Discuss Maslow's Hierarchy of Needs
Introduction:
“The human mind is our fundamental resource” said by John Fitagerald Kennedy. Thus company human resources are essential to an organization, and individual motivation is the core issue of Human resources. A motivated workforce tends to mobilize its employee enthusiasm and creativity in work, in which to improve individual and organizational performance. Hard work among the employees can be attributed to the ability of the organization to meet their needs. Individual needs can be classified into different categories with the most fundamental ones given the first priority. In an organization perspective, motivation among the employees is likely to increase if the incentives given partially or fully their basic needs. To achieve the objectives of an organization effectively, it is important for the management to identify the needs that motivate their employees (Wilson & Madsen 2008).
Maslow’s hierarchy of needs provides a clear view of individual needs and how these are prioritized. Employees tend to meet their needs in an ordinal arrangement with the most important one being given the first priority. According to Maslow, these needs can be represented into a hierarchical representation depicting their order of priority. As shown in Maslow’s hierarchy, basics needs are given the first priority because human beings cannot survive without them (Montana & Charnov 2008). Other motivating factors as per Maslow’s argument are security, higher responsibility and ownership. Therefore, Maslow’s theory of needs is based on the fact that individuals satisfy one need before moving to the other. This theory provides that once a need has been satisfied it ceases to provide motivation to the employees. As a result, individuals can move to the next need on top of the hierarchy (Leonard 2002). This paper will look at the Maslow’s Hierarchy of needs, and how the theory can be used to motivate employees in an organization.
Thesis and Anti-thesis
Thesis
“The human mind is our fundamental resource” said by John Fitagerald Kennedy. Thus company human resources are essential to an organization, and individual motivation is the core issue of Human resources. A motivated workforce tends to mobilize its employee enthusiasm and creativity in work, in which to improve individual and organizational performance. Hard work among the employees can be attributed to the ability of the organization to meet their needs. Individual needs can be classified into different categories with the most fundamental ones given the first priority. In an organization perspective, motivation among the employees is likely to increase if the incentives given partially or fully their basic needs. To achieve the objectives of an organization effectively, it is important for the management to identify the needs that motivate their employees (Wilson & Madsen 2008).
Maslow’s hierarchy of needs provides a clear view of individual needs and how these are prioritized. Employees tend to meet their needs in an ordinal arrangement with the most important one being given the first priority. According to Maslow, these needs can be represented into a hierarchical representation depicting their order of priority. As shown in Maslow’s hierarchy, basics needs are given the first priority because human beings cannot survive without them (Montana & Charnov 2008). Other motivating factors as per Maslow’s argument are security, higher responsibility and ownership. Therefore, Maslow’s theory of needs is based on the fact that individuals satisfy one need before moving to the other. This theory provides that once a need has been satisfied it ceases to provide motivation to the employees. As a result, individuals can move to the next need on top of the hierarchy (Leonard 2002). This paper will look at the Maslow’s Hierarchy of needs, and how the theory can be used to motivate employees in an organization.
Thesis and Anti-thesis
Thesis