Maslow’s Hierarchy of Needs (Abraham Maslow)
By this theorem probably the best known conceptualization of human needs in organizations has been proposed. According to Maslow if people grew in an environment in which their needs are not met, they will be unlikely to function as healthy individuals or well-adjusted individuals.
Maslow’s Hierarchy can be explained by the Triangle of Needs (Avneet, 2013).
Figure 1: Maslow's Hierarchy Triangle
Figure 1: Maslow's Hierarchy Triangle
(Source - Avneet, 2013)
Every person starts at the bottom of the pyramid and works to achieve the goals of the next layer working to the top sector. One is not able to move on to the next level of the pyramid until the needs of the first level are met (Abraham, 2000).
Explanation of Each Level
Physiological Needs - These are the most basic needs like Air, Food, Drink, Shelter, Warmth and Sex (Sultan, 2004). Organizations must provide employees a salary which enable them to acquire good living conditions while providing these basic needs which can be provided at the working space as well.
Safety Needs - These are activated when Physiological Needs are met. Secure working space without any harm or threat is what Maslow highlighted here (Onah, 2015).
Love or Belonging Needs - These are the Social Needs. When physiological needs and safety needs are, by and large, taken care of, then People are looking for their beloved ones needs. (E.g. Parent’s, Siblings’, Partner’s). In our day-to-day life, we exhibit these needs in our desires to marry, have a family, be a part of a community, a member of a church, a brother in the fraternity, a part of a gang or a bowling club. It is also a part of what we look for in a career. To meet these needs modern companies, organize many events like Picnics, Family Days, Charity Works to uplift employee’s social life. This can be narrated down as Need for love and to be part of a Group -Family Group, Peer Group, Friendship Group (Onah, 2015).
Esteem Needs - Known as Esteem and Prestige Needs or Ego Needs and can be listed as Self-Respect, Approval from Others, Need for Self Worth, Status, Recognition, Reputation, Admiration, Strong Confidence (Aruma and Hanachor, 2017). In modern Companies We can find Awards, Rewards, Banquets and Appraisals to fulfil these needs of their employees.
Self-Actualization - The highest level of the triangle and it is named as Being Needs. Fullest of all potential and become a valuable resource as a human is the referred.
Maslow described self-actualization as a person's need to be and do that which the person was "born to do". These needs make themselves felt in signs of restlessness (Nyameh, 2013).
CCL, a leading finance company in Sri Lanka is providing all the necessary physiological needs to its employees to make a better working space while providing good salaries and fringe benefits. These benefits help CCL employees to fulfil their Security needs and Belonging needs. Appraisals are taken place to Recognise Achievements of CCL employees and hence Salary Increments, Rewards and other fringe benefits will be given. Therefore, Esteem Needs of CCL employees are fulfilled.
List of References
Abraham, H.M. (2000) The Maslow Business Reader. D.C. Stephens ed. New York, John Wiley & Sons.
Aruma, E.O. and Hanachor, M. E. (2017) Abraham Maslow’s Hirarchy of Needs and Assessment of Needs in Community Development. International Journal of Development and Economic Sustainability, 5(7), pp. 15-27.
Avneet, K. (2013) Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, 3(10), pp. 1061-1064.
Nyameh, J. (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, 2(3), pp. 39-45.
Onah, F. O. (2015) Human Resource Management. 4th ed. Enugu, John Jacob’s
Classic Publisher Ltd.
Sultan, K. (2004) Gurus on Managing People. London, Thorogood Publishing Ltd, pp. 26-34.
According to Employee Motivation, it plays a vital role in any organization for its long term growth and stability, which has a direct link with the performance of the employees. Employee motivation and performance are essential or critical tools for the success of any organization in the long run in this competitive and volatile environment (Dobre, 2013).
ReplyDeleteBased on numerous studies done, it is evident that there is a positive relationship between employee motivation and organizational effectiveness (Dobre, 2013).
Motivation is the force that energises, directs and sustains behaviour. It provides the personal and dynamic element in the concept of engagement. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort (Armstrong, 2010).