OCTOBER 25 2002 CHAPTER 10 LEARNING GOAL 3 IDENTIFY

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October 25, 2002

Chapter 10

Learning Goal #3


Identify the Levels of Maslow’s Hierarchy of Needs and Relate their Importance to Employee Motivation



Psychologist Abraham Maslow believed people must be properly motivated to achieve goals set by them, or for them. Understanding human needs meant a richer and more pleasant work environment in which one can thrive as an employee and an individual. The question that remained is what are the basic needs for humans that will motivate them to want to work there hardest to achieve the goals of the business. “What conditions of work, what kinds of work, what kinds of management, and what kinds of reward or pay will help human stature to grow healthy, to it’s fuller and fullest structure”(Maslow, Abraham, www document). Maslow placed five human needs into a hierarchy of needs based on the idea that motivation comes from needs. The five needs are: self-actualization needs (achieving one’s fullest potential), esteem needs (seeking recognition), social needs (feeling accepted), safety needs (security at home or at work), and physiological needs (food shelter water).

“The challenge, of course, is to find out what motivates people at a given time, which depends in turn on where they are in the hierarchy of needs and which set of needs is dominating or overriding the others” (Witzel, Morgan, www. Ftmastering.com). Employee motivation and needs are crucial in the successes of a business. A manager or supervisor must be sure to have his or her employees working for the right reasons. If an employee feels that one of his or her needs are unmet, they are less likely to seek satisfying the business objectives to the highest level. Employees need recognition and feedback in order to move forward with their assignments in the workplace, and their careers. Constant reassurance of a job well done will motivate people to work even harder. Once employee needs are met the result will be the forward progress of the business.

“Maslow theorized that a person could not recognize or pursue the next higher need in the hierarchy until her or his currently recognized need was substantially or completely satisfied…”(www.ericdigests.com). Management cannot look past the needs of anyone and expect the most out of the employees. Employees need to successfully fulfill their basic needs in order to achieve the most in their careers. An employee may be wasting unused talent if they are still focused on fulfilling their physiological needs. Providing employees with necessary tools will move them up the hierarchy of needs thus resulting in the fullest potential being met by the employee, ultimately leading to the success of the business. Employees look at their own needs first before fulfilling the needs of anyone else, and Maslow knew this.

“As today’s workers increasingly equates professional success with personal satisfaction and fulfillment, Dr. Maslow’s words and ideas have become recognized for their wisdom and prescience on performance improvement and management/employee relationships”(Stephens, Deborah, www.wiley-vch.com). Mangers and employees working together creates a positive work environment if the needs of all parties are considered and met, this includes the employees, the managers, the suppliers, the shareholders, and the consumers. All of these peoples needs, once met, provide a bright future for all involved because once they feel that whomever they are doing business with, or for, has a genuine interest in them personally then they will keep giving that company their business. It works both ways.

Abraham Maslow was a very intelligent man who saw the basic needs of humans and realized that in order to achieve anything in life one must have their needs met. Once these needs are met they can continue to live life to the fullest. They must be motivated to do their best, and taking care of their needs will motivate them in a positive way. In my workplace there have been times when employee needs were not even considered which resulted in the poor morale that was the environment in which I worked. Employees had doubts about management leaving them to feel that work they did would go unnoticed and under appreciated. I understand what Maslow was thinking when he came up with the hierarchy of needs, and I have incorporated it into my job as a supervisor and employee. What I have learned from Dr. Maslow will remain with me throughout my professional career. I take into consideration the needs of my fellow employees and look to have as much success and happiness as I can, this will help me to move up to the next set of needs as well as move me up as a human being.




























John Wiley and Sons. (2000). The Maslow Business Reader. [WWW document]. URL http://www.wiley-vch.com


Eric Digests. (1997). Herzbergs Theory of Motivation and Maslow’s Hierarchy of Needs. [WWWdocument]. URL http://www.ed.gov/databases/ERIC_Digests/ad.html.


Witzel, Morgan. (2001). Management A-Z. Hierarchy of Needs. [WWW.document]. URL http://www.ftmastering.com.


Clark, Don. (2002). Maslow’s Hierarchy of Needs. [WWW document]. URL http://www.businesspotential.com.


Brenner, Rick. (1998-2002). The Hierarchy of Needs for Project Organizations. [WWW document]. URL http://www.chacocanyon.com.


Sirota, Alex. (2001). The Curmudgeons Hierarchy of Net Needs. [WWW document]. URL http://www.clikz.com


Maslow, Abraham. Abraham Maslow on Motivation. [WWW document]. URL http://www.ping.be/jvwit/Maslowmotivation.html.


Fox, Chris. (2000). E-Commerce Business Models. [WWW document]. URL http://www.ChrisFoxInc.com.


Sprenger, Reinhard K, Pfeiffer, Jeffrey. (2001). Motivation Measurement. [WWW document] URL http://www.fellner. Reinhard.com.


The Small Business Advisor. (2002). The Small Business Advisor. [WWW document]. URL http://www.isquare.com.


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