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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:
Psychological: Basic needs- e.g. food, shelter
Safety: Safe working environment; job security
Social: Feeling wanted, sense of belonging, part of a team
Esteem: Self-respect, level of status
Self-actualisation: Intellectual needs, fulfilling potential, achieving targets
The Hierarchy of Needs and Motivation at Work:
Physiological: Acceptable pay and working conditions
Safety: Job security, Clear Job Role and Description, Health and Safety protection, Insurance
Social: Working in a team, Social facilities, Mentoring and Coaching
Esteem: Status (Job Title), Authority, Trust, Recognition of Achievements
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
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:
Psychological: Basic needs- e.g. food, shelter
Safety: Safe working environment; job security
Social: Feeling wanted, sense of belonging, part of a team
Esteem: Self-respect, level of status
Self-actualisation: Intellectual needs, fulfilling potential, achieving targets
The Hierarchy of Needs and Motivation at Work:
Physiological: Acceptable pay and working conditions
Safety: Job security, Clear Job Role and Description, Health and Safety protection, Insurance
Social: Working in a team, Social facilities, Mentoring and Coaching
Esteem: Status (Job Title), Authority, Trust, Recognition of Achievements
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