Human resource has become an organization’s main asset; its success is dependent on the employee performance. Motivation can be express as the strength that drives individual employees to achieve personal and organizational goals (Mitchell,1982). Motivation can strengthen the feelings of belongingness, security of the job, career development, improved remuneration, and higher intrinsic rewards (Azeem & Akhtar, 2014). Money results only in temporary compliance from workers and that money does not change workers' attitude and behaviour in the long term (Kochan, 2002). As illustrated in figure 04, money is not the one and only motivation factor of employees. Employees are consider emotional support and understanding more than financial benefits. To understand the other motivation factors which motivates employees, it’s important to study the Theories of Motivation.
Figure 04 - Employee Engagement Index
(Source - Galleup Management
Journal, 2005)
Application of Maslow’s hierarchy of needs theory in consumer durable industry
This theory says that
humans are motivated by needs which are in hierarchical order from basic to
higher order needs; humans address these consecutively starting with
physiological, security, affiliation, esteem and topmost self-actualization
(Rollinson 2008). Maslow states that when needs are satisfied, individuals tend to
have an inspirational motive in their life (Robbins et al 2014). Developing from the Maslow's hierarchy of needs, content theories of job satisfaction rotate around employees’ needs and the factors that bring them a reasonable
degree of satisfaction (Saif et al., 2012). According to Maslow leaders need to know the level of a person on the hierarchical pyramid in order to motivate him/her.
Then leaders need to focus on accomplishing that person’s needs at that level (Robbins
2001). Maslow
came up with a five-stage theory that places the needs of the individual in
different categories and giving priority for their attainment. These categories, in
order of decreasing priority, are in figure 05.
Figure 05 - Maslow’s hierarchy of
needs
(Source –Garasz,2010)
Above diagram
illustrate the Maslow’s idea is convenient to understand employees need and how
to fulfil it.
Physiological Needs: A physiological need is the lower level of
need and most basic, such as food, job opportunity, fair compensation,
reasonable working hours, water and food. Organization must provide the
basic needs to employee to fulfil their main requirement. If the organization
fail to give good remuneration, result will be less performance and employee want be
able to make much of contribution (Ozguner and Ozguner, 2014).
Safety Needs: This is the second
degree of needs. Once the physiological need fulfilled employees consider their
working environment free from intimidation and harms. If employee feels that they
work in unsafe environment and result will be same as less efficiency. Therefor
organization must maintain safe and friendly environment, further follows labour
rule and requirement to motivate employees, them to feel free of harm to do
their jobs (Kaur, 2013).
Social Needs: These
needs consider an individual’s desire for love, affiliation, and acceptance in
relationship with other people. In a work environment, social needs are
concerned with relating to friendly associates, identification with a good
company, and through participation in organized activities such as annual picnic, sports
meet, outdoor training and minimal office politics.
Esteem Needs: This
means the fourth level of needs. It comprise the need for self-respect and
approval of others. Organizations introduce awards banquets to recognize
distinguished achievements. Here it explains employee should value for their
achievement (Abbah, 2014).
Self-Actualization
Needs: This represent the last level at the top of the
triangle. This refers to the need to become all that one is powerful of being to
develop one’s fullest potential. Self-actualized employees represent valuable
assets to the organization human resource and self-actualization employees deliver
the best output through the motivation (Kaur, 2013).
According to Jerome
(2013) if a man’s physiological needs are satisfied by only 25% then there will
be no sign of emerging the safety needs. But if his physiological needs are
satisfied to the level of 50% then the emergence of the safety needs could be
observed. Hence an employee can be satisfied in different percentages in all
levels of the hierarchy without even a single level is not 100% fulfilled.
Further elaborating his theory Maslow explains lower levels should always have
a higher percentage of satisfaction than the immediate higher level if he is to
be satisfied for a longer period of time.
Being a manager in a
leading Consumer Durable Company in Sri Lanka, we know that eating and
drinking, excretion is a necessary and integral part of our employee’s daily
life activities, though it is considered as a highly private activity. Bathing
and dressing are also necessary to fulfil the basic needs and these are belonging
to “physiological needs.” For an example having an hour as a lunch break,
wearing company uniforms cleanly can consider as physiological needs.
Employment is the basic
need of any individual to earn a livelihood and satisfy his basic needs. Also,
a secured career is, in reality, the dream of everyone. For example, during this
COVID 19 impact time, providing face shields and masks, gloves and sanitizers
are very important for the safety of our employees. After getting a job, a good remuneration and a safe working environment are the two basic requirements of every
employee. Throughout their career, employees strive to get into a safe and
secure work environment and as managers it’s our duty to secure it. It belongs
to “safety needs”.
Perfect family
relationships and mutual attachment are what an individual hope for. Not having a
good family relationship, support from loved ones, and good friends at
showrooms can make the individual feel lonely, which will not help him to
satisfy his needs of love and belongingness. To avoid problems such as
loneliness, depression, and anxiety, it is important for us to have a healthy
social life among our employees. Personal relationships with friends, family,
and lovers play an important role, so as being associated with other groups
like religious groups, sports teams in the company, book clubs and other clubs
like Rotaract club which operates with a group of below 30 years of age of employees
to do social work are some of the examples for this. It falls into the category
of “social belonging”.
Having a good designation and recognition increases the respect of an employee at the workplace as well
in his/her society. A good job title leads to increase in his worth. People
who are able to satisfy the esteem needs by achieving good self-esteem and the
identification of others tend to feel confident in their abilities. A person who remain on this level will be motivated to work towards increasing all these factors;
their actions will be affected by their need for esteem, that is they will be
motivated towards performing such tasks that will rise their own
self-esteem, as well as the respect they receive from others. An example for
“self-esteem” can be evaluate as follows. When a branch manager or a sales supervisor
is motivated and appreciated, he/she tends to increase his/her performance as
compared to the less motivated branch manager or a sales supervisor. An
excellent performance like highest sales contributor, highest profit
contributor, best receivable management branch manager or the sales agent will
increase the recognition in the company as well as the society, which will
increase the confidence, respect, and esteem of the branch manager or a sales
supervisor. This is belonging to “self-esteem”.
Life is not about being wealthy, having a luxurious home and family; it’s about knowing our self. An
employee feels most satisfied when he/she understands that he/she realizes
his/her full potential. It comes under “self-actualization” in which an employee
understands his core strengths. For example, one employee might achieve this
feeling of self-actualization by working as confidential secretory to a
director, while another can achieve it by working as a service franchise agent
in a town.
References
Abbah, M.T. (2014). Employee
Motivation: The Key to Effective Organizational Management in Nigeria.
Journal of Business and Management. Volume 16, Issue 4.
Gargasz (2010); http://www.gargasz.info/maslow_hierarchy/,
(Accessed Date: 11.1.2020).
Jerome, N., 2013.
Application of the Maslow’s hierarchy of need theory. International
Journal of Business and Management Invention, 2(3), pp. 39-45.
Kaur,A. (2013). Maslow’s
Need Hierarchy Theory: Applications and Criticisms. Global Journal of
Management and Business Studies. Volume 3, Number 10 (2013), pp. 1061-1064.
Kochan, T. A. (2002).
Addressing the crisis in confidence in corporations: root causes, victims,
and strategies for reform. Academy of Management Executives, 16(3), 139–141.
Maslow, A. H. (1954). Motivation and personality. New York: Harper.
Mitchell, T. R. (1982). Motivation: New directions for theory,
research, and practice. Academy of Management Review, 7, 80–88.
Ozguner,
Z., Ozguner,M.,(2014). A Managerial Point of View on the Relationship
between of Maslow’s Hierarchy of Needs and Herzberg’s Dual Factor Theory.
International Journal of Business and Social Science Vol. 5, No. 7.
Robbins S, Judge T. A,
Millett B, and Boyle M (2014). Organisational Behaviour. 7th ed. Frenchs
Forrest: Pearson Australia.
Rollinson D (2008).
Organisational Behaviour and Analysis. Harlow: Pearson Education Limited.
Saif,
K.F., Nawaz, A., Jan, A. & Khan, M.I. Synthesizing the theories of
job-satisfaction across the cultural/attitudinal dimensions.
Interdisciplinary Journal of Contemporary Research in Business, 2012,3 (9):
1382-1396.
From a motivational point of view, Maslow’s needs theory explains that a need can never be fully met, but a need that is almost fulfilled does no longer motivates (Ajang, 2007). Hence identifying where the employee is on the hierarchical pyramid is essential in order to motivate him/her (Robbins, 2001).
ReplyDeleteThanks janaka for your valuable comment. Maslow (1954), explains lower levels should always have a higher percentage of satisfaction than the immediate higher level if he is to be satisfied for a longer period of time.
DeleteMotivational theories that focus on employee needs, such as Maslow, Hersberg, and McClelland, show that various factors other than financial factors can stimulate employee performance. For example, people with a strong desire to achieve will be motivated by interesting, stimulating work rather than power or money (Kramar, 2014).
ReplyDeleteThanks Ranga for your valuable comment. Most educators indicated that promotion to a higher post level was one of their goals (Wever, 2000). Promotion may be an employee’s reward for good performance, that is, positive appraisal, which leads to employee motivation (Louis, 2009).
DeleteThe organization can satisfy its employees’ various needs. In the long run, physiological needs may be satisfied by the person’s pay check, but it is important to remember that pay may satisfy other needs such as safety and esteem as well. Providing generous benefits that include health insurance and company-sponsored retirement plans, as well as offering a measure of job security, will help satisfy safety needs. Social needs may be satisfied by having a friendly environment and providing a workplace conducive to collaboration and communication with others.
ReplyDeleteProviding promotion opportunities at work, recognizing a person’s accomplishment verbally or through more formal reward systems and job titles are ways of satisfying esteem needs. Finally, self-actualization need may be satisfied by the provision of development and growth opportunities on or off the job, as well as by work that is interesting and challenging. By making the effort to satisfy the different needs of each employee, organizations may ensure a highly motivated workforce( Sarpong, 2016).
Thanks Janaka for your valuable comment. Life is not about making more money, having a luxurious home and family; it’s about knowing our self. An employee feels most satisfied when he/she understands that he/she realizes his/her full potential. It comes under “self-actualization” in which an employee understands his core strengths (Kaur, 2013).
DeleteJoshep Champoux ( 2003) has discussed about the expectancy theory of motivation as the theory has developed from the work of psychologists who consider humans as thinking, reasoning people who have beliefs and anticipations concerning future life events. The theory holds that employees should exert greater work effort if they have reason to expect that it will result in a reward that is valued ( Joshep Champoux , Organization Behavior,2 nd edition, chapter 08 )
ReplyDeleteThanks Thusitha for your valuable comment. Every employee is particularly motivated by a predominant need and consequently experiences different stimuli as rewarding to a different extent. In that regard, McClelland’s (1985), need theory offers both a set of well-defined internal motivation factors (needs), particularly developed for the workplace and congruent external motivation factors (rewards).
DeleteAccording to Maslow the human needs are hierarchical, yet in reality it is bit unorthodox to find such exact levels and adherence to cater each as per order (Laurie, 2010). Furthermore, in this complex and globalizing business environment with dynamic evolution, it requires social connections and collaborations with the external environment to sustain career path. In other words, the success of an employee is determined by the ability of the person to create multiple social interactions within and outside the company premises and with both distal and proximal aspects (Samuel and Chipunza, 2009).
ReplyDeleteThanks Asitha for your valuable comment. Having a good job title and recognition increases the respect of an employee at the workplace as well in his/her society. A good job title leads to a rise in his worth. People who are able to satisfy the esteem needs by achieving good self-esteem and the recognition of others tend to feel confident in their abilities (Jerome (2013) .
DeleteOne widely criticized disadvantage of the needs theory, however, is that in creating his hierarchy, Maslow studied only a narrow segment of the human population. The terms in the hierarchy, such as "self-esteem" and "security," have wildly different definitions in cultures around the globe. Therefore, it is hard for researchers to measure these needs or to generalize them across all human populations.
ReplyDeleteBesides cultural differences, the hierarchy also fails to take into account individual differences. There is no evidence indicating every human being experiences the needs in the order Maslow specified. In fact, there is little empirical evidence that supports the theory at all. (Writer, S. 2020)
Thanks Melissa for your valuable comment. According to Jerome (2013) if a man’s physiological needs are satisfied by only 25% then there will be no sign of emerging the safety needs. But if his physiological needs are satisfied to the level of 50% then the emergence of the safety needs could be observed. Hence an employee can be satisfied in different percentages in all levels of the hierarchy without even a single level is not 100% fulfilled. Further elaborating his theory Maslow explains lower levels should always have a higher percentage of satisfaction than the immediate higher level if he is to be satisfied for a longer period of time.
DeleteIt can added that the concepts of Maslow's hierarchy of needs created on the basis, which people stay inspired through the need towards satisfy their desires, as well as asserts which the low-level need should exist contented prior to touch the following advanced level need. After requirement was pleased, it is not anymore, an inducement or stimulus. However, it will significant for conveying, which no individuals are motivated from similar desires. Then, different persons, at any time, may be inspired by totally dissimilar dynamics, and therefore it is essential to know and distinguish the necessity level at which people are functioning, so that such requirements can be used as stimuluses. ( Bowen et al., 2008).
ReplyDeleteThanks Isuru for your valuable comment. According to (Huling, 2003), the motivator factors pertain to the job content, they are intrinsic to the job itself. They comprise the physiological need for growth and recognition. The absence of these factors does not prove highly dissatisfying but when present, they build strong levels of motivation that result in good job performance. They are therefore called satisfiers or motivators. These factors include; achievement, recognition, advancement, the work itself, the possibility of personal growth and responsibility.
DeleteWhile agreeing with your statement and wish to mentioned Maslow’s Hierarchy of Needs is applied in psychology as well as in business, and it helps to understand what motivates people. The pyramid has five needs, and according to Maslow’s theory, a person does not feel needs above unless the needs in the bottom have been satisfied. (Jerome2013, 41-42)
ReplyDeleteThanks Sohan for your valuable comment. At once other (and “higher”) needs emerge and these, rather than physiological hungers, dominate the organism. And when these in turn are satisfied, again new (and still “higher”) needs emerge and so on. This is what we mean by saying that the basic human needs are organized into a hierarchy of relative prepotency" (Maslow, 1943, p. 375).
DeleteAgreed Chamila, and thought to add something regarding the trainings, according to Rowden and Conine (2005), the purpose of training is to enhance the satisfaction of employees towards their jobs and satisfied employees contend their customers with enhanced performance. Employees who commit to learn are more satisfied with their jobs and ultimately show more positive performance than others (Tsai et al, 2007).
ReplyDeleteThanks Kanishka for your valuable comment. In consumer durable industry, employee motivation plays a crucial role. This industry mainly depends on Consumer behavior and aspects. Because of that delivering a better customer service is very important. Skilled, Knowledgeable and Supportive staff will decide the future of the organization. Employee empowerment considered as a motivational practice and empowered employees are likely to develop feelings of motivation that will help them to gain the authority and control and apply the influential knowledge and skills for dealing with customer needs (Jacquiline 2014).
DeleteThe hierarchy of needs theory applicable to organizational orientation and employee motivation (Greenberg & Baron, 2003). The theory is able to suggest how managers can lead their employees or subordinates to become self-actualized. According to the Greenberg & Baron (2003), This suggests two paths of the theory, first to organizations and second to employees. On that basis Organization and employees both decide on performance of the organization.
ReplyDeleteMaslow's hierarchy of needs posited two basic groupings of the human hierarchy needs which were deficiency needs and growth needs (Huitt, 2007). When Considering about the deficiency needs each lower level need to fulfill before moving to the next higher level (Uysal, Aydemir and Genc, 2010).
ReplyDeleteAccording to Maslow's hierarchy of needs deficiency needs must be satisfied before person can their potential and self-actualize (McLeod, 2007). Self-realization is an individual's effort to empower himself, develop skills, and reach the ideal person wants to be (Tezcan Uysal and Genç, 2017). Leading to this topic model was created a visualization in the shape of pyramid divided in to five levels (Benson and Dundis, 2003). Individual moves to self-actualization level it emphasized the meaning to life that is important to them (McLeod, 2007).
ReplyDeleteThanks Thilini for your valuable comment. According to Jerome (2013) if a man’s physiological needs are satisfied by only 25% then there will be no sign of emerging the safety needs. But if his physiological needs are satisfied to the level of 50% then the emergence of the safety needs could be observed. Hence an employee can be satisfied in different percentages in all levels of the hierarchy without even a single level is not 100% fulfilled. Further elaborating his theory Maslow explains lower levels should always have a higher percentage of satisfaction than the immediate higher level if he is to be satisfied for a longer period of time.
DeleteAdding your post Chamila, about the ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation (GANTA, 2014)
ReplyDelete• Positive reinforcement / high expectations
• Effective discipline and punishment
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Restructuring jobs
• Base rewards on job performance