Abraham Maslow in the course of 1943-1954 developed his 'Hierarchy of needs' motivation theory. The Maslow Motivation theory is widely read and practiced across the world. His theory suggests that within each person there is a hierarchy of needs and the individual must satisfy each level before they move onto the next. There are five hierarchical levels. These are: * Physiological needs: Food, shelter, sexual satisfaction i.e. those needs needed for basic survival. * Safety needs: The need to feel safe within your environment. Also refers to emotional and physical safety. * Social Needs: The need for love, friendship and belongingness * Esteem needs: The need for self respect, status and recognition from others. * Self actualization: The point of reaching ones full potential. Are you capable at excelling yourself?
A person seeks to satisfy his most basic need before so an individual will need to satisfy their most basic need before they can move onto the next. Only when that individual knows that they have met their physiological needs will they move onto their safety needs. Maslow suggests that if you wanted to motivate an individual you will need to know where within the hierarchy they are placed. So how would an organization use Maslow’s theory? Upon careful scrutiny of Marlow’s theory, I dare say it has in some regard successful and relevant and not so applicable in others As regards its relevance I’ll say the following-
Maslow was way ahead of his time although few businesses heed his lessons and apply them of its time, because few leaders/companies heed his lessons, and even fewer apply them.
For all the developments in technology, people are still people, with all of their drives, needs and wants. The WIIFM Principle (What's In It for me) will still exist into the foreseeable future.
His hierarchy of needs theory translated into Macgregor’s theory X and theory Y. In the same era Taylor was developing...