Mullins,
(2002) explains that Maslow’s theory was initially published in 1943 and
popularised in the early 1950s. It was basically a theory of individual
development and motivation. The fact that it was premised on individual
development, suggest that it focuses on individual differences. The starting
point in this theory is that people are wanting beings. They always want more
and what they want depends on what they already have. He suggested that human
needs are arranged in a series of levels, or a hierarchy of importance. The
same needs can be satisfied by a number of goals. In 1954, Maslow postulated
and developed the needs theory into a hierarchy (Jonas et al.2016).
Armstrong,
(2009) further explains that the underpinning philosophy is that, an
unsatisfied need creates tension and a state of disequilibrium. He further adds
the dimension of goals into the theory. Such goals would lead to stability and
equilibrium once a goal is achieved. All behaviour therefore is guided by needs
(Jonas et al.2016).
Armstrong, (2009), concedes that Maslow’s Hierarchy of needs theory has an intuitive appeal and has been very useful and influential in the field of motivation. It being one of the first theories has attracted a lot of attention, either in support of or against it. He goes on to explain that, different people have different needs and it is too rigid and simplistic to fully cater for the dynamic nature of human beings (Jonas et al.2016).
Maslow
suggested five categories of needs as shown in the diagram (Jonas et al.2016):
Robins and Coulter (2009), advise that in order to satisfy physiological needs, the organisation may ensure a level pay that enables a person to buy food and clothing and have adequate housing. James and George (2011) who argue that managers must determine which needs employees are trying to satisfy and ensure that individuals receive rewards that are commensurate with their needs.
James and George (2011) further suggest the provision of job security, adequate medical benefits and safe working conditions as other ways of satisfying safety needs. It is also important to assure continuity and job security for all employees, especially taking contract workers on board when the opportunity arises.
Mullins (2002), suggest that creating and promoting good interpersonal relations, friendly supervision, professional assessment, corporate identity and social interaction go a long way in satisfying the need to belong.
Stoner, et al (2001) suggests promotions, recognition of performance, respect and giving credit as some ways of satisfying self- esteem needs.
Satisfying self-actualisation needs, according to Mullins, (2002) entails giving employees the opportunity to use their skills and abilities to the fullest extent possible and becoming all, they can be.
In the below quick business performance tip, we review Maslow's Hierarchy of needs and review the intersection of human motivation and business success.
Implementation of Maslow’s Hierarchy of Need Theory in
the organization:
I worked in a multinational Consumer
electronics organization, in the organization most of the employees were demotivated
due to an autocratic leadership and employee voice was never heard or respected,
new recruitment's were done on contract basis hence this effected job security
factor, lack of team entertainment and social interaction, low employee
remunerations, increments and promotions, no recognition or job appreciation,
hence this led to employee frustration, lack of job satisfaction and as a
result staff turnover was very high.
Based on Maslow’s Hierarchy of Need Theory, the following motivation factors
are recommended in the organization,
- Once a month one-on-one employee chats with the HOD and hear to their needs and suggestions.
- Introduce an ‘employee care social welfare fund’ where employees feel safe at times of natural disasters (eg: covering expenses during covid, floods, landslides…etc), economic crisis (living expenses schemes).
- Employee social activity calendar (eg: conduct a monthly TGIF, employee dress down day, annual trip, health and fitness memberships, monthly employee’s birthday celebrations at office, team lunch outs, special achievements celebrations, special hallmark days celebrations)
- Rewards and recognition (eg: best employee of the month, work anniversary gift pack, Thank you acknowledgment all staff email from MD on exceptional employee performance, on time promotions and increments based on KPI achievements).
- Individual employee training to achieve their career goals in life (eg: sponsoring an academy level education in a reputed education institute, regional offices workshops and forums...etc).
Abraham Maslow’s hierarchy of needs theory is still important and relevant in today’s business organizations, for every organization that seek to obtain success and excellence, any attempt to shy away from practical application of the hierarchy of needs theory, will affect negatively the organizational culture, human resource management and the employee’s performance, to achieve organizational excellence and create good atmosphere, better work environment and achieve target at the right time then a drive and application of the theory is paramount (Jerome 2013).
Reference
List:
Armstrong M. (2009) A Handbook of Human Resource Management Practice: Kogan Page, London.
Bateman T. S. and Snell S. A. (2011) Management: McGraw-Hill, Irwin Cook C.W. Hunsaker, P. L. and Coffey R. E. (1997) Management and Organizational Behaviour: Irwin McGraw- Hill.
Jerome.N.Dr (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): 2319 – 8028, ISSN (Print): 2319 – 801X www.ijbmi.org Volume 2 Issue 3 ǁ March. 2013ǁ PP.39-45.
Jonas J. and Polytechnic M. (2016) Making practical use of Maslow’s Hierarchy of Needs theory to motivate employees. a case of Masvingo Polytechnic. Journal of Management and Administration. pp.105-116.
Maslow's Hierarchy of Needs in Business (2020) [Video].Available from https://www.youtube.com/watch?v=H8AAx2Ru-n4&list=PPSV [Accessed on 29 November 2022]
Robins
S.P. and Coulter M. (2009) Management: Pearson Prentice Hall, USA.
Senyucel Z. (2009) Managing the Human Resource in the 21st Century: Senyucel and Ventus Publishers.
Stonner
J. A. F. Freeman R. E. Gilbert D.R. (2001) Management: Prentice Hall London.
Agreed on the above content Nilusha, Herzberg Hygiene Theory also known as “Two factor theory” is also used for employee motivation. This theory argues that there are separate sets of mutually exclusive factors in the workplace that either causes job satisfaction or dissatisfaction. The two factors namely Motivators which don’t dissatisfy if they do not exist but by giving value to these, will develop the satisfaction level of the employees (Bogardus, 2007). The other is Hygiene factors. These factors relate to the content of the work and if they are in proper form, it tends to eliminate job dissatisfaction (Haque,2014). The two-factor motivation theory is one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006).
ReplyDeleteI agree with your comment Layanjalie. Furthermore, the hierarchy of needs theory is relevant to this study as the theory is applicable to organizational orientation and employee motivation (Greenberg & Baron, 2003).
DeleteGood article Nilusha and further adding , Maslow (1987) also pointed out that most behavior is multi-motivated and noted that “any behavior tends to be determined by several or all of the basic needs simultaneously rather than by only one of them” (p. 71).
ReplyDeleteHi Malshani, I agree with your comment, said that, Organization benefits can also play a large role in an employee's satisfaction and performance. Some organizations offer bonuses or extra benefits to certain employees who make the effort to improve their performance. This can include tuition performance or allocations to attend specialized conferences. These sorts of ancillary benefits can stimulate an employee to take on new opportunities to improve themselves and, as a result, improve his or her performance in their current position. It can also set his or her career path in a better direction, for future growth and promotion (McNamara, 2005).
DeleteAgreed on the above content Nilusha, Maslow’s hierarchy of needs model do 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) due to companies having multi-cultural workforce it is best to used multiple motivation models such as initiating Maslow’s models alone with Frederick Herzberg’s two factor theory. According to the two-factor theory, a business can change either one of two components to affect employee motivation. These two factors are Hygiene factors and Motivational factors. Hygiene factors will not motivated employees and work effectively but if these factors aren’t given by an organization the workforce will be unhappy and demotivated and Motivational factors would lead to positive satisfaction and are inherent to work. (Nickerson, 2021)
ReplyDeleteTherefor by initiating both models a company can motivate their employees in a much efficient manner.
I agree with your comment Tharaka, furthermore Lawler, E. E (2003) said that the different theories inquiring that why employee prefer careers, rewards, why they feel satisfied or dissatisfied with their work. These are the questions creating many assumptions to be studied and to clarify these through review of literature on motivation, performance and their relationship. It is generally considered that Motivation is an internal desire or force that pushes to achieve the given tasks. Mitchell T. R (1982) stated that motivation is concerned with action and the internal and external forces that influence the action of employee.
DeleteGood content. Also, Almost no motivation theory in the history of management has been as effective as Maslow’s hierarchy of needs. This theory put forward by Maslow argues that humans are motivated not by external motives such as reward and punishment but by the internal needs program. In other words, needs underlie the motivation of an individual (Adair, 2013).
ReplyDeleteAgreed with your comment Manomi. 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).
DeleteAgreed with you Nilusha, Maslow's point of view is very helpful in understanding the needs of the staff and determining how to meet their needs. His theory suggests that managers to recognize that deprived needs may have a negative impact on attitudes and behaviors, as well as providing opportunities to meet demand. May have a positive incentive effect(McGrath and Bates, 2017).
ReplyDeleteAgreed with you Shermila, furthermore, as a humanistic psychologist, Maslow believed that every person has a strong desire to realise his or her full potential, to reach a level of ‘self-actualisation’. He was the founder of the new movement of humanistic psychology that reached its peak in the 1960s, and whose main point was to emphasise the positive potential of human beings (Schacter et al. 2012).
DeleteFurthermore, Psychologist Abraham Maslow depicted that in order to advance to the next level of psychological development, a person must satisfy himself or herself in all aspects, regardless of where they currently exist. Human life characteristics are satisfied when they can access psychological, safety, love, esteem, and self-actualization processes throughout their lives. Many organizations used this theory to keep their employees motivated. (Jain, et al., 2019)
ReplyDeleteAgreed with your comment Farhan, further adding to your content, Armstrong, (2009), concedes that Maslow’s Hierarchy of needs theory has an intuitive appeal and has been very useful and influential in the field of motivation.
DeleteGood content Nilusha, furthermore, Maslow’s theory has many reinforces such as its very simple to understand, it pertinent to all fields and also acknowledge human nature but it also Maslow’s theory ignores human different cultural and it also fails to take into consideration that employee may be motivated by intrinsic rewards (Mawere, et al., 2016).
ReplyDeleteThanks for your comment Sarasi, adding to your comment,the idea implies the dual role of the theory first to organizations and second to employees on the basis that both the organization and the employees must decide on the performance of their organization, and that when employees put in their best in the service of the organization, the culture and human resource practice should also ensure that the employees’ level of needs are reflected in the values the organization holds with high esteem (Greenberg & Baron, 2003).
DeleteAgreed on the above content, Abraham Maslow's hierarchy of needs theory is still important and relevant in today's business organizations. Any attempt to avoid practical application of the hierarchy of needs theory will negatively affect organizational culture, human resource management, and employee performance, to achieve organizational excellence and create a good atmosphere, better work environment, and achieve success (Jerome, 2013).
ReplyDeleteExcellent beginning for the MASLOW'S HIERARCHY OF NEEDS THEORY of employee motivation The Nilusha. I would also like to add that as the theory said , motivation is the act that prompts someone to do action, or, to put it another way, it is the development of a means to an end( Balan et al., 2013)The creation of the mental effort that guides the knowledge and abilities is ensured by motivation, which guarantees to expend more or less cognitive effort to raise the quality and quantity of occupational performance ( Balan et al., 2013). Therefore, if an organization's employees are not driven, even the most talented ones will perform worse( Balan et al., 2013).
ReplyDelete