly driven. please consider that too.
ReplyDeleteThank you Zacky for commenting on my blog. According to Herzberg the opposite of satisfaction is not dissatisfaction but rather no satisfaction hence this is one of the reason why job satisfaction does not result in increased performance . But he also suggested that to unleash performance, the manager must encourage the motivated the team.
DeleteAgreed with the content Ishara, Further, when social needs are satisfied, consideration is given to a variety of factors, including status, reputation, self-worth, prestige, and self-esteem and this motivates people to engage in activities and enhance living conditions in various areas (Onah, 2015). Once a person's wants are met, a new one will always arise (MacGregor, 2003). Even if someone has everything they want, life will still not be satisfying to them (Adiele & Abraham, 2013).
ReplyDeleteThis is a clear explanation of Maslow’s hierarchy of needs model Ishara De Silva, This model conveys how ambitious people are and how they constantly want more but this model does have limitation as this model does not take into account cultural differences, as companies can have multi-cultural workforces and their beliefs will be different from one another. (Borrington & Stimpson, 2013)
ReplyDeleteTopic of motivation is highlighted and discussed in the subject of organizational behavior which has distinctive featuring of models and theories pertain to motivation. Development and growth of employees are significantly focused. As for Maslow, Alderfer, McClelland, Hackman and Hertzberg; the growth is most influential and intrinsic motivator for individuals that exploit the potential of employees. It is found that an undeniable link exists among employee motivation and their satisfaction with the jobs and to organizational commitment (Basset-Jones and Lloyd, 2005; Chen et al., 2004
ReplyDeleteVery clearly explain Ishara, According to Maslow you need to know where a person is on the hierarchical pyramid in order to motivate him/her. Then you need to focus on meeting that person’s needs at that level (Robbins 2001)
ReplyDelete