Motivating Employees with Maslow's Hierarchy of Needs

 

As per the introduction of Aruma (2017), Abraham Maslow is a clinical psychologist who introduced the need hierarchy theory based on personal judgment. Kaur (2013) claims according to Abraham Maslow if people grew in an environment in which their needs are not met, they will be unlikely to function as healthy individuals or well-adjusted individuals. 

Aruma (2021) elaborates in Maslow’s Need Hierarchy theory, five basic needs can be identified that motivate a person. In figure 1.0, it is illustrated  in a diagram of a pyramid and these five levels of needs namely: (1) Physiological needs, (2) safety needs, (3) belonging needs, (4) esteem needs and (5) self-actualization needs.

Figure 1.0 (Maslow’s Need Hierarchy Theory)

(Source: Onah, F. O. 2015)

Jerome (2013) attests that the theory explains that a person does not feel a higher need until the needs of the current level have been satisfied. There is a flow of needs from lower level to higher level. When organization make complete satisfaction of one need then another one is generated. Satisfied need does not act as a motivational factor any further. A person does not feel needs above unless the needs in the bottom have been satisfied. 

The levels of Maslow’s need hierarchy from lowest to highest can be described as follows.

Physiological Needs

Daft (2013) discloses that physiological needs are the basic requirements of a person’s life that need to be satisfied for the continuation of a person’s life, such as taking oxygen, eating, drinking, sleeping, resting, and sheltering. In fact, if the above needs are not satisfied or fulfilled, the human body does not function properly. Thus, Shanks (2019) proclaims that Maslow considered physiological needs as the most important needs with compared to all the other needs.

Safety Needs

Daft (2013) explains safety needs as protection from dangerous situations, being confident and not feeling insecure. Furthermore, Hope and Timmel (1995) explain that when people are really frightened by social or physical disturbance that they not going to consider on anything else other than their safety.

Social Needs

According to Burton (2012), social needs can be identified as the friendship that is made while living in the society. Due to this social need people feel reasonably safe and it leads them to worry about belonging into a social group where they can love and be loved in the society. Simultaneously, Gopalan et al. (2017) states that when people feel loved and belonged to a community, it helps them to develop confidence in their own abilities of contributing reasonably to decision-making process that promotes community development in various communities in the society. 

Esteem Needs

Stirling (2014) emphasizes that two types of esteem needs can be identified as the need to be appreciated and respected by others, and the need for self-appreciation and self-esteem. The first type of needs related to the reputation of a person, such as status, prestige, recognition, and appreciation while the second type of needs related to the needs such as self-confidence, independence, success, dignity, mastery and talent. Further elaborating on this point, Onah (2015) asserts that when people achieve their social needs, they focus attention on esteem needs because it gives people strong confidence to participate in activities that will certainly improve their living conditions in their various communities in the society.

Self-actualization 

As it is depicted in the theory, self-actualization can be identified as the fifth layer and Aruma (2017) and Melvins (2017) claim that it deals with the desire of people to develop their talents and potential that are hidden within them in the society. Consequently, Gopalan et al. (2017) depict that self-actualization needs incorporate with morality, creativity, spontaneity, problem solving, lack of prejudice and acceptance of facts. Thus, this is the highest type of needs/motivation which provides individual fulfillment or acceptance.

As it is illustrated in figure 2.0, the motivation theory can be used within an organization as it suits for the organization to motivate employees to perform well at work.

        Figure 2.0 (Applying Maslow’s Need Hierarchy Theory to the Work Place)

(Source Mintz and Sage, 2017)

As per the experience gained through my workplace, which is an education institute, it is evident that when the above requirements are matched to the organization, the employee requirements can be described as follows.

Physiological Needs

As it is mentioned earlier physiological needs are crucial for an individual and therefore, by taking it into consideration the management has provided the working place with a well-equipped staff room, cozy dining area along with hot water and cold water, facilities to make tea/coffee, and a mini fridge to give the employees serenity while they are working. In addition, a sick room has been provided with all the facilities in case of need. Moreover, in order to make the working environment more pleasant and warm, lecture rooms, staff room and dinning area are facilitated with A/C and proper lighting system. Not only that but also the daily basis cleanliness is being maintained in the entire work premises by janitors. 

Safety Needs

Job insecurity is highly low within the workplace since the employees are recruited to the permanent cadre.  Moreover, the organization has a defended security act that is to be taken on every hand to secure the employees. In addition to secure the safety of the employees CCTV camera system has been implemented along with security guards available for 24 hours at the entrance of the organization. Besides, fire extinguishers are set at several places in the premises in case emergency and a security alarm is available in the elevator to use whenever it is necessary. With the current pandemic situation, additional steps have been taken to secure the safety of the employees as doorkeeper wears a PPT kit, automate sensible sanitizer machine is set at the entrance and a transparent shield is placed at the front desk that allows the customers to get physically less contacted with the employees.

Social Needs

As an education institute, sharing knowledge is very much essential for the employees. Therefore, the organization has initiated to conduct knowledge sharing sessions once a month through which the employees get the opportunity to interact with other colleagues to share and acquire new knowledge. This is necessary for personal growth. Moreover, in order to enhance the bond among the co-workers and as well as to relieve the working stress of the employees, day outs and dinner outs are arranged by giving them the opportunity to enjoy themselves along with their families and co-workers. Besides every employee’s birthday is celebrated in a nice manner by cutting a cake, wishing him/her and giving gifts through which, they feel belonged to the organization and more attached to the management and the co-workers. Despite all the above-mentioned factors, two-way communication is prioritized, respect and due respect can be seen among the employees and between employees and the management.

Esteem Needs

In our institute, designations like program heads, Assistant program managers, student recruitment managers have been distributed among the employees based on their qualifications, skills and experience they have within the organization. These job roles have challenging tasks to perform as well as have the authority to take part in decision making. Thus, it is evident that all the employees within the organization have a clear career path and the chance for career development. In addition to that, senior managers are provided with high image vehicles, attractive bonuses, and foreign travel to satisfy these esteem needs. Moreover, within the organization work appreciation and appraisals are given equally for the employees. Simultaneously, when the management has recognized individuals with exceptional capacities who works with commitment and dedication, they are awarded with promotions and increments as a motivation to make them continue their commendable effort. Additionally, awarding nights are also organized to give special certificates and gifts for the hard-working employees. 

Self-actualization

The organization has given opportunities for the employees to display their talents and come up with ideas in areas like content development for new courses. Hence, the employees get the chance to showcase their hidden talents of multi-tasking, problem solving and critical thinking which lead them to grow themselves more in the organization.

References

Aruma, E. & Hanachor, M. (2017) Abraham Maslow’s Hierarchy of Needs and Assessment of needs in community development. International Journal of Development and Economic Sustainability. [online] 5(7), p.16. 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 20 Aug. 2021].

Burton, K. (2012) A Study of Motivation: How to Get Your Employees Moving. 

Gopalan, V., Abubakar, J. A., Zulkifli, A. N. & Alwi, A. B. (2017) A review of the motivation theories in learning.  

Jerome, N. (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. [online] 2(3), 39-45. Available at: https://pdfs.semanticscholar.org/b0bc/c8ca45193eaf700350a8ac2ddfc09a093be8.pdf  [Accessed 20 Aug. 2021].

Kaur, A. (2013) Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies. 3(10), 1061-1064.

Mintz, S. & Sage, E. (2017) Maslow’s Hierarchy Can Serve as the Basis for Workplace Culture. Available at: https://www.workplaceethicsadvice.com/2017/05/meeting-millennials-needs-in-the-workplace.html  [Accessed 28 Aug. 2021].

Onah, F.O. (2015) Human Resource Management (4 th Ed.). Enugu: John Jacob’s Classic Publishers Ltd.

Shanks, N. H. (2019) Management and Motivation, [Online] Available at: https://www.slideshare.net/khalfyard/maslows-hierarchy-of-needs-53418636  

Stirling, D. (2014). Motivation in Education