2.1
Maslow Theory
Figure 2: Maslow’s
hierarchy of needs theory
2.2 Application to Workplace
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture. International Journal of Business and Management Invention, [online] 2(3), pp.39-45. Available at: <https://www.academia.edu/12099958/Application_of_the_Maslows_hierarchy_of_need_theory_impacts_and_implications_on_organizational_culture_human_resource_and_employees_performance> [Accessed 12 May 2020].
Kaur, A., 2013. Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, [online] 3(10), pp.1061-64. Available at: <http://www.ripublication.com/gjmbs.htm> [Accessed 15 May 2020].
Mullins, L., 2005. Management and Organizational Behavior by Laurie J. Mullins. 7th ed. Harlow: Pearson Education Limited, pp.480-85.
Maslow's
hierarchy of need is a theory by Abraham Maslow, which sets forward that
people are motivated by five basic categories of needs: physiological, safety,
love, esteem, and self-actualization (Jerome, 2013). A greater level of
understanding what motivates human beings, Maslow proposed that human needs can be
organized into a hierarchy. This hierarchy ranges from more concrete needs
essentially food and water to abstract concepts such as self-fulfillment.
According to Maslow, when a lower need is met, the next need on the hierarchy
becomes the focus of attention (Mullins, 2005). According to Collins
(2016) in (Figure 2) below expressed, as a person advances through an
organization, the employer supplies or provides opportunities to satisfy needs
higher on Maslow's pyramid.
Source: (Collins, 2016, p.331).
The Maslow pyramid levels are as follows:
- Physiological Needs - These are fundamental needs essential for human survival. Such as food, clothing and shelter are most important consideration. Further this includes having a place to work, regular monthly salary, comfortable working environment and essential facilities (Ozguner and Ozguner, 2014).
- Safety Needs - These needs are expressed by a desire for protection against danger and deprivation of physiological needs (Aruma and Hanachor, 2017).
- Social Needs - These cravings are for love, affection and acceptance into groups. As soon as the feeling of safety is established, then next needs people have are that of being part of a social community where they can express love, feel loved and accepted in return (Mulwa, 2008). Sadri and Bowen (2011) marked that employers need to provide employees with a balanced work-life by providing flexible working hours. This would show the employers support of the employees’ life exterior to the place of employment.
- Esteem - These are desires for a high evaluation of oneself. Onah (2015) states that immediately once social needs are achieved, the need for self, trustworthiness, respectability, regard, honor, validity, and acceptance develops. Further allows people to take part in the development of their different communities and conditions which they live in.
- Self-actualization – The highest level in the Maslow pyramid. Self actualization employees deliver the best productivity through the motivation and these employees are extremely valuable assets to the organization (Kaur, 2013).
As an employee of Video Production
Company, the current facilities provided by the company are elucidated below.
In accordance with
Maslow hierarchy of needs at the lowest level
as psychological needs, organization offer, breaks to eat meals
and snacks, a place to get drinking water, medical, uniform, restroom and
transportation. Further management has ensured that they are provided
comfortable working environment. Organization provided employees with
educational loans, credit cards and compensation to achieve financial security
and to sustain safety working conditions, company present personal protective
equipment, first aid, fire safety protection and training on safe work
practices.
Further special work plan
designed for health and safety during pregnancy and on return to work.
Organization established a fitness center in a room to ensure and improve
physical and mental wellbeing of employees. Organization develops a love and
belonging through organizing special trainings, celebrating employees’
birthdays and paying for a victory party with treats, when after the one video
production project is finished. Organization reward ‘employee of the month’ and
offer a special commission pay structure along with family holiday package.
Furthermore additional responsibilities are provided as recognition. Overseas
training, tours entertainment, telephone bill reimbursements, driver
allowances, risk allowances and latest motor vehicles which is borne by the
organization for their esteem needs and self-actualization needs.
Therefore it is evident that the subject organization clearly maintains an organizational culture where its employees are motivated and satisfied to a greater extent. Whereas the company claims to be one of the leading Video Production companies in the Island and been awarded in many esteem rewards from reputed bodies exampling- The Best Tele Film Series in ‘Sumathi Awards’, Best TV commercial and Best
company profile in ‘Chilies Sri Lankan Advertising Awards’ and Best TV Quiz
Program in ‘Raigam Tele Awards’ and sustains in the industry by its competitive advantages.
As stated by Smither and
London, (2009) research has found that motivated
employees work harder and stay with the same employer longer and have a
stronger optimistic influence on organizational outcomes because they are more
eager, more energized and apply more effort.
2.3 List of References
Aruma, E. and
Hanachor, M., 2017. Abraham Maslow’s hierarchy of needs and assessment of needs
in community development. European Centre for Research Training and
Development UK, [online] 5(7), pp.15-27. Available at:
<http://www.eajournals.org/wp-content/uploads/Abraham-Maslow%E2%80%99s-Hierarchy-of-Needs-and-Assessment-of-Needs-in-Community-Development.pdf>
[Accessed 15 May 2020].
Collins, K., 2016. Exploring Business. Minnesota: Flat World Knowledge. p.331.
Collins, K., 2016. Exploring Business. Minnesota: Flat World Knowledge. p.331.
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture. International Journal of Business and Management Invention, [online] 2(3), pp.39-45. Available at: <https://www.academia.edu/12099958/Application_of_the_Maslows_hierarchy_of_need_theory_impacts_and_implications_on_organizational_culture_human_resource_and_employees_performance> [Accessed 12 May 2020].
Kaur, A., 2013. Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, [online] 3(10), pp.1061-64. Available at: <http://www.ripublication.com/gjmbs.htm> [Accessed 15 May 2020].
Mullins, L., 2005. Management and Organizational Behavior by Laurie J. Mullins. 7th ed. Harlow: Pearson Education Limited, pp.480-85.
Mulwa, F., 2008.
Demystifying participatory community development. Africa: Nairobi
Paulines Publication.
Onah, F., 2015. Human Resource Management. 3rd ed. Enugu: John Jacob’s Classic Publishers Ltd, pp.190-256.
Ozguner, Z. and Ozguner, M., 2014. A Managerial Point of View on the Relationship between of Maslow’s Hierarchy of Needs and Herzberg’s Dual Factor Theory. International Journal of Business and Social Science, [online] 5(7), pp.207-15. Available at: <http://ijbssnet.com/journal/index/2631> [Accessed 13 May 2020].
Onah, F., 2015. Human Resource Management. 3rd ed. Enugu: John Jacob’s Classic Publishers Ltd, pp.190-256.
Ozguner, Z. and Ozguner, M., 2014. A Managerial Point of View on the Relationship between of Maslow’s Hierarchy of Needs and Herzberg’s Dual Factor Theory. International Journal of Business and Social Science, [online] 5(7), pp.207-15. Available at: <http://ijbssnet.com/journal/index/2631> [Accessed 13 May 2020].
Sadri, G. and
Bowen, R., 2011. Meeting employee requirements: Maslow’s hierarchy of needs is
still a reliable guide to motivating staff. Industrial Engineer,
[online] 43(10), p.44. Available at:
<https://www.iise.org/IEMagazine/Details.aspx?id=27534> [Accessed 15 May
2020].
Smither, J. and
London, M., 2009. Performance Management. San Francisco: Jossey-Bass.
The motivation is the process of describe human mind and behaviors. For a successful business or service it is important to use people effectively. For the better human management, the motivation is most vital to managers. Motivation creates people as effective workers within organization. And it is necessary basis for the significant recruitment and retention. Based on your views on Maslow’s theory, employees could understand and treat them in proper manner (Alanzi 2018).
ReplyDeleteThank you for the agreement Charith. It is not possible for any division to solely motivate and satisfy employees without support of the senior management active participation and interest (Solanki, 2013).
DeleteIn addition to your views, the five-stage model comprise of two major types of needs, the first being deficiency needs which includes the first four levels of the Maslow’s need hierarchy and the second is growth needs which is the top-level self-actualization (Sanyala and Biswas, 2014). The needs which are unmet causing the motivation can be identified in first four levels or deficiency, and the self-actualization level is considered growth need as it further motivates when engaged (Verner et al., 2014).
ReplyDeleteThank you for adding more content to the theory. Further adding to your views, An individual has satisfied deficiency and growth needs would Maslow suggest that he or she has reached an optimal level of functioning. Maslow further postulated that although one level of need may take precedence at a particular time, it is possible for an individual to be motivated by multiple needs simultaneously (Bush, Patton and Bergen, 2012).
DeleteAgreed on your views. In getting some perspective of the theory, in day to day life, people usually focus on basic and psychological needs; about eating and sleeping well and being healthy and what friends think about. Maslow's hierarchy remind us what important and worth pursuing rather than stuck at the same life every day towards the need of experiencing the beauty or work through the self-actualization (Hartley and Karinch, 2019).
ReplyDeleteVery much agreed and adding more in to the content, Self-actualizing people who are meta-motivated exhibit characteristics like liveliness, spontaneity, autonomy, independent thinking, self-exploration, compassion, tolerance, and altruism. They tend to pursue knowledge, meaningfulness, justice, truth, science, beauty, goodness, and wholeness. They are not slaves to their biological needs and their ego and are free to explore themselves and the universe with clarity and without any subjective bias (D’Souza, 2018).
DeleteAn interesting post. Further, Rutledge (2011) says, it has identified that Maslow has missed the role of social connection where according to her, nothing is possible without social connection and collaboration and there is no survival physically as well as emotionally without collaboration.
ReplyDeleteThank you and agree with you Gayan. Moreover, Rutledge’s updated version of psychological needs suggests an additional pragmatic set of numerous pathways via social connection to meet different psychology needs. Involvement and the experience of radical management proves, that getting job completed by employees, working mutually in self-organizing teams can meet most employees psychological needs without positing impractical goals of self-actualization as the ultimate of life (Denning, 2012).
DeleteAgree with your view, Measures can be taken to ensure that Maslow’s hierarchy of needs can be met in the workplace: basic needs through fair payment and reasonable working hours; security through having a safe and functioning workplace; social belonging through encouraging team work and formation of good relations with patients. Esteem can be fulfilled by providing training opportunities, career development, and celebrating success; and finally self-actualization can be met by job variety (for instance, combining clinical work with research or teaching) and the ability to do meaningful work (Spear 2006).
ReplyDeleteThank you Suchitra.
ReplyDelete