Theories of Motivation
This theory was introduced by Abraham
Maslow in 1943. It has five basic needs known as goals, such as physiological,
security, social, self-esteem and self-actualization. This theory emphasizes that
people get motivated by their desire to achieve or maintain above conditions
(Maslow, 1943 as cited in Alajmi and
Alasousi 2018).
This theory is bearing the idea that
individuals have a need hierarchy. This hierarchy starts with the most basic
and most important physiological need and then it gradually increases up to
self-actualization needs.
Source: Beardwell, and Claydon (2007).
Physiological needs are the basic,
starting needs for individuals under motivational theory. They are also known
as physiological drives (Ex- Air, water, adequate workspace and workstations,
perfect lighting, temperature, ventilation) (Alajmi
and Alasousi 2018).
Once the physiological needs are
relatively satisfied, then emerges security needs. This
indicates providing employees with a hazards free, safe office premises. Also,
these needs consist of job security, stable wages and salaries, insurances,
pension plans and other retirement perks (Alajmi
and Alasousi 2018).
Third need under Maslow’s theory is social
needs. Once the physiological and security needs are gratified, the social
needs arise. In other words, belongingness needs. It portrays the love
affection and belongingness. In order to satisfy social needs, employees should
be provided training, teamwork, maintain better rapports (friendship) with
internal and external parties (Alajmi and
Alasousi 2018).
The fourth need is Esteem needs. According
to Alajmi and Alasousi (2018), every
individual has a desire to maintain a stable evaluation about themselves. Every
single individual expects self-respect (tries to earn from others), desire for
strength, confidence, independence, reputation and prestige, recognition,
attention, importance, achievement, appreciation, and freedom.
Final need is Self-actualization. Even
though all above needs are satisfied, humans’ nature is feeling dissatisfied or
restless unless if they empower themselves. Therefore, self-actualization
refers to the desire of self-fulfillment. In other words, tendency to become
actualized in what they are capable of becoming.
As an example, when applying this theory
to my professional life, I started my work in 2012 at NSBM Green University.
Initially after joining the organization, I looked for certain basic,
physiological aspects such as a proper workstation, materials, computer to work
with, washroom facilities. Since NSBM is an international level sophisticated
university with world class facilities, my physiological needs were fulfilled.
Then I started being worrying about getting permanent. I had doubts about the
security of my placement as I was working as a probationary employee for 6
months. Fortunately, I could become a permanent employee during that period of
time with several other perks and insurance facility.
Then I gradually started to get to know
more people internally as well as from outside NSBM Green University. I had to
work with certain departments, work teams and groups. I always wanted to maintain
a better rapport with my subordinates, peers and top management.
After being familiar with my job, people
and organization I wanted to enhance my understanding about my own skills,
abilities and what I am capable of. Through several trainings, evaluations and
personality development sessions conducted by NSBM, I was able to enhance my
personality. Engagement and motivation molded me to make my-self feel great. I
personally try to climb up the career ladder to enhance the self-esteem and
achieve better results personally and professionally at workplace. One day I
wish to fulfill my dream of being one of the top-level managers at NSBM Green
University.
One of the recent videos uploaded by Dr. Robin Wollast on Maslow’s Pyramid: The Hierarchy of Needs explains its details with practical examples clearly. The link is as follows for the viewers perusal.
https://www.youtube.com/watch?v=R8JnUCeX96I
References
Alajmi, B., & Alasousi, H. (2018). Understanding and
motivating academic library employees: theoretical implications. Library
Management, 40(3/4), 203-214.
Beardwell, J. & Claydon, T.
(2007). Human Resource Management (5th Ed.). Great Brian:
Pearson Education Limited.
Chaturika, Maslow's hierarchy of needs original 5 stage model which was published in 1943 was later expanded to a 8 stage model in 1970.cognitive needs, aesthetic needs and transcendence needs were added to the original model in 1970.(McLeod 2018)
ReplyDeleteThank Amal. But Maslow him self published a journal on and said When it comes to Needs safety requirements, managers should provide employees with job security, a safe and hygienic work environment and retirement benefits. When it comes to respectful needs, managers can appreciate and reward employees for meeting and exceeding employee goals. A qualified employee can be given a higher job/position within the organization (Maslow, A. H. 2013).
DeleteMore adding to the post, According to Iguisi (2009) emphasizes that Maslow's satisfaction theory demonstrates what motivates employees further, stimulates, and reinforces the behavior.
ReplyDeleteCan Agree with you Namal. When it comes to self-verification requirements, managers can provide challenging job opportunities that take full advantage of the employees' skills and skills. Moreover, they can provide growth opportunities so that they can reach peak levels (Jerome 2013).
DeleteMaslow, emphasizes that these needs are the most important factor determining the behavior of an individual by the thought that each behavior originates from the efforts to resolve their specific needs (Koçel, 2010, p. 623).
ReplyDeleteAccording 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.
DeleteAccording to Maslow theory, if people grew in an environment in which their needs are not met, they will be unlikely to function as healthy individuals or well-adjusted individuals (Kaur, A., 2013).
ReplyDeleteWhen it comes to Needs safety requirements, managers should provide employees with job security, a safe and hygienic work environment and retirement benefits. When it comes to respectful needs, managers can appreciate and reward employees for meeting and exceeding employee goals. A qualified employee can be given a higher job/position within the organization (Maslow, A. H. 2013).
DeleteAs per Maslow's hierarchy needs are still important and relevant in today's business. The organization, for every organization that pursues success and excellence. The practical application of the theory of demand hierarchy will be to organizational culture and people. Resource management and employee performance, achieving organizational excellence and creating good. Good working environment, reach the goal at the right time, then drive and apply Theory is the most influential (Cotton, 2015).
ReplyDeleteYes Piyumi. Maslow's point of view is very helpful in understanding the needs of the staff and determining how to meet their needs. His theory suggests that managers to recognize that deprived needs may have a negative impact on attitudes and behaviors, as well as providing opportunities to meet demand. May have a positive incentive effect(McGrath and Bates, 2017).
DeleteHi Chathurika, According to Maslow (Laurie, 2010) the human needs are hierarchical. But, in real life, it is difficult to find systems which are hierarchical and can be grouped by levels. Furthermore, in most of the organizational systems are complex, and evolve dynamically It requires social connections and collaborations with the external environment to keep going. In other words, the success of an employee is determined by the ability of the person to create multiple social interactions within and outside the company premises (Samuel and Chipunza, 2009).
ReplyDeleteI agree with above Aruna. However there are criticisms regarding above theory. Nadler & Lawler (1979), argue that the theory makes the following unrealistic assumptions about employees in general that; all employees are alike, all situations are alike and that and there is only one best way to meet needs.
Delete