3) Motivation Theory: Maslow’s Hierarchy of Needs

Figure 1: Maslow's hierarchy of needs

Motivation Theory: Maslow’s Hierarchy of Needs

Contribution of “Maslow’s Hierarchy of Needs Theory” to Employee Motivation

Furthermore, it is the responsibility of managers to bring out the best in their staff in order to achieve the Organizational goals; they are the only individuals who are capable of doing so (Ovidiu, 2013). Managers should use the art of management to attain goals by promoting the exact interest of the individual, which is known as Motivation (Mahalakshmi & Franklin, 2015). Many researchers have brought in and created motivation ideas that have aided many practical managers to this day. Maslow's Hierarchy of Needs is one such early hypothesis developed in 1943 by a psychologist called Abraham Maslow (Joko & Sri, 2017).

Need is the fundamental concept that keeps the world active (John, 1970), and it is without a doubt this that Maslow's Hierarchy of Needs Theory is based on. A need for a certain component may be met at any cost, regardless of its nature; nevertheless, the need of a desire that an individual wishes to satisfy never ends. MacGregor (2003) simply stated, "Man is a wanting Animal".

Seneca, a Roman philosopher, once stated, "A poor person isn't one who has little, but one who needs a lot." Maslow identified five levels of needs in a hierarchical order of importance based on his observation, recognizing that the desire for need is an endless pursuit (Wong & Low, 2018). They are psychological, safety, social, self-esteem, and self-actualization requirements (Wong & Low, 2018). According to Maslow, an individual may

alter behavior for the better if the proper need motivates him; this is because every person is a fusion of strengths and needs, as per Ovidiu (2013). This idea has helped companies and managers achieve their goals more successfully while leading as a fundamental, yet implicit concept that has stood the test of time, despite the criticism it has received. Munyaradzi et al. (Munyaradzi et al., 2016).

 The idea primarily contends that the employee's needs should be met in order from the most basic to the most complex (Sule, 2015). The idea goes on to say that after one need is met, the employee will no longer be influenced by it since he will begin wanting the next level of need, which will still motivate and reinforce the employee to work efficiently toward attaining the objective.

Maslow’s Hierarchy of Needs (McLeod, 2020).  

Above graphic depicts Maslow's categorization of degrees of need based on their importance.

Psychological Needs

This physiologically necessary demand at the bottom of the triangle is the most strong, basic urgent need. Food, drink, air, shelter, and clothes are all included. It is self-evident that a starving individual would be motivated just by food, not by safety or esteem considerations (Mohammed et al, 2014). The essential requirement is defined in work life applications by financial means, which is the salary (Avneet, 2013).

Safety Needs

The desire of an individual to be safe and secure. This need fulfillment allows an employee to work against the negativity of anxiety and tension with a serene, quiet mind, allowing them to provide innovative and successful ideas to the company. This requirement emerges in order to keep the employee at a level where he can satisfy his fundamental needs without interruption (Lynn et al, 2016). In the workplace, this requirement is defined by factors such as job stability and a well-designed benefit package that includes employee welfare, medical benefits, and insurance (Joko & Sri, 2017).

Love & Belonging (Social) Needs

To have a sense of belonging, there is a need for acceptance with love and care. This improves team spirit while also developing ties amongst people in order to enjoy a tranquil working atmosphere (Lynn et al, 2016). This will encourage employees to come to work, participate, and form a successful team, resulting in a synergistic impact. Grouping with appropriate team members, planning an office excursion, and organizing participatory training would all help to meet this requirement.

Self Esteem Needs

Every person has an innate need to know what he is capable of, and this desire provides the answer. An individual who has been acknowledged for his efforts will strive to show off more of his abilities in the workplace in order to obtain respect, admiration, and recognition while also improving his skills internally (Mohammed et al, 2014).

Self - Actualization Needs

This need is a person's desire to reach their maximum potential (Lynn et al, 2016). This is the highest level of need, which emerges after all other levels of need have been met. Here, an employee would contribute while also increasing his or her own sense of self-fulfillment by taking on any difficulties and presenting himself as a valued addition to the company (Avneet, 2013).

Joko and Sri (2017) describe humans as "dynamic and multifaceted beings”. When it comes to conforming with reality, managers should be aware of the force that motivates employees, as well as the depth of the need and employee involvement levels. The management would be able to build the best-fitting culture if they had a clear grasp of the above. Beyond using Maslow's motivation theory, as Rahman & Nurullah (2014) describe a culture that is developed uniquely with special focus to creating motivated people would provide better results. Tezcan, Sibel, and Emine (2017) go on to say that a culture based on Maslow's theory will boost productivity and provide the company a "Sustainable Competitive Advantage."

As a employee working for Road development Authority, I observe a wide range of people, from low-level laborers to high-ranking corporate executives. Their requirements differ from one another. Our organization is helping to satisfy their demands, which vary depending on the role held by each person. Psychology needs are fulfilled by offering free breakfast and lunch to all basic workers,  as well as a suitable and adaptable infrastructure to work with and a salary plan that aligns with the industry standard. Insurance, medical benefits, and a basic yet fulfilling employee welfare policy, as well as health and safety procedures on the premises, are provided to provide a safe working environment. Our organization also helps meet social requirements by hosting a variety of physical training programs, a yearly staff vacation, and social events. Annual incentives, realistic appraisals, modest but unique events and prizes that reward the finest employees, and idea-storming sessions all help to maintain self-esteem. Some high-ranking employees will be given with luxury vehicles, with the organization covering the costs. Project leaders are given complete liberty to infer ideas and take responsibility in accordance with self-actualization goals. Abraham Lincoln once remarked, "If I had nine hours to chop down a tree, I'd spend the first six sharpening my axe." In turn, a perfect application of Maslow's Hierarchy of Needs combined with an appropriate culture allows for increased productivity and an effective workforce, as well as lower trained labor turnover, which leads to increased employee savings and a long-term competitive advantage for the organization.

References

 

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