Maslow's Hierarchy of Needs
Maslow Abraham proposed his
theory in the 1940s. This theory, popularly known as the Hierarchy of Needs
assumes that people are motivated to satisfy five levels of needs:
physiological, security, belongingness, esteem and self-actualization needs.
The figure 9.1 shows Maslow's hierarchy of needs
Maslow suggested that the five
levels of needs are arranged in accordance with their importance, starting from
the bottom of the hierarchy. An individual is motivated first and foremost to
satisfy physiological needs. When these needs are satisfied, he is motivated
and 'moves up' the hierarchy to satisfy security needs. This 'moving up process
continues until the individual reaches the self-actualization level.
a) Physiological needs: Physiological needs represent the
basic issues of survival such as food, sex, water and air. In organizational
settings, most physiological needs are satisfied by adequate wages and by the
work environment itself, which provides employees with rest rooms, adequate
lighting, comfortable temperatures and ventilation.
b) Security or safety needs: Security or
safety needs refer to the requirements for a secure physical and emotional
environment. Examples include the desire for adequate housing and clothing, the
need to be free from worry about money and job security and the desire for safe
working conditions. Security needs are satisfied for people in the work place
by job continuity, a grievance resolving system and an adequate insurance and
retirement benefit package.
c) Social needs: Belonging or social needs are
related to the, social aspect of human life. They include the need for love and
affection and the need to be accepted by one's peers. For most people these
needs are satisfied by a combination of family and community relationships and
friendships on the job. Managers can help ensure the 'satisfaction of these
important needs by allowing social interaction and by making employees feel
like part of a team or work group.
d) Esteem needs: Esteem needs actually comprise of
two different sets of needs:
i.
The need for a positive self-image and self-respect.
ii.
The need for recognition and respect from others.
Organizations can help address
esteem needs by providing a variety of external symbols of accomplishment such
as job titles and spacious offices. At a more fundamental level, organizations
can also help satisfy esteem needs by providing employees with challenging job
assignments that can induce a sense of accomplishment.
e) Self-actualization needs: At the top
of the hierarchy are those needs, which Maslow defines the self-actualization
needs. These needs involve realizing one's potential for continued: growth and
individual development. Since these needs are highly individualized and
personal, self-actualization needs are perhaps the most difficult for managers
to address. Therefore, an employee should try to meet these needs on his own
end.
However, an organization can help his employee by creating a
climate for fulfillment of self-actualization needs. For instance, an
organization can help in fulfillment of these needs by encouraging employee’s
participation in decision-making process and by providing them with an
opportunity to learn new things about their jobs and organization. This process
of contributing to actual organizational performance helps employees experience
personal growth and development associated with self-actualizing.
Critical Analysis of
Maslow’s Theory
A number of research studies
have been undertaken to see the validity of hierarchy of needs. Lawler and Suttle
collected data on 187 Managers in two different organizations for a period of
six months to one year. No evidence was found to support Maslow's theory. They
found there were two levels of needs-biological and other needs- and that other
needs would emerge only when biological needs were reasonably satisfied. A
survey conducted in India of 200 factory w9rker revealed that they give top
priority to job security, earnings and personal benefits-all lower other needs.
It is generally seen that needs
do not follow Maslow's hierarchy. The hierarchy is determined by individuals
differently. They proceed to follow their own pattern of needs satisfaction.
Some people may try for self-actuating needs rather than lower needs. For some
persons esteem needs are more important than social needs.
There
is no cause effect relation between and need and behavior. A particular need
may cause behavior in different ways in different person. Similarly, one
particular behavior may result due to different needs. It is said that higher
needs motivate a person when lower needs are reasonably satisfied. The word
'reasonably satisfied' is a subjective matter. The level of satisfaction may be
different for persons.