Relevance of Maslow’s Hierarchy of Needs Theory to Today’s Management

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For those who are looking for information about the relevance of Maslow’s Hierarchy of Needs Theory to management right now, you have to read this entire article. In this page, we are going to try explaining information about that. Make sure you do not miss any crucial information from this text.

Relevance of Maslow’s Hierarchy of Needs Theory to Management Right Now

Maslow’s hierarchy of needs is relevant to management right now because both are concerned with human motivation. Understanding what people need, and how people’s needs differ, is an essential part of effective management. For instance, several people work primarily for money, but they like to go to work too because they enjoy feeling respected by others and appreciated for their own good work.

Maslow’s hierarchy of needs show that if a lower need is not met, then the higher ones will be ignored. For instance, if the employees lack job security and are worried that they are going to be fired, they are going to be far more concerned about their own financial well-being and meeting lower needs such as paying bills, rent, etc. But, if the employees receive adequate financial compensation and also have job security, meaningful group relationships and praise for good work will be more important motivators.

Involvements of Maslow’s Hierarchy of Needs (For Managers)

  • As far as the physiological needs are concerned, then the managers have to give the employees appropriate salaries to purchase basic necessities of life. For your information, breaks and eating chances have to be given to the employees.
  • As far as the safety needs are concerned, the managers have to give the employees job security, safety, clear work environment, and retirement benefits to retain them.
  • As far as social needs are concerned, the managers have to encourage teamwork and organize social events.
  • As far as esteem needs are concerned, the managers have to appreciate and reward the employees on accomplishing and exceeding their own targets. The managers are able to give the deserved employee higher job rank or position in the organization.
  • As far as self-actualization needs are concerned, the managers have to give the employees challenging jobs where the employees’ skills are fully utilized. Aside from that, growth opportunities can be given to the employees so that they are able to reach the peak.

In addition, the managers have to identify the need level at which their employee is existing and then those needs are able to be used as a push for motivation.

The Meaning of Maslow’s Theory for Managers

So, how can Maslow’s theory help the managers? Here are some main takeaways:

  • Meet people’s basic human needs. Sounds simple enough, but even the most able, confident and respected people have basic human needs which must continue to be met if they are to remain motivated and productive. This is mainly relevant during a crisis, whether it is a global event, such as a pandemic, or a personal problem, such as debt.
  • Keep in mind that motivation is more than money. Hard cash is not enough. People have lots of needs which have to be met above and beyond this.
  • Satisfaction will be able to be reached in many different ways. The theory gives the managers a whole range of tools which they are able to use to build team satisfaction, even if they do not have much money to hand out. Usually, it does not cost much to provide a safe working environment. It is frequently inexpensive to have team socials where the team members are able to get to know one another outside the work environment.
  • Self-actualization is able to be reached by anyone. Eventually, Maslow’s conviction that we have the potential to be self-actualizers can be a source of hope for everyone including you.

All Needs in Maslow’s Hierarchy

Relevance of Maslow's Hierarchy of Needs Theory to Today's Management'

The needs in Maslow’s hierarchy include physiological needs, social needs, safety needs, self-esteem needs, and self-actualization needs. This theory can be used by the managers to understand employees’ needs and motivate them in ways which lead to high productivity and job satisfaction.

The physiological needs which are needed for survival. This includes food, water, sleep, shelter, etc. If those requirements are not met, then the body will not be able to continue to function. After physiological needs are satisfied, security and safety take precedence. This includes financial security, personal security, and health safety. Those first two levels are very essential to the physical survival of the person. After you have basic nutrition, safety, and shelter, then you are going to want higher-level needs.

Social needs include love and belonging. When the individuals have taken care of themselves physically, they will be able to address their own need to connect with the others. Lack at this tier, shunning, or ostracism will be able to impact an individual’s ability to form and maintain emotional relationships. Of course, you need to feel a sense of belonging and acceptance. It comes from a social group or a small network of friends and family. Other sources of social connection can be professional organizations, social media sites, clubs, religious groups, and etc. As a human, you will need to love and be loved by other humans. Without those attachments, you are able to be vulnerable to psychological difficulties such as social anxiety, depression and loneliness. Those situations, when severe, can impair a person’s ability to address physiological needs such as sleeping and eating.

Esteem needs represent the normal human desire to be valued and validated by others, for instance, the recognition of success or status. This level will include self-esteem that refers to the regard and acceptance one has for oneself. Imbalances at this level will result in low self-esteem or an inferiority complex. People who are suffering from low self-esteem can discover that external validation by other people through glory, popularity, or accolades only partially or temporarily fulfills their own needs at this level.

The last is self-actualization needs. At this tier, people feel that they have achieved their potential. Self-actualization needs a permanent feeling or state. Self-actualization needs can occur after reaching a crucial goal or overcoming a challenge. Also, it can be marked by a new sense of self-confidence or contentment.

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