Motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. The “motivation to work” published by Maslow probably provided the field of organizational behaviors and management with a new way of looking at employee’s job altitudes or behaviors in understanding how humans are motivated (Kaur 2013). Probably the best-known conceptualization of human needs in organizations has been proposed by this theory. Abraham Maslow was a clinical psychologist who introduced his theory based on personal judgement, which was generally known as the need hierarchy theory (Kaur, 2013).
According
to Smith & Cronje (1992), the way Maslow’s theory is explained relies on
the fact that people want to increase what they want to achieve in life and their
needs are prioritized according to their importance (Kigoye, 2010). Based on the
basic physical, biological, social and psychological needs of human beings,
Maslow came up with a five-stage theory that places the needs of the individual
in different categories and prioritizes their attainment (Illustrated in figure
1.0) (Reuben,2017). Humans are a perpetually wanting group. Ordinarily the
satisfaction of these wants is not altogether mutually exclusive, but only
tends to be (Ramlall,2004).
(Source: McLeod,2007)
Source: (Happiness com, 2017)
Video 1.0 illustrate the Maslow’s idea about the employees need and how to fulfill it.
The
expanded Hierarchy of needs:
It
is important to note that Maslow's five stage model has been expanded to
include cognitive and aesthetic needs and later transcendence needs. Changes to
the original five-stage model are highlighted and include a seven-stage model
and an eight-stage model, both developed during the 1960's and 1970s (McLeod,
2007).
1.
Biological and Physiological needs - air, food, drink,
shelter, warmth, sex, sleep. (Ramlall,2004).
2.
Safety needs - protection from elements, security,
order, law, stability. (Ramlall,2004).
3.
Love and belongingness needs - friendship, intimacy,
affection and love, - from work group, family, friends, romantic relationships.
(Pardee, 1990)
4.
Esteem needs - self-esteem, achievement, mastery,
independence, status, dominance, prestige, managerial responsibility (Pardee, 1990)
5.
Cognitive needs - knowledge, meaning. (Ramlall,2004).
6.
Aesthetic needs - appreciation and search for beauty,
balance, form. (McLeod, 2007).
7.
Self-Actualization needs - realizing personal
potential, self-fulfillment, seeking personal growth and peak experiences. (McLeod,
2007).
8.
Transcendence needs - helping others to achieve
self-actualization. (McLeod, 2007).
I work for a leading company which provides services and products related to Eye care and Optical needs, that company provides reasonable salary to employee to fulfill their main requirement. Also, according to the employee performance level there are quarter wise Bonus rewards and Free Optical needs such as spectacles and sunglasses given once in two years. If the organization fail to give good Physiological needs, result will be less performance and employee want be able to make much of contribution. In current pandemic situation company will ensure the safety needs of all employees by giving all safety materials and Insurance schemes. There are Once a year family get togethers and Family Medical schemes given by the company to fulfill Love and belongingness needs. All employees are having annual performance evaluation and they will be awarded or send employee for overseas training and tours.
References
Kaur, A. (2013) Maslow’s Need Hierarchy
Theory: Applications and Criticisms. Global Journal of Management and
Business Studies. pp. 1061-1064
Kigoye, R.W., 2010.
Motivation of teachers and academic performance of learners in selected schools
of Makindye division, Kampala district, Uganda.
McLeod,
S. A. (2007). Maslow's Hierarchy of Needs. [Online] Available from
http://www.simplypsychology.org/maslow.html [Accessed 27th March 2022]
Pardee, R.L., (1990).
Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A
Literature Review of Selected Theories Dealing with Job Satisfaction and
Motivation.
Ramlall, S., (2004). A
review of employee motivation theories and their implications for employee
retention within organizations. Journal of American academy of business, 5(1/2),
pp.52-63.
Reuben,
M. (2017) Theories of Motivation and Their Application in Organizations: A Risk
Analysis. International Journal of Innovation and Economic Development
[Online] Available from http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2004. [Accessed 23
March 2022].
Hi Chulanga, I agree with your clear and descriptive post. Jerome, N. (2013) has stated as a conclusion that application of Maslow’s theory is paramount for Organisations that seek to obtain success and excellence and if they disregard the application of the theory it will affect negatively to the organizational culture, human resource management, employee performance, achieving organizational excellence, create good atmosphere and better work environment and achieving targets at the right time.
ReplyDeleteAgreed with you nilushi, Furthur adding to you,According to Smith & Cronje (1992), the way Maslow’s theory is explained relies on the fact that people want to increase what they want to achieve in life and their needs are prioritized according to their importance
Deleteyes Chulanga, Maslow’s Hierarchy of Needs allows us to gain a better understanding of motivation, goal achievement, and personal fulfillment (McLeod, 2007). As learning professionals, there is only so much we can do to meet the physiological needs and we can, and should, be aware of them and their impact on motivation. This awareness, in turn, should lead to comprehension and empathy.
ReplyDeleteAgreed with you chamara.If the organization fail to give good wedge, result will be less performance and employee want be able to make much of contribution (Ozguner and Ozguner, 2014).
DeleteHi Chulanga, I completely agree. If a company doesn't have a clear strategy in place, its employee engagement activities might be hit or miss. If they aren't part of a larger plan, stand-alone efforts have little effect. Models and ideas of employee engagement are important in formulating a strategy (Josiane, 2018)
ReplyDeleteThanks for the Comment ramesh.This usually indicates the company’s attitude towards its workers. If the candidates chosen for the workplace do not think that the workplace, they work for is not engaged enough or if they feel ignored, the fulfilment of these needs isn’t completed properly (Kaur, 2013)
ReplyDeleteHi Chulanga,
ReplyDeleteagree with you. Motivation is directly related to personal performance as a catalyst for employees who contribute to organizational performance or who generally want to do their duties more successfully (Sekhar et al., 2013).Based on the basic physical, biological, social and psychological needs of human beings, Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment (Illustrated in figure 1.0) (Reuben,2017)
Hi Chulanga, At once other (and “higher”) needs emerge and these, rather than physiological hungers, dominate the organism. And when these in turn are satisfied, again new (and still “higher”) needs emerge and so on. This is what we mean by saying that the basic human needs are organized into a hierarchy of relative prepotency" (Maslow, 1943, p. 375).
ReplyDelete