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.
