Hierarchy of Needs: Motivating Employees with Maslow’s Theory

Introduction

Maslow's hierarchy of needs is a psychological theory of motivation that includes a five-tier model of human needs that is frequently represented as levels within a pyramid.

Needs lower down in the hierarchy must be satisfied before individuals can attend to needs higher up. From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem and self-actualization.

Maslow's Hierarchy of Needs

Maslow's hierarchy of needs was first published in a paper entitled "Theory of Motivation" It was later expanded into a book named "Motivation and Personality".

The main principle is that people are motivated to meet their most basic needs before they are motivated to work towards goals that are more complex.

figure 01 : Maslow's Hierarchy of needs (HRDQ, 2022).

This five-stage model can be divided into deficiency needs and growth needs. The first four levels are often referred to as deficiency needs (D-needs), and the top level is known as growth or being needs (B-needs).

Deficiency needs arise due to deprivation and are said to motivate people when they are unmet. Also, the motivation to fulfill such needs will become stronger the longer the duration they are denied (Mcleod, 2018)

Growth needs do not stem from a lack of something, but rather from a desire to grow as a person. Once these growth needs have been reasonably satisfied, one may be able to reach the highest level called self-actualization (Mcleod, 2018)

1.Physiological needs 

These are necessary for Human existence on a biological level., e.g. air, food, drink, shelter, clothing, warmth, sex, sleep. 

The human body cannot function at its best if these demands are not met. Maslow believed that the most crucial needs are those related to the body's physiology because, unless these needs are satisfied, all other needs become secondary.

2. Safety needs 

 Protection from elements, security, order, law, stability, freedom from fear.

3. Love and belongingness needs 

The third level of human need, which would be social and involves feelings of belongingness, follows once physiological and safety requirements have been satisfied. The need for interpersonal relationships motivates behavior Examples include friendship, intimacy, trust, and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work).

4. Esteem needs 

which Maslow classified into two categories: 

(I) Esteem for oneself (dignity, achievement, mastery, independence) 

(ii) The desire for reputation or respect from others (e.g., status, prestige). Maslow indicated that the need for respect or reputation is most important for children and adolescents and precedes real self-esteem or dignity.

5. Self-actualization needs 

Realizing personal potential, self-fulfillment, seeking personal growth and peak experiences. A desire “to become everything one is capable of becoming  (Maslow, 1987).

The Extended Version of the Hierarchy

figure 02 : Maslow's Hierarchy of needs (HRDQ, 2022).

It's important to keep in mind that Maslow eventually added cognitive, aesthetic, and transcendent requirements as he continued to develop his theory, even though the five levels covered above are the ones that are most frequently mentioned in his hierarchy.

Cognitive Needs

Maslow introduced the level of cognitive needs in 1970, placing it above esteem needs and below aesthetic needs in the expanded pyramid. These include the desire to learn and understand new things and to be interested. This level is also where individuals are driven to find both meaning and predictability in their lives.

Aesthet1ic Needs

Aesthetic needs are those that relate to a person's drive to find and appreciate beauty in the world, placing above cognitive needs and below self-actualization. Beyond that, at this level, an individual is driven to beautify their own life, including their own home and themselves.

Transcendence Needs

As the pyramid's new peak, this third new level is located above self-actualization. This level is reached when a person is driven by spiritual desires and a desire to give of oneself to something greater than oneself. This can be religious or spiritual, but it can also refer to giving oneself wholly to things like service to others, the pursuit of science, or experiences with nature.

How Can Maslow's Theory Be Used to Motivate Employees?

We can see how Maslow's theory may be applied in one's personal life, but it can also be a very useful resource at work. The hierarchy can serve as a guide for establishing a positive work environment, and the idea can be used to better understand what motivates of  different employees.

Maslow's hierarchy can be used in the workplace as an application of the platinum rule, which states that we should try to understand our employees' perspectives in order to treat them as they would like to be treated (Mcleod, 2018)

How to Create a Motivating Work Environment Using Maslow's Theory

When we comprehend Maslow's hierarchy of needs, we may use it as a checklist to assess the atmosphere and workplace culture. we can encourage our staff to work toward greater organizational goals by assisting them in obtaining their basic necessities.

Physiological needs

This could entail giving the employees a welcoming and comfortable workspace. Little things can make a good positive  impact on employee engagement and productivity, like maintaining temperature of the environment by adding air condition,  offering rotatable comfortable chairs. you can rest assured that your workers aren't spending their time focused on the wrong things.

Security needs

You can contribute by giving detailed descriptions of each position, being open about your company's financial situation and future expectations, and offering pay and perks that give your employees a sense of security in their jobs

As you might expect, productivity will drop in an environment where basic physiological or security needs are not met. You'll likely find that your workers are phoning it in most days, that is, if they aren't busy shopping for another job.

 Social needs

You can work to foster a healthy work environment and provide opportunities for staff to interact socially outside of the office. Additionally, you can encourage staff members to keep a balance between their personal and professional lives, which can minimize stress and enhance job satisfaction.

Esteem needs 

Giving them chances to showcase their abilities and skills in the workplace. For an example  Giving each employee stationery with their name on it, , can make a big difference in raising employee self-esteem and inspiring them to work more. Workers can also value being included in goal-setting and decision-making since it makes them feel as though their thoughts and contributions are being valued.

Self-actualization needs 

You should provide your employees the chance to reach their full potential while working for your company. This could be done by offering chances for career growth, work rotation to broaden exposure and experience, or chances for brand-specific innovation. You may inspire your team members to find their desire to achieve both at work and beyond it by exercising supportive leadership.

According to the Maslow's Theory ,its better  to understand what kind of factors influence to motivates individual employees.

An alternative way to understand Maslow's hierarchy of needs within the workplace is to think of each level as a step in advancing an individual's career. Doing so can help you understand what will motivate different employees at the workplace. There's a good chance that people in different seasons of their careers will be motivated by different things.

New hires or Fresh Graduates  

Motivated by physiological needs. They are new to the adult world  hence they might be primarily motivated by financial incentives.

Employees about a decade 

Now their carrier might fall in the safety needs level. They are starting family life buying vehicles, home etc. job security is the most important in this stage. These employ are motivated by receiving active recognition for their work.

 Employees about two decades

This could be consider as them as the third level of hierarchy. Motivation for these workers might come from allowing them to use their expertise in a mid management role.

Employ more than a two decade

Now the employs are in peak levels. consider as fourth level of hierarchy. This is where workers might be motivated by taking on a leadership role and having the freedom to be a decision-maker and lead a team.

 Career before retirement

The employee has reached the top of their career ladder. Individuals at this level are often motivated by having opportunities to share their wisdom and knowledge with others and allowing them to participate in succession planning.

Conclusion:

Being aware of Maslow's Hierarchy can encourage employees to produce their best work. Maslow's hierarchy has endured the test of time despite the fact that there are numerous other motivational theories. Organizations all across the world utilize his hierarchy more than 75 years later to determine what inspires their workers to produce their best work.

References :

HRDQ, 2022. HRDQ store. [Online]
Available at: https://hrdqstore.com/blogs/hrdq-blog/hierarchy-needs-motivating-employees#table-of-contents-0
[Accessed 11 11 2022].

Mcleod, s., 2018. 1-16. [Online]
Available at: https://canadacollege.edu/dreamers/docs/Maslows-Hierarchy-of-Needs.pdf
[Accessed 11 11 2022].

VnManpower, 2015. Vietnam Manpower. [Online]
Available at: http://vnmanpower.com/en/how-to-create-motivation-for-staffs-bl135.html
[Accessed 11 11 2022].