Maslow's Hierarchy Of Needs For Waitrose

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs

The supermarket launched the Waitrose Foundation in 2005, providing funds for education, worker facilities and health services among other things for fruit growers in South Africa.

asking questions to gain information, clarify ambiguities and adequately understand requirements: all the staffs should demonstrate the required skills to articulate, interpreting and checking with customers to understand what their needs, wants and expectations are.

Acuity’s and The Container Store’s approach toward motivation consistent with different need theories of motivation. Acuity’s “Lunch with an Officer” attributes to the love aspect of Maslow’s hierarchy of needs. The wellness programs contribute to the employees’ physiological needs. At the Container Store, employees say that the company provides a great atmosphere, rewards, communication, and bosses, this attributes to esteem. It also allows employees to satisfy their achievement and affiliation needs.

The thwarting of needs is usually a cause of stress, and is particularly so at level 4. Maslow’s managerial approach has it’s benefits, it starts with basic needs of the employee such as food and drink too safety elements and at the top on level 7 is self actualisation needs, this is an effective approach as it makes senses if a staff member is not receiving needs from lower down on the diagram it’s never going to work it’s way to number 7 which is realising person potential which is an important way of engaging a staff member. It could also be said that this is an unrealistic view of staff needs, there are some people that may not need the other levels such as ‘family’ and ‘relationships’ to see self potential, it’s a very stereotypical chart of ‘need’.

The Maslow Need Hierarchy Theory was proposed by Abraham Maslow, an American psychologist, in 1943. The theory was one of the first theories that focus on the dispositional predictors on humans’ needs satisfaction. It states that there are five needs predictors on individuals’ psychological development: physiological, safety, social, esteem, and self-actualisation. These five stages imply the growth of humans. By these, Maslow had provided a way on understanding ones’ level of satisfaction by looking at their attitudes and behaviours, as well as how humans are motivated. The organizational and management level can thereby determine strategies to motivate employees intrinsically and extrinsically.

The income from employment allows people to satisfy such needs. In the hospitality industry, the resorts employees are working away from home where they are provided with accommodation, food and relevant uniforms. Maslow’s hierarchy states that “Once one needs has been satisfied they are no longer motivated the and the other needs would become prominent”

These needs such as food, water, and shelter are classified as physiological needs. Fulfilling these needs takes place both at home and on the job. Southwest does an excellent job of satisfying physiological needs for employees at home by giving them very competitive wages and financial securities (Southwest 2014). Competitive wages allow employees to provide essentials such as food and shelter to themselves and their families. They also do a great job of providing these basic needs on the job whether it be through a clean work environment on board planes for flight crews or even simpler things such as an adequate lunch break for employees to fulfill their need to eat takes care of physiological needs. Once the physiological needs of an employee are accounted for then they progress to the next level of Maslow’s

Physiological needs. These are the needs which people cannot live without. So these needs are important in motivation. People go to job in order to full fill these needs. Physiological needs includes water, food, shelter etc.

By these methods, which are closely relevant to Maslow’s theory, employees in TESCO generate a sense of belonging and being respected, feeling that their personal purpose is contacted closely to the company. In other words, working hard for the company is exactly working hard for themselves. It is thus clear that employees who are the most important factors to the success of TESCO, are totally motivated.

Maslow’s motivational theory, as one of the well known motivational theories in human behavior at work, is widely used in employee motivation. For managers, Maslow theory has a number of implications. In this report, we will analyze the practice of Maslow’s motivational theory in business and exam its effectiveness by looking at how entrepreneur apply this theory to different types of managerial levels, which categorized as non-managerial employees, first-line managers, middle managers and senior managers as well. Also this report states some flaws of the theory. Based on the analysis of various cases, we will make some suggestions about how can today’s managers apply Maslow’s theory in a more effective way in

Maslow wanted to understand what motivates people. He believed that individuals possess a set of motivation systems unrelated to rewards or unconscious desires.

Motivation is the desire or willingness to fulfil a goal. Within the working environment, it is essential that the company’s employees to possess / retain motivation in order to maintain optimal output. According to Maslow’s theory regarding the hierarchy of needs, it states “that human motives can be arranged in a hierarchy of priorities”. These priorities consist of Physiological, Safety, Belongingness, Esteem, Self –actualisation. This theory outlines that humans are ‘want’ beings, and once a need is fulfilled, the next need appears and demands to be satisfied. This process continues until the needs of self-actualisation, cannot be fully fulfilled, resulting in a halt of the generation of needs. In simple terms, Webfinance (2014) states “once a need is satisfied, it stops being a motivator of human beings”.

As Frank J. at al. (2010) claimed that Maslow theory is more a theory of human development than one of work motivation. Indeed, the main role of this theory plays the intuition which is the best explanation of its popularity. However, from the point of view of concrete management actions Maslow's approach has a number of deficiencies. First of all, the majority of us can simultaneously be at several levels of the hierarchy. Also it is the extremely difficult to define level of the needs by satisfying which it will be possible to motivate individual at certain moment. Partially the problem occurs due to it is very difficult to distinguish small, minor alterations in needs which occur daily, from more considerable changes in human needs. (Sapru, 2006). Complexity is also arises at measurement of the individual needs. The majority of employee has difficulties by the definition of their own needs and at arrangement of priorities. The manager, who should create the motivational environment for his subordinates, faces the most complicated problem.