MOTIVATION THEORIES : MASLOW HIERARCHY OF NEEDS

Maslow's Hierarchy of Needs

Maslow's Hierarchy of Needs is used to identify the organization and its employee's performance. Through this theory an organization can easily evaluate how employees are motivated using internal and external resources (Armstrong, 2014). Kaur (2013) stated that, if employees need were not met, they will be unlikely to function and show less commitment towards work, it might cost organization losing highly qualified and skilled employee. 

Maslow’s hierarchy of needs provided employer to understand the expectation and behaviour of an employee at the workplace with a new way of looking (Kaur, 2013). Kenrik et al (2010), stated that the employer must have the ability to identify the needs of employees and make sure those needs are fulfilled positively in order to keep employees motivated. When an employee feels safe, supported, and self-actualized their attitude may influence other subordinators to perform their daily tasks with a high level of involvement (Ozguner, 2014). Motivation is known as team-based attitudes, if a team of individuals who feel that their needs are being met positively, it creates positive, and engaging culture within the workplace (Armstrong, 2014).

Figure - 1 : Maslow's Hierarchy of needs 

(Source: Saul Mcleod - 2018) 

The above Pyramid (Figure – 1) of Maslow is part of a psychological theory that explores motivation and human needs: what guides us to act as we do. According to Abraham Maslow, our actions are born out of a desire to meet certain needs, which can be categorized according to the importance they place on our well-being.

Physiological needs: 

Physiological needs are the basic amenities that an individual requires for his/her living, such as food, drink, shelter, and cloth. Employees' main expectation is a reasonable salary for their work to fulfill their basic needs (Jerom, 2013).

I work for a Travel Agency company in Colombo. Due to the Corona virus pandemic, the company has faced a major challenge in achieving the monthly sales target. This is because of the closure of international borders and fear of travelling. Even though the company retained its staff and had concern about employees' wellbeing. The company has paid its staff salaries with a 15% pay cut on the total gross salary to fulfill their basic needs for survival during the lockdown and high health guideline regulations.    

Safety needs: 

once the physiological need is fulfilled employees expect safety working environment within the workplace to protect themselves from any harmful incidents during the working hours (Jerom, 2013).

Employees at the Travel Agency company where I work are provided with personal medical insurance and workers' compensation insurance policies to protect them from any potentially harmful incidents within the organization. During the corona virus pandemic period, the company has been certified as a safe and secure Travel Agency by SLTDA (Sri Lanka Tourism Development Authority) for performing proper health guidelines in the workplace. 

Belongingness and love need: 

After fulfillment of basic and safety needs, employees will look after to maintain good relationship with top level management to perform their tasks in efficient manner, and they expect teamwork for success (Jerom, 2013).

Travel Agency company maintains good relationships with its employees in a diversified organization culture. Every employee can easily communicate with respective officers and work as a team with various departments such as ticketing, visa, and tours to promote tour packages to increase the sales volume of the company.

Esteem needs: 

Employees seek themselves to be respected and recognized in an organization for their performance (Jerom, 2013).

Travel Agency company, fulfill employees esteem need by giving incentives for every six months by considering the achieved sales target, and yearend bonus given for employee's commitment towards work. Further employees have been provided with special training program conducted by Airlines, and overseas tour opportunities for each employee once a year for their hard work and efficient performance. 

Self-actualization needs: 

After fulfilling all the needs, employees will be satisfied with the benefits provided by the organization to attain their objective of the work (Jerom, 2013).

Employees of Travel Arcade Pvt Ltd including me, very much satisfied with the monetary and non-monetary benefits provided by the company over past years, which motivated our employees to perform their work towards achieving the company goal with long term sustainability.

List of Reference

·    Armstrong, M and Taylor, S. (2014). Armstrong’s handbook of human resource management practice. 13th ed. London:Kogan page, Limited.(P.170-171).

·         Jerome, D. (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. Vol.2(1).pp.39-45.

·         Kaur, A. (2013). Maslow’s Need Hierarchy Theory: Applications and Criticisms: Global Journal of Management and Business Studies. Vol.3(10).pp.1061-1063.

·         Kenrick, D. T, Griskevicius, V, Neuberg, S. L, and Schaller, M. (2010). Renovating the pyramid of needs: Contemporary extensions built upon ancient foundations, Vol.5(3).pp.292-294.

· McLeod, S. A (2018). Maslow's hierarchy of needs. retrieved from https://www.simplypsychology.org/maslow.html [Accessed 11 April 2021].

·         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, Vol.5(7).pp.206-207.


Comments

  1. Chamara D. Jayaweera15 May 2021 at 03:39

    Yes Agree with you. Maslow’s ideas are very helpful for understanding the needs of people at work and for determining what can be done to satisfy them. His theory advises managers to recognize that deprived needs may negatively influence attitudes and behaviors (Ozguner & Ozguner, 2014).

    ReplyDelete
    Replies
    1. E.Sujeendran15 May 2021 at 06:09

      Thank you for your comment chamara, According to Osemeke (2002), unsatisfied needs can influence highly on employees behavior and attitude which lead to discrimination, whereas satisfied needs do not act as motivators

      Delete
  2. Oshadee Wanasinghe15 May 2021 at 09:16

    In addition to what you have illustrated, Logan and Everall (2019) have stated that “all needs are always in a state of partial satisfaction”. Maslow (1954) have asserted that the needs are less satisfied as individuals ascend the hierarchy of needs. Further, it was noted that if a lower need is very much unfulfilled, then the higher needs become less motivating to the individual.

    ReplyDelete
  3. Arjun Landers15 May 2021 at 12:50

    Valid post which explains the pyramid of human needs by Abraham Maslow. The theory introduced by Maslow approximately 80 years ago 'has been one of the most cognitively contagious ideas in the behavioral sciences' (Kenrick et al., 2011, p.292).

    However when considering the current context or applying the theory to the 21st century with the development of technology which caused socialization it can be found that the order of the needs will differ based on the particular circumstance and profession of an individual (Tezcan et al., 2017).

    ReplyDelete
  4. Indeevari Ratnayake17 May 2021 at 00:28

    Agree, As each individual is unique, the motivation for self-actualization leads people in different directions (Kenrick et al., 2010). For some people self-actualization can be achieved through creating works of art or literature, for others through sport, in the classroom, or within a corporate setting (McLeod, 2020).

    ReplyDelete

Post a Comment

Popular posts from this blog

EMPLOYEE ENGAGEMENT AND JOB SATISFACTION

Image
  Employee Engagement & Job Satisfaction Employee engagement and satisfaction are two major aspects in relation with employee’s performance (Armstrong, 2012). Job satisfaction often relates to factors which organization has control on it, such as, employee salary, incentive, and job security, whereas engagement has direct influence by the manager such as, job tasks, recognition, loyal and communication (Armstrong, 2012). Armstrong (2014), described that, the term job satisfaction, motivation, and commitment generally being replaced with the name “Engagement”, as it seems to have more descriptive power and value. Employee engagement is an individual purpose which focuses on personal initiative, adaptability, effort, and persistence directed towards achieving organizational goals ( Walker , 2017).   Job satisfaction known as the extent to which employees like their job role (Barden, 2017). Job satisfaction is based on perceptions of an employee which is developed through p...
Read more

EMPLOYEE SELECTION METHODS

Employee Selection Methods Selection is choosing the right candidate, who is most suitable for a vacant position. The main aim of selection is to evaluate the suitability of candidates by predicting that they will carry out the job role and functions successfully (Armstrong, 2017). Selecting appropriate candidates depends on applicants KSAs, (Knowledge, Skill and Abilities), competencies, qualification, and experience (Armstrong, 2017). Selection process varies from organizations to organizations. A good selection process consists of five steps such as, interviews, selection test, references, medical test, and final selection (Armstrong, 2017). Importance of Interviews Conducting interview is important selection process, where both interviewer and candidate involve in face-to-face interactions of exchanging questions and answers (Pulakos, 2005). Through the structured interview interviewer will be able to identify candidate’s potential, of delivering answers, his/her skills, compete...
Read more

LEARNING AND DEVELOPMENT

Understanding Learning and Development Learning and development strategies and practices, described as essential part of any organization in developing employee’s knowledge, skills, and competencies to carry out their day-to-day work effectively and efficiently with the objective of employee’s career advancement and achieving organizational goals (Armstrong, 2014). Strategic Human Resource Development is a process of introducing, eliminating, modifying, directing, and guiding employees with the determination whether employees are equipped with numerous skills, knowledge, and competencies to undertake any challenging tasks assigned to them (Damnjanovic, 2016). At the 21st  Century, organizations show more involvement to invest in Learning & Development programs by considering the shortage of acquiring right talented employees and keep them retained in the organization due to high competition (Dam van, 2017). The emergence of digital era, technology advancement, innovative creati...
Read more