Discuss Maslow’s Hierarchy of Needs Essay Example

facilities to ensure that employees have an access to health care at any time of the day within the organization. Since employees are guaranteed of their health they are likely to increase their performance (Lingard & Rowlinson 2005). Security can be viewed as the utmost important factor that promotes motivation in every organization. For example poor health leads to low productivity hence affecting the results of an organization. Employees that work in organizations that have insurance cover schemes and health facilities tend to more motivated than the rest.

Therefore, security need can be viewed as a fundamental need that most employees are concerned with in an organization context. Once the security needs are satisfied, employees move to the next level of belonging (Kini & Hobson 2002). According to Maslow, employees move to the next level of belonging in the hierarchy of needs once they have satisfied their security needs. Belonging needs can be divide social needs such as family, friendship and sexual intimacy. These needs enable an individual to board with their loved ones. This level is most spectacular when it comes to an individuals concern for their families.

Maslow argues that employee interaction with their families promote motivation. This can be attributed to the affiliation that these individual get from these group of individuals. Maslow’s theory provides that employees need to stay groups and interact with others freely. Most organizations have taken into consideration of this need by encouraging team work (Kini & Hobson 2002). In most organizations, employees are required to act and carry out tasks as members of a project team. This allows sharing of critical information and solution to

any issues arising.

Once employees have gained appreciation from the group members they are likely to be motivated to accomplish certain tasks. This level of needs is commonly used by organizations to solve any conflicts arising at the organization level. For example, Google ensures that each employee is integrated to a large screen within the work station (Kini & Hobson 2002). This allows the employees to be part of the organization activities which promotes motivation. This is mainly because the employees are given a task to accomplish and share their skill in achieving the speculated goals.

Therefore, employee motivation is derived from the ability of an organization to ensure productivity of each and every employee. To ensure that employees are connected to their families, Google provides communication centers where employees can attend to their personal matters. Therefore, this approach is commonly used by organizations in order to maintain current employees by meeting security needs through the use of pensions (Schermerhorn 2011). However, in some organizations belongingness is given a higher priority compared to job security.

Individuals are motivated by the fact that an organization facilitates them to interact with their families rather than the pensions and health insurances given. They are motivated by the affection of their families and acceptance within the business environment. For example, employees in multinational companies such as Apple are motivated by the ability of the Company to integrate them with their families (Montana & Charnov 2008). After the satisfaction of this need, employees move to the next level of self esteem. This level is based on a person’s reputation in regard to respect within the organization set

up.

Employees are motivated by the respect gained from fellow employees hence building their reputation. Maslow’s theory provides that employees are likely to be motivated by the prestigious position to the employee. This theory divides these needs into two categories. These include esteem needs such as self respect, confidence, and capability (Montana & Charnov 2008). The other category of these needs is characterized by appreciation, reputation and recognition. To meet these demands, organizations give recognition incentives to employees that are considered as working.

Organizations do this by giving incentives such as rewards or salary increment. This motivates employees since they feel appreciated and recognized for their efforts. This approach has been largely been used by most organizations to promote productivity within the organization. For example, Google provides leisure facilities for their employees. This shows that the organization recognizes the hard work of their workforce which can be relieved through the use these facilities. Maslow’s theory provides that recognition of employee’s efforts not only motivates one employee but an organizations workforce at large.

Therefore, it important for organization to determine ways in which these needs can be met in order to increase employee productivity (Kini & Hobson 2002). Once this need is satisfied, the next level of need is the self actualization. Self actualization needs are placed at the top of the hierarchy depicting that they offer the least motivation to an employee. These needs include employee’s capability to solve problems, accept facts and be a creative thinker. Maslow’s theory provides that these needs are given the least priority since offer the least levels of motivation (Montana & Charnov 2008).

Organizations meet

these needs by giving employees responsibility of more challenging positions within the organizations. This enables employees to become critical thinkers and to utilize their skills. The ability of an organization to provide senior positions within the organizations enables an employee to utilize the acquired knowledge and expertise to the maximum. For example, an employee is likely to be motivated by assuming higher managerial positions within the organization. Google promotes creative thinking and innovation among the employees by providing large boards where employees can share their ideas.

According to this theory, employee motivation can be derived from an organizations ability to meet self actualization demands (Koontz & Weihrich 2006). Conclusion Maslow’s theory has largely been applied by most organizations to promote motivation. Maslow’s theory provides that employees’ needs are met according to the order of priority with some having more power than others. This has been done through the increment of wages and additional incentives in order to meet the unending demands. Employees are motivated differently hence it is important for the management of an organization to identify the needs that are considered fundamental.

Maslow’s hierarchy of needs incorporates some of the significant needs that can increase employee motivation. Therefore, this theory has been largely been applied by most organizations such as Google to promote motivation. However, this theory has drawbacks concerning the order in which it places these needs. One of the foreseeable drawback of this theory is that employees are motivated by different things, Therefore, there needs may vary from one to another. Despite that, Maslow’s theory provides with a clear view of how importance some needs are to others.