MASLOW’S HIERACHY OF NEED IN EMPLOYEE MOTIVATION
Introduction
Firms can only benefit from their employees if they device means and ways through which they can keep them for long and have them produce at their best in an enthusiastic manner. There are different strategies that are employed here, but of utmost importance is motivation. Employee motivation is such a strategic challenge to most firms that how best it is effected determines the success or failure of firms (DuBrin, 2011). In fact, a good percentage of the success of business organizations is highly determined by the success of the motivational strategies above other factors that are in play. The question of how best to motivate employees thus comes in. In order to understand well the idea of motivation, there are a number of theories that try to explain motivation. For this discussion, the preferred theory is Maslow’s Hierarchy of Needs Theory. Several other theories exist and have a way through which they interplay with one another, given their basic propositions. Such theories include, the Attribution Theory, Self-Worth theory, Goal Setting Theory, Goal-Orientation theory among others. For Maslow’s Hierarchy of needs theory, the main interest will be the description of the theory, an exposition of how it is applied by firms and an evaluation of the success level of its application in motivating employees for different firms.
Maslow’s Hierarchy of Needs and Motivation and the Tactics Used by Businesses to Motivate Employees
Maslow’s Hierarchy of Needs is a theory that was devised by Abram Maslow in an attempt to describe and explain some of the determinants of behaviour in man. In this theory, Maslow comes up with a profile of needs that a normal person has, starting form the most basic all the way to the self actualization. Human needs are profiled in a manner that the most basic needs are fulfilled or met before the needs at the next stage in the hierarchy are met (Jelencic, 2011). The attempt or the effort that a human being makes in order to fulfill the most immediate needs they have thus determines his or her actions which translates into behaviour (Watkins & Leigh, 2011). The stages of the hierarchy are physiological and biological needs, safety, love and belonging, self esteem and self actualization being at the top of the hierarchy. The application of these hierarchies in motivation is considered as below.
Physiological and Biological Needs
Physiological or biological needs are those needs that the body needs for its normal functioning and they include food, water, homeostasis, sleep, sex, excretion among others. These are needs that a person cannot leave without and therefore not expected to work effectively if any of them is denied. Employees are therefore motivated if the working environment and conditions allow them to get their physiological needs fulfilled (Grenway, 2008). In an environment where by a result of the work that the employees are doing, some of their biological needs are denied, they will most likely be less motivated and chances of quitting such jobs are very high. Employers should therefore strive to ensure that all or most of the basic needs of their employees are well catered for as a result of being in employment in order to ensure that the same are not sought out for elsewhere (Grenway, 2008). Examples through which this can be achieved is through provision of enough remuneration that can cater for all the basic needs of the employees, provision of necessary amenities such as good washrooms, water supply among others. In addition to this, employers should make sure that employees ‘free time is not eaten into, unless if this is very necessary in order to allow them time to seek for gratification of their other basic needs that the employer cannot cater for, such as seeking for sexual partners (Martin, 2011). Further to this, basic training can be offered to employees on how well to ensure that their basic needs are well taken care of and met within the limited resources that area available (Herzberg, et al., 2011). Such trainings can include investment, savings, best expenditure models, tip on avoiding extravagance and dangers of vices such as drugs among others. Another consideration that the employer can make is on the employment terms and conditions; specifically, in as far as the remuneration is concerned. Employers ought to be sure that their employees have a sense of job security in as far as their employment with the company is concerned given that this is the main source through which their basic needs are met.
Safety Needs
After fulfilling the basic physiological needs an individual will seek to ensure that they are safe from dangers that threaten their lives, according to Maslow’s hierarchy. Safety is of great importance within any working environment and employees will be highly motivated to work in areas that their safety is assured than where there are dangers and threats to their lives (Jones & Burke, 2013). Several strategies can be employed in order to ensure that the safety of employees is taken care of. One of the strategies is ensuring that employees are well covered in as far as their health is concerned. For instance, employers can consider registering their employees in different medical scheme covers to ensure that they are able to get medication when they fall sick or when the needs arise (Jelencic, 2011). Further to this, employer should ensure that there are different ways through which the safety of employees is taken care of while they are doing their work. For instance, there should be fire extinguishers in place, to ensure that fire outbreaks are managed, should they occur. In addition to this, different training programs on safety should be a priority to the employer in as far as the safety of employees is concerned. Considering the above alone will not be enough for motivating employees given that in most countries, the employment laws require that employees ‘safety is not put at stake as a result of their employment. Something extra can be done in order to trigger the motivation that is necessary for employees’ optimal performance and retention (Jones & Burke, 2013). Such a consideration can be say inviting experts in the field of safety who can train employees on safety measures such as first aid in a more practical sense. The employee can carry this benefit to his family members making his engagement with the employer more meaningful not only to him but also to his family and other people that are closer to him (Latham, 2011).
Belongingness/Love
Further to the above needs, employees also need to have a sense of love and belongingness within the work environment in order to feel motivated. This is one of the areas that the management can really make use of in order to motivate employees given that there are many opportunities that can be utilized to make employees have a sense of belonging (Lauby, 2005). One way through which this can be achieved is encouraging friendship at work. Employees need to have at least one person at work that they consider as their best friend. This will make them feel at home whenever they are working (Martin, 2011). The management can ensure that this is happening through removal of communication and interaction barriers such as undue bureaucracy (Martin, 2011). In addition to this, the company can organize for teambuilding events periodically that can encourage the bonding of team members. This can be in form of games, picnics, special day outs and family fun days among others. They may look little but in essence, these are some of the events that employees keep looking forward towards whenever they are in employment. That they are recognised through such arrangements can make them develop a sense of belonging. Importantly, there should be a personalized approach to employee relations where employees have some time to have discussions with their managers in a frees atmosphere on issues that affect them such as personal financial management and needs, the best way to develop their careers and how to best handle challenging tasks (Pink, 2011 ). Further to this, challenges that employees are facing need to be listened to carefully in order to make them develop a sense of belonging. In addition to the above, there should be mentorship programs in place that will allow employees to develop and grow within the organization.
Self Esteem
Where an employee develops a sense of self esteem, there is an indication that the level of motivation has gone high and that they are able to meet their objectives and perform their duties enthusiastically (Latham, 2011). Self esteem is basically the level of confidence that one develops with regard to their own worth and abilities. It comes about as a result of an evaluation that one makes with regard to their own worth or their potential contribution towards something. At this level, the employer needs to be very keen while establishing motivational strategies in order to motivate employees (Müller, 2011). To begin with, the employer needs to be helpful in helping the employee to carry out as self evaluation of oneself. Here feedback on performance and employees’ contribution and potential contribution towards the success of the business needs to be constantly shared in order to enable the employee judge himself and establish ways through which they can perform even better (Nelson & Quick, 2012). In addition to this, the employer should have some form of recognition system in place that will ensure that employees are constantly recognized for whatever little they contribute in the organization. Furthermore, the feeling of respect needs to be developed among the employees in order to enhance their sense of self esteem. In an institution where employees feel they are respected, they get more and more motivated and would want to do anything possible to maintain the respect they have so far gained (Pink, 2011 ). One way through which they can do this is through good performance which will eventually have a bearing on the overall performance of the organization. Employees can also be well motivated through engaging them in decision making by either getting their views or soliciting for their expertise before making a decision (Slugoski, 2008).
Self Actualization
Self actualization needs refer to the needs that an individual is seeking in order to consider themselves to have achieved the most that they could given the resources and opportunities that are available. Few people reach this stage given that there are a lot of impediments in between (Slugoski, 2008). As an organization however, there is need to consider ways through self actualization can be achieved by employees. Firstly, it is important to take into account the aspirations of employees in as far as their self actualization needs are concerned (Sommerville, 2009). The employer ought to engage the employees on matters such as where the employees want to be within the foreseeable time and provide the necessary experience and environment that can facilitate the same. Another way through which this can be achieved is through promotion where such a step is necessary. Promotion ensures growth and paves way for employees in the low ranks to grow career-wise. To assist employees, meet this need also, there is need to consider intensive training especially on skills and investment. Furthermore, employees need to be highly empowered in order to be independent when it comes to decision making (Sommerville, 2009). Any organization that is out to help their employees achieve self actualization is usually an attraction to more employees. However, it is not prudent to consider promotion and financial awards alone as means of helping employees achieve self actualization given that this may turn out to be burdensome to the organization. Rather, employees should be helped to achieve this by working it out by themselves but with the help of the organization.
Tactics Employed by Different Businesses in Employee Motivation and Evaluation of their effectiveness.
Having looked at the above, it is important to consider different tactics that employers use to motivate their employees in the light of the Maslow’s Hierarchy of Needs. Considering the basic physiological/biological needs, most employees ensures that their employees are well taken care of. For those that do not, for example, they face numerous challenges such as court cases on underpayment and poor working conditions that are abusive of their basic rights. In IBM for example, there is a promise that employee welfare is well taken care of with reasonable remuneration depending on the amount of contribution that one is able to make. In addition, there is availability of basic amenities such as washrooms, enough water supply, tea, etc to ensure that employees are kept comfortable. Plans for leave are made upfront and flexible working hours also taken into consideration to ensure that employees have enough time to attend to their personal needs. This basically translates into the growth of the company as is evidenced through its presence all over the world.
Safety needs are also taken care by several business organizations and those that do not are susceptible to getting into bad books with the laws of the land in addition to putting their reputation at stake. In Standard Chartered Bank for instance, there are different ways through which the safety of employees is capitalized on to motivate them for effective production and their retention. For instance, employees are subscribed to different health and safety service providers that assist them whenever such a need arises. Medical covers, for instance, are extended to more at least four family members or dependents below the age of 17 years. Furthermore, free services are also extended on health and safety issues such as reproductive health, cancer, HIV/AIDS among others. In return, Standard Chartered Bank and other organizations that take a similar approach towards employee motivation benefit from an elongated relationship together with increased productivity of employees who do their best in order to sustain this relationship too.
Many successful firms can also serve as examples of those that motivate their employees through ensuring that they have a sense of belonging. At Apple inc. it is documented that there are different programs that ensure employees feel that they are part of the ownership of the company. For instance, morning huddles are in place that ensures employees are free to air their ideas and feelings about what is happening. In addition to this, employees are given an opportunity to contribute to the growth of the company by giving their suggestions, views and even sharing their innovations. In evaluating such strategies, Apple can be termed as a successful company in as far as employee motivation is concerned given its tremendous growth around the world. Being a technologically based company, employee engagement is of fundamental importance given that new ideas need to be cultivated to assist the company grow like it is happening.
Different firms also use different strategies to ensure that their employees gain a sense of self esteem. For instance, at Proctor and Gamble, IBM, Motorola, Texas Instruments among others, there is the use of participative management where employees are incorporated in the management process and decision making. This is an acclaimed way of ensuring that they are highly motivated (PATTANAYAK, 2011). All these companies are well established given the vastness of their employee output. Working for such companies also make one have a strong experience and recognition that they can be absorbed elsewhere should they want to leave given the kind of recognition that there is (PATTANAYAK, 2011).
Conclusion
As has been seen above, Maslow’s Hierarchy of Needs has different ways through which it can be applied in motivating employees. Form the discussion above, it is clear that each step cannot be considered in isolation but rather all the needs ranging from the physiological to self actualization. Examples of companies doing well in employee motivation, as illustrated above are indicative of the fact that employee motivation is a pillar of organization growth and development.
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