Maslows Hierarchy of needs

Topics: Maslow's hierarchy of needs, Motivation, Abraham Maslow Pages: 9 (1756 words) Published: June 3, 2014
HR101 Gateway Assignment
I am basing my Theory and Application on both Maslow's Hierarchy of Needs Theory and Locke’s Goal Setting Theory. Theory and Application
Maslow’s Hierarchy of Needs
Maslow’s Hierarchy of Needs was first published by psychologist Abraham Maslow in his 1943 article, "A Theory of Human Motivation “. Abraham Maslow believed that that as humans strive to meet our most basic needs, we also seek to satisfy a higher set of needs. Maslow presented these needs in a hierarchy that consisted of the following: 1. Physiological/bodily needs.

2. Safety needs.
3. Love/belonging needs.
4. Self-esteem.
5. Self-actualization.
I am going to describe each level in the hierarchy of needs and evaluate them in terms of evidence that shows that they work and that they are useful for managers in understanding how they might motivate their staff. The example I am using is Understanding and motivating health care employees: integrating Maslow's hierarchy of needs, training and technology by Suzanne G. Benson PhD and Stephen P. Dundis JD, PhD. With all the challenges facing the health sector, there was a need to understand how the managers could motivate the staff. This was becoming increasingly concerning and this is where Maslow’s Hierarchy of Needs proved useful. Maslow created a pyramid split into 5 levels, each containing one of the 5 needs. Level 1 Physiological needs:

Physiological needs are the basic survival needs such as oxygen, food, water, shelter etc. Unless these basic needs are fulfilled, the individual will be unable to move to the next level, as these are these needs are needed for survival. In work terms, these basic needs would be wages. If an employee is being paid fairly he/she will be happy to move to the next level of the hierarchy. If not, they will be thinking about why they aren’t being paid fairly and the next levels won’t be in their mind. Level 2 Safety Needs:

When physiological needs are fulfilled, safety needs come into consideration. This involves not only a safe working environment but mental safety. In this case training has a big influence because workers see training as a way of being safe. Managers must make employees realise that with new technology brings change. Employees feel that they are under pressure with the new technology leading to advancements in computers. They feel they are inadequately trained and this is where managers must spend resources, time and money on training. Level 3 Love/ Belonging Needs:

Maslow states that people seek to overcome feelings of loneliness and alienation and managers must understand this to ensure employee involvement, production and motivation, etc. With the new technology in healthcare, brings in the new ‘virtual teaming’. Some employees might feel a lack of social presence that face to face contact has. Managers must know this and that the opportunities to participate in new and different work groups can definitely expand an employee’s belongingness. Level 4 Self-Esteem:

Self-esteem in a workplace is usually based on an employee’s successful performance appraisals, which helps employee’s feel valued and respected within an organisation. This boosts self-esteem. In the case of the healthcare problem, there was an issue with the technology because employees where not known by name anyone but by numbers. When employees are not being interacted with personally by managers and other group members they feel insulted and meaningless. Managers must take this into consideration. Level 5 Self-Actualisation:

The need for self-actualisation is only relevant when all needs below Self-Actualisation are fulfilled. It is the need for an employee to do what he/she feels they are meant to do. In the healthcare training, an employee should be exposed to learning that affects every single part of his/her life. The new technology offers this training but a person must be shown the right path towards the correct training in order for it to become...

References: www.mindtools.com
http://www.unc.edu/courses/2007fall/nurs/379/960/module%209%20delegation%20perf%20appr/Benson%20unders%20and%20motiv.pdf
http://home.ubalt.edu/tmitch/642/Articles%20syllabus/Locke%20et%20al%20New%20dir%20goal%20setting%2006.pdf
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