6. Maslow’s Hierarchy for employee performance
Maslow's hierarchy of
needs is a motivational theory in psychology comprising a five-tier model of
human needs, depicted as hierarchical levels within a pyramid.(McLeod, 2007).The five stages of the
theory are as follows.
Physiological Needs
They are the basic biological needs required
for the survival of the humans. They include air, food, water, clothes and
warmth. They need to be fulfilled first for satisfaction of the humans
according to Maslow.
Safety Needs
When Physiological needs are fulfilled the need
for security arises. While adults have little awareness of
their security needs except in times of emergency or periods of disorganization
in the social structure (such as widespread rioting), children often display
the signs of insecurity and the need to be safe. (Upadhyaya, 2014)
Love and Belongingness Needs
When
the needs for safety and for physiological well-being are satisfied, the next
class of needs for love, affection and belongingness can emerge. Maslow states
that people seek to overcome feelings of loneliness and alienation. This
involves both giving and receiving love, affection and the sense of belonging. (Upadhyaya, 2014) Examples of Love and
Belongingness needs include friendship, love and trust.
Esteem Needs
These involve both self-esteem (E.g.
Independence, dignity) and esteem that a person gets from others. (E.g. Status,
Prestige) Humans have a need for a stable, firmly based, high
level of self-respect, and respect from others. When these needs are satisfied,
the person feels self-confident and valuable. When these needs are frustrated,
the person feels inferior, weak, helpless and worthless. (Upadhyaya, 2014)
Self-Actualization needs
Self-Actualization
needs are arrived once all other needs are fulfilled. Maslow describes
self-actualization as a person's need to be and do that which the person was
"born to do” These needs make themselves felt in signs of restlessness.
The person feels on edge, tense, lacking something, in short, restless. (Upadhyaya, 2014)
Impact on
organizational performance
The benefits that organization provides to its employees can play a big role in employee performance. Organizations could provide bonuses and incentives to improve the performance which will help to satisfy physiological and safety needs of employees according to the Maslow’s Hierarchy. In addition they could provide special allowances to encourage participation to training programmes and also by communicating to the employees that there is a career development path which requires trainings could motivate the employees to participate. In addition recognizing highest performers of the organization during performance reviews and appreciating them could improve esteem of the employees. Carrying out non biased and regular performance reviews and giving proper feedback to employees could motivate them to perform more so that they can advance in their careers and also in the Maslow’s Hierarchy of needs.
References
McLeod, S., 2007. Maslow's hierarchy of needs. Simply psychology, 1(1-18).Available
from https://canadacollege.edu/dreamers/docs/Maslows-Hierarchy-of-Needs.pdf [Accessed 03 May 2022]
Upadhyaya, C., 2014. Application of the Maslow's hierarchy of need
theory; impacts and implications on organizational culture, human resource and
employee's performance. International Journal of Education and
Management Studies, 4(4), p.353.Available from https://d1wqtxts1xzle7.cloudfront.net/46837791/G233945-with-cover-page-v2.pdf?Expires=1651566719&Signature=eIwbki-ae-iRrNcLBJb--kYCpivpN0wACShCrqCjpuoORLAaaoRx3RfIaxaOWCzLdNy4IZS4JpmaxPG2AlmT4O8zkCGA-5afrbQbVLjdiP0iVUPxo6tTXskSs-Uf3ywK50wHqBIniJgw8rWKnLcXPKKFn0V3lb1jyEx3kbRjiPtoYyXy6MNkLQHgLazJETk5ZD~oly55h2ct0HLxrqQ32L4oE4aek8vvr7JAj7D-NQELxW5gihgWox~abBkqaAGnR49bF8DaUBWCGrf2QHTrSrHd~jtdu7~MXIVX4xG9BMsRUTnEmWdyUfYSpGG9Z0rAMIyPdw-Kdh0~BWg~JRdcQQ__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA [Accessed 03 May 2022]
.jpg)
Maslow’s hierarchy of needs consists of five levels/dimensions of motivation: physiological needs, safety, love and belonging, esteem and need for self-actualization. When a lower level need is met or
ReplyDeleteovertaken by a higher level one, people tend to be no longer motivated by satisfyingthat need (Suyono and Mudjanarko, 2017). Furthermore, people will try to meet the needs of the next level. Maslow’s theoretical tenet indicate that it is necessary for prepotent needs to be satisfi ed before the next level need emerges and the person becomes concerned by satisfying it (Taormina and Gao, 2013)
Maslow’s model was studied in various disciplines: in social sciences, psychology, sociology and education (including adult learning) and was used as a model to understand the individuals’ needs, while in business it was approached as a model to explain employees’ otivation (Benson and Dundis, 2003). Since it was fi rst formulated, Maslow’s theory was further developed by Maslow itself or by other researchers – i.e. Alderfer (1969) ERG theory. e theory was also subjected to empirical testing and criticism (Berl, Williamson and Powell, 1984; Hall and Nougaim, 1968; Lawler III and Su le, 1972; Soper, Milford and Rosenthal, 1995) that contested its empirical basis
ReplyDeleteand applicability within an organizational context. In sum, Maslow’s theory highly infl uenced the way of thinking and subsequent research (Alderfer, 1969) and became the most well-known theory that a empted to explain the mechanisms of human motivation.