Maslow's Hierarchy of needs : Usage and Criticism

Numerous studies had conducted by psychologists on human behavior and have formalized their findings on motivation with relevance to the relationship with job satisfaction (Armstrong,2014). Saif et al (2012) define that, the classification of motivational theories can be divided into two categories; content theories and process / contemporary theories.

Content theories emphasizes on the reasons for changing the human needs frequently, whilst process theory focuses on the psychological processes which affect motivation (Abbah, 2014).

Maslow’s needs theory presented a workable motivation framework for managers in terms of evaluation on the actions, code of conduct and individual beliefs (Chukwuma and Okafor, 2014).

In Maslow’s needs theory, five basic needs have identified as the variables that provide employees with a reasonable level of fulfilment can achieved in lifetime (Bawa, 2017), arranged in a hierarchy and elaborated as given below (See: Figure 1).

Figure 1: Maslow’s hierarchy of needs  

Source: Chukwuma, E. and Okafor, O. (2014)

1.     Physiological Needs

The lower level of the hierarchy and most basic needs, such as food, air, water and shelter (Chukwuma and Okafor, 2014). Managers can review salaries to make sure that salaries are competitive with the marketplace and make sure that employees can afford necessities with current salaries. (Rynes et al,2004).

2.     Safety Needs

Physical protection in terms of shelter and security; being free from threats (Singh,2017). Finding a job, obtaining health insurance, saving money, and moving to a safer neighborhood are all examples of actions motivated by security and safety needs.

 

3.     Social Needs

Developing close associations with people in terms of love, relationship and affection (Abbah, 2014). It is vital to have social connections in terms of acceptance, otherwise employees may get depressed.

 

4.     Esteem Needs

Esteem needs are related to a person’s need to gain recognition, status, and feel respected in terms of personal and social recognition (Schermerhorn, Hunt and Osborn, 2002). Employees should get recognition and appreciation for the achievements (M.Badubi ,2017).

5.     Self-actualization Needs

The fifth and Highest level of the hierarchy by which, the need that never been satisfied (Armstrong, 2014). Having self-actualization refers to feel fulfilled and to live up to the potentials. (Chukwuma and Okafor, 2014).

Maslow’s needs theory highly concerned on personal judgment and employee’s lower level of needs had to be fulfilled before the next higher-level needs (Bawa, 2017). Schermerhorn, Hunt and Osborn (2002), explains high order needs as Self-actualization and Esteem, whilst lower order needs as Physiological, Safety and Social needs (See: Figure 2).

Figure 2: Higher order and lower order needs in Maslow’s hierarchy of needs

Source: Schermerhorn, Hunt and Osborn (2002)

However, according to Armstrong (2014), Maslow’s theory has its own limitation of its assumption of generalized needs for everyone. Thus, Abbah (2014) derives that, needs are socially constructed and vary from person to another person based on personal preferences and cultural aspects.

 

Video 2: Maslow's Hierarchy of Needs

Source: (Sprouts, 2017)

Reference List

Abbah, M., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria. IOSR Journal of Business and Management. [online] Vol.16, No.4, pp. 01-08. Available at: < https://iosrjournals.org/iosr-jbm/papers/Vol16-issue4/Version-1/A016410108.pdf> [Accessed 7 August 2022].

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page.

Bawa, M.A., 2017. Employee motivation and productivity: a review ofliterature and implications for management practice. International Journal of Economics, Commerce and Management, [online] Vol.5, No.12, pp.662–673. Available at: http://ijecm.co.uk/wp-content/uploads/2017/12/51239.pdf [Accessed 10 Aug. 2022].                      

Chukwuma, E. and Okafor, O., 2014. Effect of Motivation on Employee Productivity: A Study of Manufacturing Companies in Nnewi. International Journal of Managerial Studies and Research, [online] Vol.2, No.7, pp.137-147. Available at: <https://www.arcjournals.org/pdfs/ijmsr/v2-i7/14.pdf> [Accessed 30 July 2022].

 

M. Badubi, R., 2017. Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic Development, [online] Vol.3, No.3, pp.44-51. Available at: <http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2004> [Accessed 8 August 2022].

 

Rynes, S., Gerhart, B. and Minette, K., 2004. The importance of pay in employee motivation: Discrepancies between what people say and what they do. Human Resource Management, [online] Vol.43, No.4, pp.381-394. Available at: <https://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/HRM/HRM_2.pdf> [Accessed 3 August 2022].

Saif, S.K., Nawaz, A., Jan, F.A., & Khan, M.I. 2012. Synthesizing the theories of job-satisfaction across the cultural/attitudinal dementions. Interdisciplinary journal of contemporary research in business, [online] Vol.3, No.9, pp.1382-1396. Available at: <http://journal-archieves14.webs.com/1382-1396.pdf> [Accessed 7 August 2022].

Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2002. Organizational Behavior. 7th ed. United States of America: John Wiley & Sons, pp.155–159.

Singh, A.,2017. Employee motivation: a study on modern workplace motivation. International Journal of Engineering Sciences & Management Research, [online] Vol.4, No.4, pp.68–77. Available at: https://www.academia.edu/32407094/EMPLOYEE_MOTIVATION_A_STUDY_ON_MODERN_WORKPLACE_MOTIVATION?email_work_card=thumbnail [Accessed 10 Aug. 2022].

Sprouts,2017. Maslow’s Hierarchy of Needs.[Online Video] Available at: https://www.youtube.com/watch?v=O-4ithG_07Q.[Accessed 10 Aug. 2022].