MASLOW’S HIERARCHY OF NEEDS THEORY IN HRM

 

MASLOW’S HIERARCHY OF NEEDS THEORY IN HRM

 

(Source: Poston 2009)

Abraham Maslow’s "Hierarchy of Needs" is “the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999). These physiological requirements are taken cared of using various approaches out of which compensating and providing different benefits being the most common method being used (Sadri & Bowen, 2011). Once a given level of needs is satisfied, it no longer helps to motivate. Thus, next higher level of need has to be activated in order to motivate and thereby satisfy the individual (Luthans, 2005).

This usually indicates the company’s attitude towards its workers. If the candidates chosen for the workplace do not think that the workplace, they work for is not engaged enough or if they feel ignored, the fulfilment of these needs isn’t completed properly (Kaur, 2013). 

According to the above model, it describes that a particular person does not feel the second need until the time that person is satisfied with the prior need. This would repeat till the end of the last stage. The above different stages are described as below.

 

1. Physiological needs

According to Maslow’s hierarchy of needs, physiological needs (e.g. food, water, sleep and oxygen) are the fundamental aspects that allow the onset of need satisfaction because of their relation to physical and psychological survival. For example, food and water are necessary for survival, if these needs are not sufficiently met, the chances of satisfying other needs diminishes (Poduska, 1992).

 

2. Safety needs

Once all the physiological needs are satisfied by people, their mind would shift towards achieving the safety needs. These needs are basically illustrating the protection from danger, being confident and not feeling fear (Daft, 2013).

3. Belongings and love need

Once the needs of physiological and safety are fulfilled, people would eventually go to satisfy the next level of needs which is the needs of belonginess and love. At this stage, Maslow has defined people as social beings (Adair, 2013).

4. Need for esteem

The next level of need is the need for esteem within the people. At the moment people satisfied with the first three levels of needs, eventually they are expected to consider about satisfying their esteem needs. Under this it shows the need for self-appreciation and self-esteem, such as self-confidence, independence, success and talent (R. Griffin,2013).

5. Needs for self-actualization

 This is realizing one’s full potential and this will differ from person to person. This is the highest level on the hierarchy and what we are all striving for (Shajahan & Shajahan, 2004).

 

 Fulfilling necessary needs and wants will attract more candidates to the organization increasing the efficiency of recruitment and selection. Letting the candidates know they are a crucial role in the operation process and confident that the company will respond towards them is a good way of this Maslow’s theory of needs being met in a workspace (Ugah & Arua, 2011).

When in my company we are looking for a senior officer for a vacancy, we are targeting to recruit a same level candidate or a suitable candidate because that will satisfy his esteem need. Like that level by level the employees are satisfying their hierarchy level. By satisfying their hierarchy of need can make employees motivate and bring good profit to the company in long term.

 

References –

Adair, J. (2013) Develop Your Leadership Skills, Kogan Page Publishers.

Daft, R.L. (2013) Management, Cengage Learning Publishers.

Kaur, A., (2013). Maslow's need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies

Luthans, F. (2005) Organizational behavior. 10th ed. McGraw-Hill

Poduska, B. (1992). Money, marriage, and Maslow’s hierarchy of needs. The American Behavioral Scientist

R. Griffin, “Management,” Boston: Houghton Mifflin Comp., 3rd Edition, 2013

Sadri, G. and Bowen, C., (2011). Meeting employee requirements: Maslow's hierarchy of needs is still a reliable guide to motivating staff. Industrial engineer

Shajahan, D. S. & Shajahan, L. (2004) Organization behavior. New Age International Publications

Ugah, A. and Arua, U., (2011). Expectancy theory, Maslow's hierarchy of needs, and cataloguing departments. Library Philosophy and Practice

Weihrich, H. & Koontz H. (1999) Management: A global perspective. 10th ed. McGraw-Hill. Inc.