MASLOW’S HIERARCHY OF NEED THEORY ON BUSINESS / ORGANIZATIONAL SETTING
MASLOW’S
HIERARCHY OF NEED THEORY
ON BUSINESS / ORGANIZATIONAL
SETTING
The hierarchy of human needs
outlined by Maslow is one of his most enduring contributions to psychology (Koltko-Rivera,
2006). Maslow postulated, based on his observations as a humanistic psychologist,
that there is a general pattern of needs recognition and satisfaction that
people follow in generally the same sequence. He further theorized that a person could not recognize or pursue the next
higher need in the hierarchy until her or his currently recognized need was
substantially or completely satisfied, a concept called prepotency (Joseph,
1997).
Maslow’s model
has been studied in various disciplines:
01. In business it
is approached as a model for understanding motivation (Benson and Dundis, 2003).
02. In the social
sciences including adult learning, psychology, sociology and education, it is
used as a model for understanding the needs of individuals (Benson and Dundis, 2003).
03. Regardless of
the discipline, it has been and continues to be used for understanding what the
driving forces are, or what is important to individuals
(Benson and Dundis, 2003).
.
Figure 1: Maslow’s Hierarchy of
needs Pyramid
(Kenrick
et al., 2010).
01. PHYSIOLOGICAL
NEEDS
These are biological needs which
consist of the need for oxygen, food, water, and a relatively constant body
temperature. They are the strongest needs because if a person were deprived of
all needs, it is these physiological ones that would come first in the person's
search for satisfaction. (Jerom, 2013). A person who is lacking food, safety,
love, and esteem would most probably crave for food more strongly than for
anything else (Stephens, 2000). The premise is that unless an
individual’s basic needs have been met, higher levels in the pyramid are of no
relevance, as survival is the most basic human component. When the basic
survival needs have been met.
With regard to the business /
organizational setting the first basic level that must be satisfied is that of
wages. Maslow posited that if individuals are, in their minds, fairly paid,
they will not spend an inordinate amount of time thinking about their salaries
(Maslow, 1970).
Conversely, if an individual does
not believe that he/she is being paid a fair wage, too much time will be spent
contemplating this perceived inequity and other work concerns will not be given
the attention that might be required. There is a correlation between the
traditional model and that found in the work environment. Basic survival needs
must be met with wages which in turn provide shelter, food, water, heat, and
clothing.
I work for a leading engineering
Organization in Sri Lanka provide basic allowances are as
01. Attendance
allowance
02. Travelling allowance
03. Three meals for
the workers
04. Company housing
loan facilities on lower interest rates
05. Welfare loans
and
06. festival loans
with no interest
07. Drinking water
filters allocating throughout the work premises on free of charge
08. Overall /
working suites
09. Annual bonus and
Profit bonus according to the profit generated.
02. SAFETY AND
SECURITY NEEDS
When all physiological needs are met
and are no longer controlling thoughts and behaviors, the needs for security
can become active. While adults have little awareness of their security needs
except in times of emergency or periods of disorganization in the social
structure (such as widespread rioting), children often display the signs of
insecurity and the need to be safe. (Jerom,2017).
In an organization, safety and security needs may be
satisfied by job security, benefit programs including insurance and retirement
plans, and safe and healthy working conditions. (Ozguner, and Ozguner,
2014).
A secure working environment can
also mean the decreased anxiety produced by adequate benefits, union contracts.
Training occupies an important
position at this level because the worker consciously and subconsciously
relates training to safety. For instance, a person trained on a piece of
machinery is a safer worker than one that has not had the training and has been
required to learn by trial and error. However, the worker also associates the
willingness of the company to spend resources, time and money, on his/her
training as an assurance that he/she is of value to the company.
As example for this the
organization which I work provides
01. permanent
employment who completes satisfactory training and probation period
02. Allowed and
approved to be a union member of the company recognized trade unions
03. Provide regular
local and foreign trainings for new machinery handling
04. Provides safety equipment
as ear plugs, safety glasses, safety shoes, safety belts and gloves.
03. LOVE AND
BELONGING NEEDS
When the needs for safety and for
physiological well-being are satisfied, the next class of needs for love,
affection and belongingness can emerge. Maslow states that people seek to
overcome feelings of loneliness and alienation. This involves both giving and
receiving love, affection and the sense of belonging (Jerom,2013). In
a work environment, social needs are concerned with relating to friendly
associates, identification with a good company, and through participation in
organized activities such as bowling or softball leagues, picnics, or parties (Ozguner,
and Ozguner, 2014).
Employees seek pleasant working relationships with co-workers, peers,
and others in the hierarchy; and seek to find
place in formal and informal work groups.
As example for this need, the above
organization provides reward as above
01. Get together
facilities in all three categories as industrial, Administration & engineering
annually
02. Company
transport facilities to trips organized by the employees
03. Annual welfare
gift
04. Medical
facilities and
05. Family
hospitalization insurance coverage.
04. ESTEEM NEEDS
When the first three classes of
needs are satisfied, the needs for esteem can become dominant. These involve
needs for both self esteem and for the esteem a person gets from others. Humans
have a need for a stable, firmly based, high level of self respect, and respect
from others. When these needs are satisfied, the person feels self -confident
and valuable as a person in the world. When these needs are frustrated, the
person feels inferior, weak, helpless and worthless (Jerom,2013).
these needs represent the
individual’s concern for feeling important and respected by others. The esteem
or ego needs relate to the need for achievement, recognition, and status.
Individuals seek approval and recognition from others. Job title and
responsibilities, praise, and competent management are all important factors in
satisfying the esteem needs (Ozguner, and Ozguner, 2014).
As example for this the organization which I work provides
01. Annual
performance appraisal-based salary increments
02. Employee of the
year awards
03. Grade promotion
04. Designation
changes and
05. Promotions
05. SELF-ACTUALIZATION
NEEDS
The aforementioned theory may be
applied to the roles of organizational cultural and human resource
management in improving employee’s
performance despite some criticism or limitations of the theory. While some
research has shown support for Maslow’s theory, others have not been able to
substantiate the idea of a needs hierarchy that is considered to be influenced
by Western culture, and thus cannot apply to all scenarios (Richard, 2000)
There was little evidence for Maslow's ranking of these needs
and even less evidence that these needs are in a hierarchical order.
Maslow's biographical analysis focused
on a biased sample of self-actualized individuals, predominately limited to
highly educated white males such as Thomas Jefferson, Abraham Lincoln, Albert
Einstein, William James, Aldous Huxley, Gandhi, Beethoven. Although Maslow (1970) did study self - actualized females,
such as Eleanor Roosevelt and Mother Teresa, they comprised a small proportion
of his sample. This makes it difficult to generalize
his theory to females and individuals from lower social classes or different
ethnicity. Thus, questioning the population validity of Maslow's findings (Grampy,2016).
The hierarchy of needs theory is
relevant to this study as the theory is applicable to organizational
orientation and employee motivation (Greenberg & Baron, 2003). They further
argue that the theory is able to suggest how managers can lead their employees
or subordinates to become self-actualized. 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).
In conclusion, problems noted with
Dr. Maslow’s work are primarily empirical. Although he saw the need for future,
objective studies, he initially viewed his pursuits as a way to “convince and
to teach” himself, “rather than to prove or to demonstrate to others”. Reading
this study would lead one to believe that the self-actualized person is
untouchable and beyond reproach. However, Maslow has a way of detaching the SA
individuals and then slowing allowing them back down to earth. He identified
several positive factors but also explained the Self-actualized are not
perfect, invariably bringing back the “human part” of this humanistic view of
psychology. (Huber, et.al, 2000)
The wide popularity and
applicability of Maslow’s theory is attributed to its simplicity and ease of
application. However, counter-evidence paved the way for criticisms. Thus, this
section aims to shed light on some of these limitations, namely:
1. deprivation/domination,
2. gratification/activation,
3. self-actualization (Fallatah
and Syed,2018)
Indeed, it is the limited empirical
evidence of the universality of Maslow’s model which should be of particular
concern to researchers of motivation. Satisfaction is a relative concept which
differs from person to person and context to context. Therefore, it is
imperative that such researchers undertake empirical verification of Maslow’s
hierarchical order of needs in diverse national, industrial and organisational
contexts. This is important given that the majority of the empirical studies on
Maslow, which have actually been undertaken, have been done in Western organisations
and contexts. Therefore, it would be beneficial for there to be a future focus
on organisations which are located in developing and underdeveloped countries (Fallatah
and Syed,2018)
Conclusion
Regardless of these criticisms, Maslow’s hierarchy of needs
represents part of an important shift in psychology. Rather than focusing on
abnormal behavior and development, Maslow's humanistic
psychology was focused on the development
of healthy individuals. While there was relatively little research -supporting
the theory, the hierarchy of needs is well-known and popular both in and
out of psychology. (Gans,2018).
This is not always the case, and therefore Maslow's
hierarchy of needs in some aspects has been
Falsified. Through examining cultures in which large numbers
of people live in poverty (such as India) it is clear that people are still
capable of higher order needs such as love and belongingness However, this
should not occur, as according to Maslow, people who have difficulty achieving
very basic physiological needs (such as food, shelter etc.) are not capable of
meeting higher growth needs (Grampy,2016).
Also, many creative people, such as authors and artists
(e.g. Rembrandt and Van Gough)
lived in poverty throughout their lifetime, yet it could be
argued that they achieved self-actualization (Mcleod, 2007)
As Maslow’s Hierarchy of Needs proposes a powerful means to
motivation in which higher level needs, such as esteem and self-actualization
be designed and implemented for motivation, it was additionally employed to
devise motivational mechanics for CEOs, seniors and directors of management
corporations (Senter ,2004).
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Good read. In addition you have mention that the theory is applicable to organizational orientation and employee motivation (Greenberg & Baron, 2003). They further argue that the theory is able to suggest how managers can lead their employees or subordinates to become self-actualized. This emphasize the importance of having proper training in an organisation. with the effects of having proper training employees and subordinates are be able to gain passive knowledge about the tasks to be achieve and drive organisation to success.
ReplyDeleteThanks Lasitha and agreed to your valuable comment and this is valuable not only for the organization but also for whole country. The positive effects of employing high-performance work practices are not limited to companies operating in the United States. The positive economic benefits of using high-commitment work arrangements have also been observed for organizations operating in other countries, including Germany (Bilmes, Wetzker, and Xhonneux 1997), Korea (Lee and Miller 1999), Japan (Ichniowski
Deleteand Shaw 1999), and the United Kingdom (Wood and Menezes 1998).
Hi Ruwanga, it’s good that you have mentioned that Maslow’s hierarchy of needs represents part of an important shift in psychology. Yes it’s true, motivation is directly connected with psychology; I accept it. Employees, in fact in general ‘people’, always deal with their needs. Therefore as you mentioned in your blog, from the organizational point of view motivation is a factor which describes the productivity of an organization. That much it’s important for an organization. In here I like to mention the individual reward system which results the motivation. According to Jerome (2013), managers must clearly lay out a proper system of rewards which motivates an employee to climb the levels of Maslow’s hierarchy. It will indirectly results a higher productivity for the organization.
ReplyDeleteYes Vayanga I agree with you since The needs and motivation of employees become the primary focus of managers (Bedeian, 1993).
DeleteHi Ruwanga, you have well described the Maslow’s hierarchy of needs theory in your blog giving practical examples to elaborate this further with your working experience. Generally, Maslow’s five levels of needs are satisfied in a sequential order and Maslow has mentioned that "lower level needs must be satisfied before the next higher level" (Petcharak, 2002).Accordingly, the next level of needs is created among the employees only when the lower level of need is satisfied. Understanding this relationship between different levels of needs is very useful for any organization.
ReplyDeleteYes Dinuka, Thank you very much for your comments but this theory has been criticized because there is little evidence that support its strict hierarchy and the fact that people satisfy only one motivating need at a time. The theory also fails to prove any clear relationship between needs and behavior, and is therefore unable to predict when a specific need will be manifested. (Beardwell & Claydon, 2007)
DeleteGreat read Ruwanga. However, (Kaur, 2013) says that Maslow has proposed that if people grew up in an environment in which their needs are not met, they would be unlikely to function healthy and well-adjusted individuals. Research testing in Maslow’s theory has supported the difference between the deficiencies and growth needs but showed that not all are able to satisfy their higher-order needs on the job. Accordingly, the results of the research highlight that managers from higher echelons of organizations are able to satisfy both growth and deficiency needs but lower level managers are only able to satisfy their deficiency needs on the job.
ReplyDeleteThanks Berni, I agreed to the point and its very clear that this theory has been criticized and I fount following solution for the same. Its Total reward system.
DeleteTotal reward describes a reward strategy that brings components such as learning and development together with aspects of the work environment, into the benefits package. In the total reward system both tangible and intangible rewards are considered valuable. Tangible rewards arise from transactions between the employer and employee and include rewards such as pay, personal bonuses and other benefits. Intangible rewards have to do with learning, development and work experience. Examples of these types of rewards are opportunity to develop, recognition from the employer and colleagues, personal achievement and social life. The aim of total reward is to maximize the positive impact that a wide range of rewards can have on motivation, job engagement and organizational commitments. The components of the total rearward can be described as in the following figure.
(Armstrong & Brown, 2006, p.22).
Ruwanga, your Blog contains many valid theories with regard to the subject you selected. You have very precisely describe the five needs on Maslows theory pyramid. Commenting the concept you apply the subject to your company in practice. While agreed to your comments on the five needs wish to further demonstrate that Maslows Hierachy of need theory are common to every organizations to be success in their stakeholder expectations. Even though within your company structure the employee to step up the pyramid one by one and each next step will be achive in the event of having fully engaged in the current stage. Once again admire your attempt and wish you all the very best of luck Ruwanga.
ReplyDeleteThanks Shiran and I got that you analyzed in depth the theory with the practical situation in my organization. Yes its true since it is an engineering company this theory is valid in general. Thanks a lot for your valuable comments!
DeleteCouldn't agree more, As your Blog covers the general needs of organization, and why we could compare Maslow's Hierarchy of needs. He determined that our behavior is driven by our needs as you have explained. If any organization strives to be successful they need to listen well to the employees needs not only given priority to the top managers. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential ( Gans,2018).
ReplyDeleteYes Andy! but Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979)
Deletegreat work Ruwanga, This theory mainly discussed 05 important needs of the employees within the organization And Hundreds of empirical studies also have supported the motivational force of physical, safety, love, and esteem needs discussed in Maslow’s need theory. Therefore there is no doubt about the identified needs. But unfortunately all these studies including Maslow’s need theory fail to discover the exact hierarchical arrangement. As per the study done by Dutch industrial psychologist, Gerald Huizinga in 1960 found that there was simply no evidence that workers had a single dominant need, much less that the need diminished in strength when gratified.
ReplyDeleteJ.D.N.Maheshika
ReplyDeleteAs per your final conclusion ,you have mentioned ,As Maslow’s Hierarchy of Needs proposes a powerful means to motivation in which higher level needs, such as esteem and self-actualization be designed and implemented for motivation(Senter,2014).I think it is true as if we consider security needs or the love, belonginess needs there ultimate goal too create a self actualized person.It is important to note that self-actualization is a continual process of becoming rather than a perfect state one reaches of a 'happy ever after' (Hoffman, 1988).In addition to the need for feelings of accomplishment and prestige, the esteem needs include such things as self-esteem and personal worth. People need to sense that they are valued and by others and feel that they are making a contribution to the world. Participation in professional activities, academic accomplishments, athletic or team participation, and personal hobbies can all play a role in fulfilling the esteem needs(Cherry,2018)
Yes Mahesi! employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973)The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993).
DeleteGood Read Ruwanga. You have clearly identified the importance of employee commitment towards the workforce. Therefore it is further confirmed that it helps employee to manage their performance effectively by achieving set goals and objectives.
ReplyDeleteThere is very effective view which is, Leadership entails the creation of vision about a desired future state which seeks to enmesh all members of an organization in its net. As stated earlier by ‘Flapper’, ‘Fortunie’ and ‘Stoop’ (1996.27), Performance management systems ensure that, all noses are pointing in the same direction." If the direction is undecided, the performance management system is rendered useless as it will merely monitor the disjointed daily activities of the employees and not the performance of an organization as a whole.
Yes Mohan Thanks fr commenting and meanwhile with regard to the employee performance Kulkarni (1983) compared the relative importance of ten factors
Deletesuch as pay, security, etc. which are extrinsic to the job, and other intrinsic factors like
recognition, self esteem, responsibility etc among 80 white collar employees.
This comment has been removed by the author.
ReplyDeleteHi Ruwanga , Your blog has stated how is apply Maslow's hierarchy theory to the organization. thus Maslow proposed that if people grew up in an environment in which their needs are not meet, they would be unlikely to function healthy, well-adjusted individuals. Research testing Maslow’s theory has supported the distinction between the deficiencies and growth needs but showed that not all people are able to satisfy their higher-order needs on the job. According the results of the research managers from higher echelons of organizations are able to satisfy both their growth and deficiency needs lower level managers are able to satisfy only their deficiency needs on the job. Maslow’s theory has not received a great deal of support with respect to specific notion it proposes (Greenberg &Baron 2003, p195). To them this model is theorized to
ReplyDeletebe especially effective in describing the behavior of individuals who are high in
growth need strength because employees who are different to the idea of increasing
their growth will not realize any physiological reaction to their jobs (Avneet , 2013)
Hi Ajantha! Thank you for your comments and yes indeed the subject theory emphasizes on basic human needs in a psychological point of view. and taken as a reference most firms are motivating their employees based on the theory for better performance and productivity (Armstrong 2006).
DeleteHi Ruwanga, a great discussion about a Maslows need theory . It is known that there are motivated employees under all excellent achievements and success of the organization (Gignac & Palmer, 2011). Therefore it is paramount in understanding the value of motivation and create a culture in the organization which gives always productive and quality results (Sekhar et al., 2013). Motivation is directly links with individual performance and eventually contributes to organizational success (Sekhar et al., 2013). Internal motivation and external motivation factors cause to effect the employee motivation. In fact there may be negative effect on employee internal motivation if there is long term application of external motivation (Benabou & Tirol, 2003).
ReplyDeleteHi Samanthi!
DeleteThanks for your valuable comments on my blog. Yes as you said employee motivation is one of the key factors in organizational success. Motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibility (Shahzadi et al, 2014).
Hi Ruwanga, our exploration and application of Maslow Hierarchy of need theory for any business organization constructively applied and defined . But little suggestion to be included in your assignment . Application of Herzberg's motivation and Hygiene theory extended the work of Maslow and has proposed with two important incidents at their job.
ReplyDelete1. When did you feel particularly good about your job
2.When did you feel exceptionally bad about your job? He used the critical incidents method of obtain data. So motivation and Hygiene factors specially considered . The opposite of satisfaction is not dissatisfaction . The underlying reason, he says is that removal of dissatisfying characteristics from a job does not necessarily make the job satisfying . He believes in the existence of a dual continuum. The opposite of satisfaction is 'no satisfaction' and the opposite of dissatisfaction is 'no dissatisfaction'. So you may have to show how this application should be done specially in planning and controlling of employees work.
Hi Udeni,
DeleteThanks a lot for your valuable adding to my blog and it makes. In an organization satisfied to 100% is not realistic. Maslow’s theory is a general understanding needs of a basic human being in the study of human behavior in a psychological aspect. Therefore it is up to the thinking to implement a strategic human resource management (SHRM) with a mix of relevant theories which fits the most to its culture and objectives (Armstrong and Taylor, 2014)
Ruwanga, The earliest and most widespread version of Maslow’s hierarchy (based on Maslow, 1943, 1954) includes only the bottom five motivational levels (thus excluding self transcendence).A more accurate version of the hierarchy, taking into account Maslow’s later Work (especially Maslow, 1969a) and his private journal entries (Maslow, 1979, 1982), includes all six motivational levels.
ReplyDeleteSelf-transcendence –
• Seeks to further a cause beyond the self – This may involve service to others, devotion to an ideal (e.g., truth, art) or a cause (e.g., social justice, environmentalism, the pursuit of science, a religious faith), and/or a desire to be united with what is perceived as transcendent or divine (Rivera,2006).
And
• To experience a communion beyond the boundaries of the self through peak experience - This may involve mystical experiences and certain experiences with nature, aesthetic experiences, sexual experiences, and/or other trans-personal experiences, in which the person experiences a sense of identity that transcends or extends beyond the personal self.(Rivera,2006).
Thank you for your comments Akila,
DeleteAs we all aware that in reality it is a basic understanding that no single theory can be applied to all situations, especially dealing with human beings who are different and unique to one another. In today’s context needs of human beings are more complex and varied .however many have apply this theory just for the purpose of understanding basic needs of a human being for motivation. How you effectively do it in an organization is defined by how successfully implemented their strategies on human resource management are (Jerome 2013).
(Markgraf, 2018), discusses the factors how Maslow’s theory could be implemented to organizations.
ReplyDeleteApplying Maslow's theory to organizational structure encourages employees to reach their full potential. While most organizations are flexible enough for employees to satisfy the basic Maslow needs, promoting self-motivation through opportunities to satisfy the higher-level needs is more challenging. Hierarchical organizations sometimes limit employee interaction and the scope for professional growth. Matrix and team-based organizations often contribute to employee insecurity if there is no job after a project is finished. Their loose organization sometimes fails to acknowledge employee achievements. To apply Maslow's concepts effectively, your organization has to specifically support fulfillment of the high-level needs.
Thanks Ruwini for your valuable comments and for commenting on my organization too. Yes it is, My organization is fulfilling all the said needs and expecting satisfaction from her employees. Their are satisfied employees while not satisfied employees too. Yes as an organization it may difficult to satisfy all. How you effectively do it in an organization is defined by how successfully implemented their strategies on human resource management are to identify each and every ones needs in particular which is more a theory than practice.(Jerome 2013).
DeleteThis comment has been removed by the author.
ReplyDeleteHi Ruwanga , Well explained Blog on MASLOW’S HIERARCHY OF NEED THEORY ON BUSINESS / ORGANIZATIONAL SETTING . I would like to state some drawbacks of the Model.There are generally three major criticisms directed to the need theory and other content theories of motivation. (A) There is scant empirical data to support their conclusions, (b) they assume employees are basically alike, and (c) they are not theories of motivation at all, but rather theories of job satisfaction (Graham & Messner ,1998).
ReplyDeleteHi Kasun,
DeleteNice to have a comment on my blog and thanks a lot. Yes I agreed that many have apply this theory just for the purpose of understanding basic needs of a human being for motivation. How you effectively do it in an organization is defined by how clever its human resource management has been implemented on. (Jerome 2013).
Well presented blog ruwanga. Non recognition, promotion restrictions, inequitable appraisal procedures and low remuneration are the main cause for the demotivation of employees Elaboration of the theory is marvelous . Explanation is sound and managed .The presentation of Maslows Hierarchy theory to express the employee enthusiasm in a attractive manner
ReplyDeleteMaslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential ( Gans,2018).
Thank you for your views Shantha and yes indeed the Maslow's theory emphasizes on basic human needs in a psychological point of view. and taken as a reference most firms are motivating their employees based on the theory for better performance and productivity (Armstrong 2006).
DeleteAlthough Maslow’s hierarchy of need was originally developed with a more psychological perspective in the study of human behavior, the theory has been successfully applied to motivate their employees in a human resource management perspective in almost any organization with a common objective. (Jerome,2013)
ReplyDeleteAs the blog comprehensively explains, The subject theory is based on basic human needs to more complex needs where to be addressed in each and every level and to succeed from the bottom to the peak of the pyramid to archive “self-actualization”. Whereas in reality achievers of that caliber could only be a handful (Armstrong and Taylor, 2014).
Thanks Chaminda!
DeleteHowever the critics argue that that the theory makes the unrealistic assumptions about employees in general that all employees are alike, all situations are alike and that there is only one best way to meet needs (Kaur, 2013).
Hi Ruwanga! Very descriptive and precise script on what remarkable results could emerge from applying the Maslow’s Theory. Love and belongingness is most times absent in organizations when they are large concerns or expanding to become big. Failure on the part of the organization to seriously consider the needs of the workforce is likely to result in major dissatisfaction, vulnerability, discouragement, immobility, lethargy and or inability, producing a demotivated workforce at organization (Netotea-Suciu et al. 2012; Sandhya and Kumar 2011).
ReplyDeleteAttractive blog that covers the application of theory according to the modern-day requirements & also with a mindset of addressing complexed need & wants of employees through need theory. In summary the Maslow model presents a means for understanding the needs of the individual and the worker; ever present and growing technology allows for new ways to meet these needs; and training makes the worker more secure, can enhance feelings of belongingness and self-esteem, and provides the opportunity for self-actualization (Benson & Dundis, 2003).
ReplyDeleteHi Amal!
DeleteThank you for your comments, yes indeed motivation of employees on any organization is vital for its performance and sustainability in the industry. Maslow’s hierarchy of needs theory is one of the most well-spoken theories that simplifies need of basis human being (Jerome, 2013)
The theory is able to suggest how managers can lead their employees or subordinates to become self-actualized. 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).
ReplyDeleteThanks a lot Dilshani for commenting on my blog, Yes as you mentioned performance of the organization will be depended on its employees performances and mortivated employees. There are five methods of explaining behavior – needs, reinforcement, cognition, job characteris tics, and feelings/emotions – underlie the evolution of
Deletemodern theories of human motivation (Kretiner, 1998).
How motivated employees depend on the power of the consistent desires or needs, anticipation related to the consequences of certain actions, and the specific acquisitions and risks. Motivation is directly related to personal performance as a catalyst for employees who contribute to organizational performance or who generally want to do their duties more successfully (Sekhar et al., 2013). Motivation, in particular, determines employees’ preferences for widening their efforts, the level that these efforts expand, and how long employees will stay at this level of effort (Campbell, 1990).
ReplyDeleteHi Tharindu!
DeleteThanks a lot for your valuable addings and the leaders who are capable of influencing the lives of employees whilst taking into consideration the needs of the individuals, will be able to enhance the employee motivation and commitment (Benson and Dundis,2003).
@Ruwanga According to Hezberg in 1968 , a manager's’ role is not limited to motivate employees in terms of compensation or environmental factors affecting the functions of the job, but extends beyond, where employee empowered to recognise accountability and ownership of his/her actions and commits him/herself achievement and accomplishment (Ramlall ,2004).
ReplyDeleteConsumer culture in the developed countries replaced the basic human needs with unhealthy but satisfying replacement luxuries such as fast food, large homes, imposing vehicles, etc.
ReplyDeleteSocieties in industrialised and developed countries are usually disconnected from the environment and not engaged in the rational pursuit of the most basic needs. However, in poor developing countries, "-people are still deeply connected to the environment because their survival depends on what they can grow and harvest' (Grid Arendal, 2005).
Dear Ruwanga, to understand the needs of human behavior with the growing trend of technology seems to be much difficult. However Maslow’s Hierarchy of need is a theoretical approach to identify these need to motivate and provide opportunities to reach to their desired self-actualization (Dundis and Benson, 2003).
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