Maslow's Hierarchy of Need
INTRODUCTION
Many managers are puzzled by the question why some workers doing easy job remain dissatisfied, while others engaged in performance of complicated tasks are completely satisfied? What should be done for the people to work better? What stimulates their desire to work? Only knowing what are the main factors stimulating a man to act, what kind of motives lay as a basis of a man’s activities, one can try to develop an efficient system for work motivation.
In the process of human development, governors and managers noticed that material factors did not motivate workers so efficiently and the key motivating factor is not of material nature, but of psychological one.
A lot of various
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Physiological needs necessary for a man to survive (need for meals, clothes, water, etc.).
2. Need for security and confidence in future.
3. Need for belonging and connection (social needs). A man tries to be a member of a team, to take part in public events. He or she searches for attention, friendship, love.
4. Need for acknowledgement and self-assertion (prestigious needs). A man needs to be self-asserted, to be acknowledged for his or her personal achievements, carrier growth, to be respected, to be a team leader.
5. Need for self-expression (spiritual needs). Spiritual needs are expressed through creative work, self-actualization.
All needs can be classified within the strict hierarchic structure, with physiological needs on the lower level and need for self-actualization – on the higher one. Classifying needs according to levels, Maslow aimed to show that physiological needs must be satisfied first, and after that, desire to satisfy needs of a higher level occurs.
For making comparison, a brief description of Herzberg’s theory is also given.
2. F.Herzberg's Two Factor Theory
After leading a number of experiments, F. Herzberg made a conclusion that satisfaction of needs does not enhance work motivation. He created a two-factor motivation model.
Herzberg has established that a man’s satisfaction with his or her activities and a man’s dissatisfaction with the same are two
Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.
Psychologist Abraham Maslow created Maslow’s Hierarchy of Needs, a list of necessary needs in order to live with healthy mental. The levels are physiological, safety, love, esteem, and self-actualization. Physiological deals with survival needs which include food, shelter, and water. Safety is the need to be secure from danger, a shelter or safe environment. Love is the is need for affection and belongingness, friends and family. Esteem is the personal worth, success and achievements. Self-actualization is actualizing one’s potential and what you are capable of. According to Maslow, the most important level is physiological and is needed for survival.
Maslow's foundation tier, the one upon which all others are built upon, is the physiological need. Air to breathe, food and water, and adequate sleep are all basic biological needs that the individual must have met. Not only to be motivated by the next level of need in the hierarchy, but to survive. The body's biological drives to fulfill these needs will predominate all other activities, as the very life of the organism is at stake. ( Boeree 1998, 2006)
As follows’ psychological need has to do with an individual’s hunger, thirst and sex needs. Safety needs of an individual’s are based off of one’s protection, stability, and security. Next is the love and belongingness need, this has to do with loneliness, love, and belonging. Another need is esteem, every individual longs to have respect from others, as well as have self- respect. The last need is self -actualization which means to fulfill ones potentials.
The first level of Maslow’s hierarchy is physiological needs. This level deals with food, shelter, warmth, water, sex, and bodily functions. According to Maslow, if a person does not have stability in any of these areas, they would be anxious and unable to proceed into the next level of human needs.
Maslow’s Hierarchy of Needs addresses the evaluation of the motivation and productivity of individuals based on whether certain needs, such as food and safety, have been met before others can be fulfilled, like self-actualization. Abraham Maslow created this theory. He states that there are five levels within a hierarchy, where the needs in each lower level must be substantially fulfilled before issues in higher levels can be addressed. The lowest and most basic level, the physiological level, includes biological and bodily needs such as hunger, thirst, sex, and shelter. Once these needs are substantially met, the needs of the following level, safety, can be addressed. Safety includes human needs of protection and security from physical and emotional harm. The following level, social, refers to the more emotional needs of humans, like friendship, acceptance, belonging, and acceptance. The fourth level, esteem, regards internal factors, like self-respect and achievement, and external factors, such as status, recognition, and attention. The final level is self-actualization, where individuals are driven to achieve their full potential, to achieve their full potential, growth, and self-fulfillment.
The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).
According to Gibson, Ivancevich, Donnelly, and Konopaske the Maslow’s need hierarchy depends on what people already have and then grows up hierarchically, when the Alderfer’s states that needs depends more on three factors: existence, relatedness and growth.
Humans seek to achieve two types of esteem needs; competence or mastery of a task, and good opinions from others ("Maslow Theory of Motivation - A Paradigm Shift", n.d.). We seek to accomplish goals in life in our work performance and positive feedback from our peers.
Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994).
Abraham Maslow attempts to understand the role of motivation within an individual. He strives to understand the source of motivation for each person. According to Maslow’s Need Hierarchy Theory, the source of motivation is “both a theory of human motives by classifying basic human needs in a hierarchy, and a theory of human motivation that relates these needs to general behavior” (Wahba, 1976, p. 213). In other words, Maslow’s theory organizes individual needs from basic to complex. In addition, motivation is determined based upon whether those needs are met. Maslow’s hierarchy of needs consists of “the physiological needs, the safety needs, the belongingness or love needs, the esteem needs, and the need for self-actualization” (Maslow, 1970, p. 54). Consequently, as each need is met, an individual, then moves up to the next level of needs. For example, an individual is primarily motivated for survival. Until a person has enough food
He chose his samples very specifically primarily, males of high political and social status that were acknowledged by many as being distinguished and smart. Beginning in 1943 Maslow’s theories established the four basic needs and then before 1954 he added the fifth label. According to research in 1970 there was added an extended three levels to the hierarchy but not all accounts are given to Maslow but to those that may have contributed to the study. The first four basic theories are
What motivates employees today? This is an increasing concern to managers today because the definition of motivation is a very complex. One cannot actually define motivation but can give theories to better explain it. In this paper, I am going to talk about some of the major theories and factors that affect motivation at the job.
Author explained that there are lot of disappointments and depression factors that cause the employees to be less effective in their jobs and that will lead to decrease their performance and such as conducting or sticking to a specific timetable or using the academic or the correct educational equipments. To add more, Peterson and Quintanilla (2003) did some studies and showed that there is a linkage between motivation and socialization and some social work values and norms play an important role too in applying the organizational applications of the motivation of the intrinsic factors and they are related to two theories such as namely cognitive evaluation theory and job characteristic theory. Furthermore, according to Lord (2002), he said that there are two important factors which related to motivation such and they are productivity and retention. Also Herzberg (1968) did some arguments which can end the cause of dissatisfaction and it won't be appear in the satisfaction field. And satisfaction level or motivation level can be appear only if there is a use of motivation. Also according to Maslow 1970, he said that there are popular needs which the human can't live without and this theory is very important to understand more about the motivation. This theory was named the hierarchy needs includes the most five basic levels of needs which lead the human to be satisfied. These factors of the motivation
Employee motivation plays a critical role in employee performance and productivity. There are many factors that can affect this motivation, both positively and negatively. The purpose of this paper is to explain in detail the underlined factors that affect motivation and to through research provide evidence that will support my belief in how more effective employees are if they have the right motivation to perform. Also showing how motivation can increase performance as well as overall productivity of employees. These things will be key in management and the way they motivate their employees.