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Maslow Hierarchy of Needs
Transcript of Maslow Hierarchy of Needs
Building a better workplace through motivation.
Motivate an individual Maslow suggests that it is necessary to know where within the hierarchy each employee is placed so that these factors can be taken into account.
Definition: Safety, Security, freedom from threats & shelter
Examples: Financial security, shelter from elements, freedom from anxiety, protection
Problems: Anxiety, injury, death
Love/ Belonging Needs
Definition: Need to feel loved or you have a place to belong.
Examples: Give & receive, acceptance, Companion
Problems: Main cause of phychological problems
Definition: Need to feel great about self & receive recognition from others.
Examples: Self-esteem, Personal worth, social recognition & Accomplishment
Problems: Low self-esteem, depression, jealousy, psychological problems, feel weak or inferior
Definition: Highest level of motivation focus in on personal growth, helping others & attaining highest potential.
Examples: Striving to be your best, working towards long-term goals, reach unique potential
Problems: Low self-esteem, lack of satisfaction, negative attitude
Definition: Most basic needs that are vital for survival
Examples: Water, food, air, sleep etc.
Problems: Poor functioning, Starvation , Illness , Dehydration , Death
Maslow's Hierarchy of Needs
Deprived of lower level needs but strive for Self-actualization
Theory was not completely generalizable
to every culture, every person, or every circumstance: “no claim is made that it is
ultimate or universal for all cultures”
-(Maslow, 1943b, p. 15)
People not aware of their own needs
The Fundamental human needs are non-hierarchical & are ontologically universal & invariant in nature.
- Manfred Max Neef (I991)
the process that initiates, guides and maintains goal-oriented behaviors
what causes us to act
provides purpose, direction, and drive behavior
People who experienced
extreme frustration in the higher needs may display a “frustration-regression” reaction
that would cause the lower needs to reemerge as exponent motivator of behavior.
- Clayton Alderfer ( 1966, 1969)
"An unobservable inner force that stimulates and compels a behavioural response, provides specific direction to that response, and drives response until the inner force is satisfied".
Quester, P and Neal, C and Pettigrew, S and Grimmer, MR and Davis, T and Hawkins, D (2007)
Acquire the basic needs for living
Flexible benefits programme
Values the safety of all employees
Safe and healthy work environment
Helps employees to choose the best option for a healthy work-life balance
Operates weekly group 'huddles‘
Opportunities for employees to receive and request information
Assign important tasks or projects
Provide rewards to employees that feels appreciated and valued
Kellogg's provide employees with the opportunity given and stimulating responsibilities
As long as we are motivated to satisfy all needs we are moving towards growth & towards self-actualization
Increases efficiency, productivity & profitability in an organisation
A satisfied need does not act as a motivator , as one need is satisfied, another replaces it
Presented by: Gurmeet & Jean