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M.H.R.M

How does the Hierarchy Work?

- A person starts at the bottom of the hierarchy (pyramid) and will initially seek to satisfy basic needs

(e.g. food, shelter)

- Once these physiological needs have been satisfied, they are no longer a motivator. the individual movesup to the next level

- Safety needs at work could include physical safety (e.g. protective clothing) as well as protectionagainst unemployment, loss of income through sickness etc)

- Social needs recognise that most people want to belong to a group. These would include the need forlove and belonging (e.g. working with colleague who support you at work, teamwork, communication)

- Esteem needs are about being given recognition for a job well done. They reflect the fact that manypeople seek the esteem and respect of others. A promotion at work might achieve this

- Self-actualisation is about how people think about themselves - this is often measured by the extent ofsuccess and/or challenge at work

Maslow's model has great potential appeal in the business world. The message is clear - if managementcan find out which level each employee has reached, then they can decide on suitable rewards.

Problems with the Maslow Model

There are several problems with the Maslow model when real-life working practice is considered:

- Individual behaviour seems to respond to several needs - not just one

- The same need (e.g. the need to interact socially at work) may cause quite different behaviour indifferent individuals

- There is a problem in deciding when a level has actually been "satisfied"

- The model ignores the often-observed behaviour of individuals who tolerate low-pay for the promise offuture benefits

- There is little empirical evidence to support the model. Some critics suggest that Maslow's model is onlyreally relevant to understanding the behaviour of middle-class workers in the UK and the USA (whereMaslow undertook his research).


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Maslow's Hierarchy of Needs

Abraham Maslow (1954) attempted to synthesize alarge body of research related to human motivation.Prior to Maslow, researchers generally focused

separately on such factors as biology, achievement,or power to explain what energizes, directs, andsustains human behavior. Maslow posited a hierarchyof human needs based on two groupings: deficiencyneeds and growth needs. Within the deficiency needs,each lower need must be met before moving to thenext higher level. Once each of these needs has been

satisfied, if at some future time a deficiency isdetected, the individual will act to remove thedeficiency. The first four levels are:


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Maslow's basic position is that as one becomes moreself-actualized and self-transcendent, one becomesmore wise (develops wisdom) and automatically

knows what to do in a wide variety of situations.Daniels (2001) suggests that Maslow's ultimateconclusion that the highest levels of self-actualizationare transcendent in their nature may be one of hismost important contributions to the study of humanbehavior and motivation.--------------------------------------------------------------------

___________________________________________

-----------------------------------------------------------------------In 1943, Dr. Abraham Maslow's article "A Theory of Human Motivation" appeared inPsychological Review, which were further expanded upon in his book: Toward a Psychology ofBeing In this article, Abraham H. Maslow attempted to formulate a needs-based framework ofhuman motivation and based upon his clinical experiences with people, rather than as did theprior psychology theories of his day from authors such as Freud and B.F. Skinner, which werelargely theoretical or based upon animal behavior. From this theory of motivation, modernleaders and executive managers find means of motivation for the purposes of employee andworkforce management. Abraham Maslow's book Motivation and Personality(1954), formallyintroduced the Hierarchy of Needs.

SELF-ACTUALIZATION

Self-actualization is the summit of Maslow's motivation theory. It is about the quest

of reaching one's full potential as a person. Unlike lower level needs, this need isnever fully satisfied; as one grows psychologically there are always new

opportunities to continue to grow.

Self-actualized people tend to have motivators such as:

Truth

Justice

Wisdom

Meaning

Self-actualized persons have frequent occurrences ofpeak experiences, which are

energized moments of profound happiness and harmony. According to Maslow, onlya small percentage of the population reaches the level of self-actualization.

Esteem Needs
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After a person feels that they "belong", the urge to attain a degree of importanceemerges. Esteem needs can be categorized as external motivators and internal

motivators.

Internally motivating esteem needs are those such as self-esteem, accomplishment,and self respect. External esteem needs are those such as reputation and

recognition.

Some examples of esteem needs are:

Recognition (external motivator)

Attention (external motivator)

Social Status (external motivator)

Accomplishment (internal motivator)

Self-respect (internal motivator)

Maslow later improved his model to add a layer in between self-actualization

and esteem needs: the need for aesthetics and knowledge.

Social Needs

Once a person has met the lower level physiological and safety needs, higherlevel motivators awaken. The first level of higher level needs are social needs. Social

needs are those related to interaction with others and may include:

Friendship

Belonging to a group

Giving and receiving love

Safety Needs

Once physiological needs are met, one's attention turns to safety and security inorder to be free from the threat of physical and emotional harm. Such needs might

be fulfilled by:

Living in a safe area

Medical insurance

Job security

Financial reserves

According to the Maslow hierarchy, if a person feels threatened, needs further up the

pyramid will not receive attention until that need has been resolved.

Physiological Needs

Physiological needs are those required to sustain life, such as:

Air

Water


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While scientific support fails to reinforce Maslow's hierarchy, his thery isvery popular, being the introductory motivation theory for many students and

managers, worldwide. To handle a number of the issues of present in the NeedsHierarchy, Clayton Alderfer devised the ERG theory, a consistent needs-based model

that aligns more accurately with scientific research.
http://www.envisionsoftware.com/articles/ERG_Theory.htmlhttp://www.envisionsoftware.com/articles/ERG_Theory.html

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