From
the early days when organizations and cooperates were established, various
practitioners and theorists have tried to find out the ways of methods and
theories to motivate the employees by improve the employee engagement and
productivity. As a result, different motivation theories were discovered to
uplift the motivational factors of humans. Motivation force can be positive, as
in impelling one to reach a certain goal. An internal motivation pushes
you to achieve certain goals and external motivation that pull’s you toward a
goal (Ball 2016). Motivation is a very mass field to study and which with many
theories and methods. One of the famous theory is Maslow’s Hierarchy of
needs.
Maslow’s
Hierarchy of Needs
Abraham
Maslow is a leading and most prominent psychologist in the world and he
introduced the Maslow’s hierarchy of needs theory. Maslow believed that there
are at least five sets of goals which can be referred to as basic needs and are
the physiological, safety, love, esteem, and self-actualization illustrated in
Figure 01 (Ramlall 2004). As stated that employees at organizations are
motivated by the desire to achieve or maintain the various conditions and
intellectual desires upon which these basic satisfaction (Ramlall 2004).
Figure
01: Maslow’s Hierarchy of needs
Source : Gargasz, 2010
Maslow’s theory explains the five forces that drive the motivation as follows (Hanachor et.al, 2017)
- Physiological – Need for food, water, shelter, clothing, comfort, rest or sleep, reproduction or procreation
- Safety – Safety from dangerous physical and social situations
- Social – Need for love and to be part of a group -family group, peer group, friendship group
- Esteem – Need for self worth, respect, status, recognition, reputation, admiration, strong confidence.
- Self-actualization - Need for development of inborn talents, potential, resources, accomplishment.
Application to consumer
durable industry
Employees
do have the basic needs to satisfy and specifically necessary for them to be
motivated (Wong and Low 2018). The theory was developed on how all proportions
of motivation are interrelated, based on the idea that human behavior is
determined by a limited number of developing fundamental needs which emerge and
operate in a sequential order (Sengupta, 2011).
Physiological needs – The basic needs can be
emphasizes in different ways. understood (Taormina and Gao 2013). readily be can them for need Needs
at the bottom of the theory describes the basic physical needs such as food,
water, shelter and warmth which can be seen and touched and are consumed on a
daily basis, and so the These are the supreme needs because if a person were
underprivileged of all needs, its these physiological needs that would come
first in the person's search for satisfaction (Jerome 2013). In an organization
more facilities can be provided allocating a separate space for cafeterias,
water dispensers, microwave, refrigerator, coffee machine, and providing good
ventilation by installing AC’s, setting up standardized partitions and working
seat and a good working environment. At my work place above basic needs
were well arranged by the company and these will be look after by a separate
division at the administrative department.
Safety needs – Basically it’s important to
identify the types of threats and dangers that could conclude the safety response
and to provide solutions which will satisfy the employee (Taormina and Gao
2013). The cooperate leaders must ensure the safety of the working environments
as well as the physical and social situations of their employees (Wong and Low
2018). Considering the two aspects the cooperates must mind on security.
security, financial security, medical insurance, and retirement job criminal
assault, disease, war, anarchy, social chaos, natural catastrophes, Also
providing separate rest rooms for female employees, competitive
compensation and benefits package induce financial security, compensation plan
specifically on commission basis will motivate the employees to work on their
full potential (Wong and Low 2018). At my workplace, the employees are eligible
for a life insurance scheme, which covers the family as well and with
compensation plans, financial plans as well.
Social needs – According to Maslow
(1943), all people are in need of desire for a stable and sound
self-assessment, self-esteem, self-respect, and love. In an organization, a
clear picture of career ladder and promotional plan, work-life balance culture,
family-friendly policy, recognition schemes and life-long training can be
essential elements to fulfill the social needs of their employees (Wong and Low
2018). In consumer durable industry the cooperates are much keener on
establishing teams and sub departments in different levels and promoting group
work across them, hearten team-building activities with rewarding schemes and
recognition and promotional plans. These best practices are helping the
employees be satisfied and as well as cooperate to drive their best.
Esteem needs - As Taormina and Gao
(2013) suggest, these needs can be divided in to two such as esteem for self
and esteem from others. The first need describes as the need for
self-appreciation and self-esteem, such as self-confidence, independence,
success, and talent. The esteem from others describes as the needs to be
appreciated and respected by others related to the reputation of a person, such
as status, recognition, and appreciation (Jerome 2013). The consumer durable
industry is more on employee engagement with stakeholders and customers on
providing a better service and productivity used several values added to uplift
the motivation of their subordinates. They usually organized annual awarding
ceremonies spending huge money to create an enthusiasm environment for their
employees. Also, they offer annual vacation packagers, foreign trips as rewards
and regular department and pocket meetings to recognize the best of the best
and it will help to increase the moral aspect of the employees and it
leads to more creativity and innovation.
Self-actualization needs – According to
Jerome (2013) the Self-actualization needs as a person's need to be and do that
which the person was "born to do". After fulfilling the employees all
basic needs the management must be identified or pay more attention on where
the employees hope to go and achieved within the organization. At this level,
the employees are more on personal development plans such as training,
mentoring and grooming them self. By implementing specific training on
self-development, talent management programmes, the consumer durable companies
invest on their employees to be more professional and keener to build expertise
to fulfill future challengers.
Reference
Benjamin
Ball (2016), A summary of motivation theories journal article <
https://www.yourcoach.be/blog/wp-content/uploads/2012/03/A-summary-of-motivation-theories1.pdf>.
Dr.
E. O. Aruma and Dr. Melvins Enwuvesi Hanachor (2017), Abraham Maslow’s
hierarchy of needs and assessment of needs in community development,
International Journal of Development and Economic Sustainability. p. 16
Dr.
Nyameh Jerome (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
Sengupta,
S.S., ‘Growth in Human Motivation: Beyond Maslow’, 2011, Indian Journal of
Industrial Relations, vol. 47, no. 1, pp. 102-116.
Sunil
Ramlall (2004), A Review of Employee Motivation Theories and their Implications
for Employee Retention within Organizations, The Journal of American Academy of
Business, Cambridge p. 54
Wong P T and Low A (2018), Improving Workplace
Productivity: Applications of Maslow’s Need Theory and Locke’s Goal-Setting,
Psychology & Psychological Research International Journal
Characteristics of self-actualizers:
ReplyDelete1. They perceive reality efficiently and can tolerate uncertainty
2. Accept themselves and others for what they are
3. Spontaneous in thought and action
4. Problem-centered (not self-centered)
5. Unusual sense of humor
6. Able to look at life objectively
7. Highly creative
8. Resistant to enculturation, but not purposely unconventional
9. Concerned for the welfare of humanity
10. Capable of deep appreciation of basic life-experience
11. Establish deep satisfying interpersonal relationships with a few people(Mcleod, 2020).
Thank you for the comments but still all the needs were satisfied employees will still feel dissatisfied due to their personal abilities. This aspect describes the endeavor of an employee to develop the abilities, skills, capacity and to be the best what he or she wants to be. This need is never ending aspect and limit increase in proportion to their rates of satisfaction (Uyal et al. 2017). As stated that employees at organizations are motivated by the desire to achieve or maintain the various conditions and intellectual desires upon which these basic satisfaction (Ramlall 2004).
DeleteAmong financial, economic and human resources, the latest are more essential and have the capability to endow a company with competitive edge as compared to others (Rizwan et al, 2010). Employee Performance fundamentally depend on many factors like performance appraisals, employee
ReplyDeletemotivation, Employee satisfaction, compensation, Training and development, job security, Organizational structure and other, but the area of study is focused only on employee motivation as this factor highly influence the performance of employee. Your blog would look more perfect if you could have given an introduction to what employee motivation is at the begining of you blog.
According to Maslow, employees have a level of need (Maslow, 1943): physical, security, social, ego, and self-verification. Maslow argued that lower-level needs must be satisfied before employees can motivate the next higher-level need. This the very first theory for the employee motivation.
ReplyDeleteAs described by Maslow, people have an inborn desire to be self-actualized or self motivated by achieving these goals the basic needs must be met such as the need for food, safety, love, and self-esteem. This hierarchy ranges from more palpable needs such as food and water to philosophical concepts such as self-fulfillment. ). As stated that employees at organizations are motivated by the desire to achieve or maintain the various conditions and intellectual desires upon which these basic satisfaction (Ramlall 2004).
DeleteAccording to Jerome (2013), if a man’s physiological needs are fulfilled by only 25% then there will be no sign of emerging the safety needs. But if his physiological needs are fulfilled to the level of 50% then the emergence of the safety needs could be observed. Therefore, an employee can be satisfied in different percentages in all levels of the hierarchy without even a single level is not 100% fulfilled. Maslow (1954), explains that lower levels should always have a higher percentage of satisfaction than the immediate higher level if he is to be satisfied for a longer period of time.
ReplyDeleteTo satisfy more the employees must be self-actualized , which he or she understands their skills and abilities and by identifying what they are capable of. The employees must identify the needs and must be sure that those elements positively fulfilled and which will be motivated in the end. Safe, supported, a sense of belonging and self-actualized and attitude will influence the outcome of better motivation and self-satisfaction and will create more positive and energetic working environment (Benson and Dundis 2013).
DeleteMaslow's Need theory is certainly the foundation for organizations to apprehend the motivation levels/needs of individuals; in contrast, an employee's journey up on the pyramid from deficiency level to growth level, does makes it difficult for managers to understand where exactly is the employee. This impedes the deployment of correct human resource management practices in place for motivational purpose (Armstrong, 2013).Basic needs should always not required to be satisfied to proceed up to the next step in ladder(Salanova & Kirmanen, 2010) .The needs of people varies from person to person or based on situations(Armstrong, 2013). Basic needs should always not required to be satisfied to proceed up to the next step in ladder(Salanova & Kirmanen, 2010). The needs of people vary from person to person or based on situations (Armstrong, 2013).
ReplyDeleteMaslow’s model is an encouraging style in understanding employee behavior, which is used in organizational culture to provide inputs to understand and affect employee motivation (Benson and Dundis 2013). The employees tend to fulfill the basic needs at the bottom of the theory pyramid and organizations tend to support and create the environment to achieve higher stages of motivation by developing the employees with skills and knowledge.
DeleteHygiene considerations are not specifically linked to the work, and the existence of such circumstances does not inherently produce strong motivation, but is important to avoid dissatisfaction. The lack of motivational variables does not prove highly unsatisfactory, but they produce strong levels of motivation when present, resulting in good job results (Baah & Amoako, 2011).
ReplyDeleteA manager using a leadership style that does not fit the needs of the employee is likely to frustrate the employee and decrease the employee’s motivation. On the other hand, a new employee with no experience probably wants guidance and supervision, rather than being left to do a job without motivation(Walker, 2008).
ReplyDeleteThank you for your valuable comments and to motivate employees, the organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment (Varma 2017). Leaders and managers can improve the performance of a organization or a set of employees by influencing the processes that determine the performance and leader behavior categories should be observable, distinct, measurable relevant and comprehensive but parsimonious (Yukl 2012).
DeleteWhile agreeing with your statement and wish to mentioned Maslow’s Hierarchy of Needs is applied in psychology as well as in business, and it helps to understand what motivates people. The pyramid has five needs, and according to Maslow’s theory, a person does not feel needs above unless the needs in the bottom have been satisfied. (Jerome2013, 41-42)
ReplyDeleteThank you for the comments and this is a theory of psychological establishment on fulfilling congenital needs in priority, climax in self-actualization (Jerome 2013). As described by Maslow, people have an inborn desire to be self-actualized or self motivated by achieving these ultimate goals the basic needs must be met such as the need for food, safety, love, and self-esteem. This hierarchy ranges from more palpable needs such as food and water to philosophical concepts such as self-fulfillment.
DeleteThe Maslow's Need theory is created on the basis, which people stay inspired through the need towards satisfy their desires, as well as asserts which the low-level need should exist contented prior to touch the following advanced level need. After requirement was pleased, it is not anymore an inducement or stimulus (Mullins, 2005).
ReplyDeleteMaslow presume that people will be satisfy basic needs before reaching for more flourish needs and the bottom of his social scale contains Physiological Needs, such as receiving a decent salary to support oneself. Safety and Security, which constitutes a safe work environment and insurance and safe work environment. The third tier up is the need for belonging, which represents having an efficient work environment with supportive employers and coworkers. Esteem describes such as through receiving awards or promotions to show recognition for hard work Self-Actualization eliminates at which point, the employee is giving back to others what they have learned either by mentoring or using their business savvy in a new fashion. The theory abstract the way of segregating employees’ needs and eagerness as each level is excogitate of specific motivational forces that are to be achieved in employment (Vito et al.2016)
DeleteMaslow states that when needs are satisfied, individuals tend to have an inspirational motive in their life (Robbins et al 2014). Developing from the Maslow's hierarchy of needs, content theories of job satisfaction rotate around employees’ needs and the factors that bring them a reasonable degree of satisfaction (Saif et al., 2012).
ReplyDeleteThank you for your valuable comments and to motivate employees, the organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment (Varma 2017). Leaders and managers can improve the performance of an organization or a set of employees by influencing the processes that determine the performance and leader behavior categories should be observable, distinct, measurable relevant and comprehensive but parsimonious (Yukl 2012). The theory drive the employees to be more self-satisfied and motivated and these five factors will provide ideas on implementing the suitable work environment , which motivates the employees.
DeleteThe biggest disadvantage of this theory is that not all individuals think in the same way hence for some individuals social affection and respect is more important than safety needs and that is the reason why one sees many people do grand ceremony of their children’s birthdays or marriages or purchasing expensive cars in order to show off to society before buying insurance plan for family or purchasing a house for the family as they get more satisfaction from showing off to society than fulfilling safety needs of the family.
ReplyDeleteAs suggested, the theory has disadvantages such as it cannot be tested empirically and there is no way to measure specifically how satisfied each level of need must be before the next need becomes operational. Also, the theory is more culture-bound, and it lacks validity across different cultures and the employees will not tend to fulfill their needs by only with these five aspects (Barling 1977).
DeleteOrganizational success depends heavily on employee motivation, and managers must understand what motivates their employees in order to motivate their employees. Understanding the concept of motivation could assist incompetent and inexperienced managers, in terms of employee motivation, identify what motivates their employees (Kim,2006)
ReplyDeleteAlderfer's ERG Theory classifies Maslow's hierarchy as existence requirements, relationship needs, and growth needs. Also it suggests that the hierarchical order of needs varies from person to person and that different needs can be met at once.(Barg, J.E.2014)
ReplyDelete