Maslow's Hierarchy of Needs
1. Introduction
In the field of management, motivating employees is a very important issue that managers have to consider. Research has shown in many cases that companies with motivated and satisfied employees are more efficient and productive. Considering the goal of the company, this can lead to higher profits and moreover to a good internal corporate culture. How can managers accomplish this task? Is it effective using Maslow’s theory to motivate employees?
This paper will analyze why managers should not follow Maslow’s theory of needs in order to motivate employees. To prove this statement, the expose will focus on the model of Maslow’s hierarchy of needs, after giving a brief description of motivation. In addition the paper will examine how, according to Maslow, managers can satisfy these needs in a company. Furthermore the weaknesses are pointed out, also with the help of research studies. At the end, Alderfer’s ERG Theory is compared to Maslow’s theory , as he reshaped the hierarchy of needs, which will provide a better understanding of Maslow’s theory and especially of the weaknesses.
Although Maslow’s theory is often used to illustrate the concept of motivation, it is not a reliable theory when utilizing it in practice. 2. Motivation
In the context of Psychology motivation can be described as ‘ processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal ‘(Robbins 2007: 186).
Many managers who do not see motivation in their employees tend to characterize them as lazy. However motivation is not a personal trait, and therefore can always be taught. This concludes that one should not deal with the question whether someone is motivated, instead one should find out what is causing the motivation or lack of motivation (Robbins 2007: 186)
In the 1950’s some of the first need theories that explain how work-related behavior can be driven by satisfying needs, were formulated (Furnham 1992: 128).
In the field of management, motivating employees is a very important issue that managers have to consider. Research has shown in many cases that companies with motivated and satisfied employees are more efficient and productive. Considering the goal of the company, this can lead to higher profits and moreover to a good internal corporate culture. How can managers accomplish this task? Is it effective using Maslow’s theory to motivate employees?
This paper will analyze why managers should not follow Maslow’s theory of needs in order to motivate employees. To prove this statement, the expose will focus on the model of Maslow’s hierarchy of needs, after giving a brief description of motivation. In addition the paper will examine how, according to Maslow, managers can satisfy these needs in a company. Furthermore the weaknesses are pointed out, also with the help of research studies. At the end, Alderfer’s ERG Theory is compared to Maslow’s theory , as he reshaped the hierarchy of needs, which will provide a better understanding of Maslow’s theory and especially of the weaknesses.
Although Maslow’s theory is often used to illustrate the concept of motivation, it is not a reliable theory when utilizing it in practice. 2. Motivation
In the context of Psychology motivation can be described as ‘ processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal ‘(Robbins 2007: 186).
Many managers who do not see motivation in their employees tend to characterize them as lazy. However motivation is not a personal trait, and therefore can always be taught. This concludes that one should not deal with the question whether someone is motivated, instead one should find out what is causing the motivation or lack of motivation (Robbins 2007: 186)
In the 1950’s some of the first need theories that explain how work-related behavior can be driven by satisfying needs, were formulated (Furnham 1992: 128).
Bibliography: Berl,R.L, Williamson, N.C., Powell,T.(1984) Industrial Salesforce Motivation: A Critique and Test of Maslow’s Hierarchy of Need. Journal of Personal Selling & Sales Management, 4(1), 33-39. Retrieved 26/04/2012 from EBSCO Cole, G.A Kreitner,R., Kinicki A. (2007) Organizational Behaviour (7th edition ).New York : McGraw-Hill Maslow, A.H (1970) Motivation and Personality.(2nd edition). New York: Harper & Row Publishers Sadri, G Robbins, S.P, Judge,T.A.(2007) Organizational Behavior (12th edition) New Jersey: Pearson Education Weihrich,H