Maslow's Hierarchy of Needs

Abraham Maslow:

• An American psychologist (like Herzberg)

• 1943 published A Theory of Human Motivation

• People have five sets of needs, which come in a particular order

• Hugely influential (and still)

Maslow’s Theory of Motivation:

• Five levels of human needs which employees need to have fulfilled at work

• Only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied

• A business should therefore offer different incentives to workers in order to help them fulfil each need in turn and progress up the hierarchy of needs

Maslow’s Hierarchy of Needs:

1. Psychological: Basic needs- e.g. food, shelter

2. Safety: Safe working environment; job security

3. Social: Feeling wanted, sense of belonging, part of a team

4. Esteem: Self-respect, level of status

5. Self-actualisation: Intellectual needs, fulfilling potential, achieving targets

The Hierarchy of Needs and Motivation at Work:

1. Physiological: Acceptable pay and working conditions

2. Safety: Job security, Clear Job Role and Description, Health and Safety protection, Insurance

3. Social: Working in a team, Social facilities, Mentoring and Coaching

4. Esteem: Status (Job Title), Authority, Trust, Recognition of Achievements

5. Self-Actualisation: Promotion opportunities, Challenging work, Job Enrichment

Some Criticisms of Maslow’s Hierarchy of Needs:

• Not everyone has the same needs

• Our perception of what is important at work will vary

• Not realistic that most employees will reach the top of the hierarchy

Benefits of Maslow’s Hierarchy of Needs:

1. Increased Motivation and Productivity:

• By understanding and addressing the needs at each level of the hierarchy, businesses can create a more motivating work environment.

• Employees who feel their needs are being met are more likely to be engaged and productive, leading to better overall business performance. 

2. Improved Employee Satisfaction and Retention:

• When employees feel valued and supported, they are more likely to be satisfied with their jobs.

• This can lead to lower turnover rates, as employees are less likely to seek employment elsewhere when they feel their needs are being met. 

3. Enhanced Employee Engagement:

• By understanding the hierarchy of needs, businesses can tailor their approach to employee engagement.

• For example, they can focus on providing competitive salaries and benefits to meet physiological and safety needs, and then on creating a positive work culture and opportunities for growth and development to meet social, esteem, and self-actualisation needs. 

4. More Effective Leadership and Management:

• Maslow's theory provides a framework for understanding employee motivation, which can help managers develop more effective strategies for motivating their teams.

• By understanding the needs of their employees, managers can tailor their leadership style to better meet those needs and create a more positive work environment.