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Maslow Hierarchy of Needs

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Gurmeet kaur

on 22 October 2013

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Transcript of Maslow Hierarchy of Needs

KELLOGG'S CASE STUDY
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.


Safety Needs
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
Esteem Needs
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
Self-Actualization Needs
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
Physiological Needs
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

M
O
T
I
V
A
T
I
O
N

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
MOTIVE
Criticism
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)
Physiological needs
Salaries
Acquire the basic needs for living
Flexible benefits programme
Safety needs
Values the safety of all employees
Safe and healthy work environment
Helps employees to choose the best option for a healthy work-life balance
Social needs
Social activities
Operates weekly group 'huddles‘
Opportunities for employees to receive and request information
Strengthen teams
Esteem needs
Assign important tasks or projects
Recognize achievements
Provide rewards to employees that feels appreciated and valued
Self-actualization
Challenging jobs
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
Conclusion
Hertzberg Theory
Presented by: Gurmeet & Jean
Full transcript