Introduction
Maslow's
hierarchy of needs is a theory in psychology proposed by Abraham Maslow "A
theory of Human Motivation" in Psychological Review. There is little
scientific basis to the theory: Maslow himself noted this criticism (Bob,
2009). His theories parallel many other theories of human developmental
psychology, some of which focus on describing the stages of growth in humans. He
then created a classification system which reflected the universal needs of
society as its base and then proceeding to more acquired emotions. Maslow's
hierarchy of needs theory categorizes the needs of individuals into a pyramid
of physiological, safety, social, self-esteem, and self-actualization, in
ascending order of prominence (Mullins, 2005). The concept is created on the
basis, which people stay inspired through the need towards satisfy their
desires, as well as asserts which the low-level need should exist contented
prior to touch the following advanced level need. After requirement was
pleased, it is not anymore, an inducement or stimulus. However, it will
significant for conveying, which no individuals are motivated from similar
desires. Then, different persons, at any time, may be inspired by totally
dissimilar dynamics, and therefore it is essential to know and distinguish the
necessity level at which people are functioning, so that such requirements can
be used as stimuluses. ( Bowen et
al., 2008).
Figure 1: Maslow's hierarchy Pyramids
Source
- (Bob,
2009)
Levels of Hierarchy
According to Bob (2009), five categories of needs described as follows,
· Physiological
The basic minimum requirements driven by id for Maslow
management are physical needs. These basic human needs include food and water,
adequate rest, clothing and shelter, health, and fertility. Maslow says that
these basic bodily needs must be met before people can move on to the next
level of fulfillment (Shanks, 2019).
Safety Needs
Next among the minimum requirements are safety. Safety
requirements include protection from violence and theft, emotional and social
stability, health, and financial security (Ball, 2019).
Belonging Needs
The needs of the community in the third level of the
Maslow dynasty are related to human communication and are the last of the
so-called lowest needs. Among these needs are friendship and family ties - both
with the surviving family (parents, siblings, children) and the selected family
(partners and partners). Physical and emotional intimacy ranging from sexual
intercourse to intimate emotional bonds is essential to achieving a sense of
superiority. In addition, membership in community groups contributes to meeting
this need, from being part of a work group to building an identity in a union,
club, or group of hobbyists (Burton, 2012).
Esteem Needs
The higher needs, which begin with respect, are the needs
driven by the ego. The key to being respected is self-esteem (the belief that
you are important and worthy of dignity) and self-esteem (confidence in your
own personal growth and achievements). Maslow specifically notes that
self-esteem can be divided into two types: self-esteem based on respect and
acknowledgment from others, and appreciation based on your self-examination.
Self-confidence and independence are based on this latest form of
self-confidence.
Self-actualization.
Doing things for yourself means fulfilling your full
potential as a person. Sometimes called self-fulfillment needs, the
self-fulfilling needs reside at the highest point in the Maslow pyramid.
Self-employment needs include education, skills development - refining talents
in areas such as music, athletics, design, cooking, and gardening - caring for
others, and broader goals such as learning a new language, traveling to new
places, and winning prizes Bob (2009)
Video 01: Maslow's
Hierarchy of Needs - What motivates us
Source – Ducere, 2018
Hierarchy of Needs theory on Organizational Culture and Construction Industry
The hierarchy of needs theory, applicable to organizational
orientation and employee motivation (Greenberg & Baron, 2003). The theory
is able to suggest how managers can lead their employees or subordinates to
become self-actualized. According to the Greenberg & Baron (2003),
This suggests two paths of the theory, first to organizations and second to
employees. On that basis Organization and employees both decide on performance
of the organization. When employees give their full capacity to the organization,
the origination should ensure the employees’ level of needs.
The organization have to reflect the fact that employees
physiological and security needs. Then the performance will be improved to a
very great extent in that organization. As employees yearn for social needs, it
is part of the organization establish values and norms that the work ethic
will focus on in organizing organizational performance, with labor relations
one of the most important areas for employees to strengthen. And also, Organization
should help employees to attain their self-esteem and self-actualization needs.
Employees realized organization cares so much about their satisfaction,
employees will offer their best to the organization (Jerome, 2013)
Moraes, Coelho De and Gladis (2012) mentioned, in construction Industry the major concern of employees related to safety in workplace, construction workers are always worried about the safety in jobsite, and that security is always a key factor in any work activity. social needs in construction industry that collaboration at workplace is the main factor with problem at the jobsite than friendship, participation and acceptance. When the problem arises about esteem needs, workers had to show the alternatives of lowest importance at the workplace. consideration for work performed was the main factor that should be improved in the activities of the group investigated. With regard to self-Actualization needs workers should improve their productivity at workplace, Greater respect from superiors, stimulating creativity, Opening to presentations of ideas and suggestions to problems resolutions in construction industry. So, as per the General needs in Maslow’s Hierarchy of Needs safety needs remains a matter of great concern within the construction site.
References
Ball, B., 2019. A summary of motivation theories, s.l.: s.n.
Bob, P. (2009) ‘An Exercise in Personal Exploration: Maslow’s Hierarchy of Needs’, The Surgical Technologist, 41(8), pp. 347–353. Available at: http://www.ast.org/pdf/308.pdf.
Bowen, P. et al. (2008) ‘Job satisfaction of South Africa quantity surveyors Are employers happier than employees ?’ doi: 10.1108/17260530810891270.
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 ISSN (Online, 2(3), p. 23198028.
Maslow, A. H. (1943) ‘Preface to motivation theory.’, Psychosomatic Medicine, 5, pp. 85–92.
Moraes, P. V., Coelho De, C. G. and Gladis, C. (2012) ‘Maslow’s theory of motivation - Hierarchy of needs: Results from construction operational workers in São Paulo city, Brazil’, Applied Mechanics and Materials, 174–177, pp. 2339–2342. doi: 10.4028/www.scientific.net/AMM.174-177.2339.
Mullins, L. J. (2005) Management and Organisational Behaviour. 7th edn. Edinburgh Gate, Harlow: Pearson Education Limited Edinburgh. doi: MANAGEMENT AND ORGANISATIONAL BEHEVIOUR.
Maslow, McGregor believed people needed to feel safe, valued, that they were making a contribution and engaged (Kramar, 2014).
ReplyDeleteAccording to Jerome (2013), if a man’s physiological needs are fulfilled by only 25% then there will be no sign of emerging the safety needs. But if his physiological needs are fulfilled to the level of 50% then the emergence of the safety needs could be observed. Therefore, an employee can be satisfied in different percentages in all levels of the hierarchy without even a single level is not 100% fulfilled. Maslow (1954), explains that lower levels should always have a higher percentage of satisfaction than the immediate higher level if he is to be satisfied for a longer period of time.
ReplyDeleteMaslow's Hierarchy of Needs Classifies the desires or needs of human beings into physiological, safety, belongingness, esteem, and self-realization needs in ascending order of importance (Lam and Tang, 2003).
DeleteMaslow's Need theory is certainly the foundation for organizations to apprehend the motivation levels/needs of individuals; in contrast, an employee's journey up on the pyramid from deficiency level to growth level, does makes it difficult for managers to understand where exactly is the employee. This impedes the deployment of correct human resource management practices in place for motivational purpose (Armstrong, 2013).Basic needs should always not required to be satisfied to proceed up to the next step in ladder(Salanova & Kirmanen, 2010) .The needs of people varies from person to person or based on situations(Armstrong, 2013). Basic needs should always not required to be satisfied to proceed up to the next step in ladder(Salanova & Kirmanen, 2010). The needs of people vary from person to person or based on situations (Armstrong, 2013). The safety risk associated in construction industry does thus makes an alarm to re-think the hierarchy journey in a general perspective (Moraes, Coelho De and Gladis 2012).
ReplyDeleteAgreed Asitha, People are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfill the next one, and so only would like consider about the drawbacks of this theory. From a scientific perspective there are numerous problems with this particular approach (Mullins, 2005).
DeleteIn terms of physical, biological, social and psychological, Maslow has defined the essential needs where a hierarchy of five stages has been established according to those needs (Jerome 2013). But there are criticisms that he has overlooked the social link in which most scholars claimed that there is no survival physically and emotionally without social connection (Rutledge, 2011).
ReplyDeleteAgreed Malinga, Maslow’s Hierarchy of Needs is applied in psychology as well as in business, and it helps to understand what motivates people. The pyramid has five needs, and a person does not feel needs above unless the needs in the bottom have been satisfied (Jerome, 2013).
DeleteAs stated that employees at organizations are motivated by the desire to achieve or maintain the various conditions and intellectual desires upon which these basic satisfaction (Ramlall 2004). Motivation is fundamentally meant to facilitate the behavioral alteration and it is a force that enables an individual to act toward a particular objective, goal (Shahzadi et.al, 2014). Motivation will encourage the employee to be loyal and to work for a longer period at the same organization and it will lead to saving money in recruitment costs, training, lost productivity and increase overall effectiveness of the organization (Sabri 2017).
ReplyDeleteMotivated employees highly productive and force other to work hard. So, it is important to implement different motivation factors to improve productivity in organization (Dugguh, 2014). According to Adi (2000) Employees capability cannot measure their performance idea that, only desire for work has to be implement which help in improving level of performance, increase productivity and reduce the cost of operation. This will improve the efficiency of employees and organization.
DeleteAccording to Maslow's belonging needs such as love ,sex, friendships and work groups further, religion and different personalities are very important aspects of employee motivation (Taormina and Gao,2013).
ReplyDeleteHi Janaka, Maslow's hierarchical needs, the priority order in which employees would rate their needs would differ across different organizations. Assumes that there are several prerequisites for meeting these needs. For example, having the independence of speech and expression, or living in a fair and equitable society, is not specifically mentioned in the hierarchy of needs. However, Maslow believes that having these things makes it easier for people to meet their needs (Goyal, 2012).
DeleteAdding new theory , . Lawrenceand and Nohria (2002) propose the “human drives” theory, which states that employees are guided by four basic emotional drives that are a product of common human evolutionary heritage: the drives to acquire, bond, comprehend, and defend. The researchers survey a financial service giant, a leading IT services firm and 300 Fortune 500 companies and find these four drives led to high levels of engagement, satisfaction, commitment and a reduced intention to quit, and ultimately better corporate performance.
ReplyDeleteAdding more to your statement according to Nyambegera and Gicheru's (2016) study highlights the importance of multiple intrinsic factors that drive employee motivation, such as financial remuneration, empowerment, rewards and recognition, the nature of work, and an employee's perception of the contribution to the organization
ReplyDeleteThank you Sohan, Extrinsic motivation works through indirect satisfaction of needs, most importantly through monetary compensation. Extrinsically motivated coordination in firms is achieved by linking employees monetary motives to the goals of the firm (Lindenberg et al., 2001).
DeleteMaslow's hierarchy of needs is often portrayed in the shape of a pyramid with the largest, most fundamental needs at the bottom and the need for self-actualization and transcendence at the top. In other words, the theory is that individuals' most basic needs must be met before they become motivated to achieve higher level needs(Gambrel & Cianci, 2003).
ReplyDeleteHi Kelum, According to Maslow’s theory, one does not feel the second need until the demands of the first have been satisfied or the third until the second has been satisfied. When all of the foregoing needs are satisfied, then and only then are the needs for self-actualization activated (Funso, Sammy and Gerryshom, 2016).
DeleteAccording to Maslow leaders need to know the level of a person on the hierarchical pyramid in order to motivate him/her. Then leaders need to focus on accomplishing that person’s needs at that level (Robbins 2001).
ReplyDeleteAgreed Kanishka, The hierarchy of needs theory applicable to organizational orientation and employee motivation. The theory is able to suggest how managers can lead their employees or subordinates to become self-actualized (Greenberg & Baron, 2003).
DeleteBefore Maslow, researchers often focused on factors such as biology, success, or power to describe what motivates, directs and supports human behavior. Maslow prioritizes human needs based on two groups: Lack and need to grow Within the lack of demand, the lower needs must be met before moving on to the next higher level (Huitt, 2007).
ReplyDeleteHi Madhura, Jerome (2013) mentioned Maslow's theory “needs to know and understand” to the existing five level of needs. According to Jerome (2013), Offer bonuses and additional benefits to certain employees who are making further efforts to improve their work. It will also help you pursue your career in a better direction for future growth and promotions.
DeleteMaslow states that when needs are satisfied, individuals tend to have an inspirational motive in their life (Robbins et al 2014). Developing from the Maslow's hierarchy of needs, content theories of job satisfaction rotate around employees’ needs and the factors that bring them a reasonable degree of satisfaction (Saif et al., 2012).
ReplyDeleteAgreed Thilini, Organization benefits can also play a large role in an employee's satisfaction and performance. Maslow's hierarchical needs, the priority order in which employees would rate their needs would differ across different organizations. And also he believes that having these things makes it easier for people to meet their needs (Jerome, 2013).
DeleteMotivation is related to the idea of a goal that a person hopes to achieve. According to the research findings, they see it as an individual's need, and if it is suspended, it will have a mobilizing effect and, if satisfied, create even a partial new need. Maslow rated human needs ranging from physical needs to security, love and rights, respect, self-awareness, knowledge and aesthetics, respectively.(Cardoso ,P. et al.2015)
ReplyDeleteWhen a deficit need has been 'more or less' satisfied it will go away, and our activities become habitually directed towards meeting the next set of needs that we have yet to satisfy. These then become our salient needs. However, growth needs continue to be felt and may even become stronger once they have been engaged (McLeod,2018)
ReplyDeleteThe most important feature of the Maslow’s Hierarchy of Needs theory is that workplace managers are challenged to decipher the level at which employees are motivated to implement motivational strategies when needs are not met (Walker, 2011).
ReplyDeleteThere are different ways the organization can satisfy their employees and motivate them. Money is the number one motivation factor that may satisfy the employee’s physiological needs as well as the safety needs. Social needs can be met by providing the employee a workplace in a way that it is easy to communicate and collaborate with others. Also, organizations get to gather and entertainment activities will build good relationships between employees from different levels which will satisfy the social / Love & belonging needs (Bradley, 2003).
ReplyDelete