As recruiting are considered to be quite crucial in companies, theories about how exactly to motivate people to perform more effectively and effectively are reviewed extensively in research areas. One of the basic theories is Maslow's Hierarchy of needs. In this essay, the author will outline the theory and discuss the implications of the theory on management and modern business management.
Outline of Maslow's Hierarchy of needs
Maslow developed a needs-based framework of human motivation in the article "A Theory of Individuals Drive" in 1943. The idea is still valid and trusted in various business today. Matching to Maslow (1943), desire is influenced by the existence of unsatisfied needs, and that one lower factors have to be satisfied before higher needs can be satisfied, which is the foundation of the idea. The hierarchy includes five degrees of needs, details are shown as below:
Physiological needs. Physiological needs are usually considered as the starting point for desire theory-they are the fundamental requirements for individual survival. They consist of needs for air, food, drinking water, clothes, sleep and other biological needs. Our body just can't function without these biological needs being satisfied.
Safety needs. When the physiological needs are relatively well satisfied, there then human's attention changes to a new group of needs, which may categorize approximately as the basic safety needs. Safeness needs include personal security, human's health and well-being, safeness from crashes and illnesses, liberty from fear and lots of more related factors.
Social needs. Sociable needs can be described as love and belongings. When the lower levels of needs are gratified, the first more impressive range need-social needs emerge. These needs are directly related to the relationship with others, real human must feel a feeling of things and popularity, as well to be loved and providing like to others.
Esteem needs. Esteem needs can be grouped into interior ones and exterior ones. Internally motivating esteem needs are those such as self-esteem, success, and self admiration, the necessity for strength, competence, mastery, self-confidence, self-reliance and freedom. External esteem needs are those such as reputation and popularity, the need for status, identification, fame, prestige, and attention.
Self-actualization needs. "What a man can be, he must be. "(Maslow, 1954) This simply described the identified needs of self-actualization. Self-actualization needs reach the peak degree of human needs, which can be phrased as the desire to be increasingly more what you are, to become exactly what one is with the capacity of becoming. Self-actualization needs entail the desire to realize one's potential as completely as is possible also to become a great person.
Maslow's hierarchy of needs derives most immediately from specialized medical experience. However, it is generally accepted and applied in business related areas, especially in human reference management area. By understanding individuals needs better, market leaders can effectively encourage their employees and achieve business goals easier. The writer will discuss the partnership between command and motivation and implications for leaders to manage their staff effectively in the next part.
Implications of the theory
High levels of performance take place when leaders establish motivational surroundings that inspire followers to achieve goals. A successful innovator has the capacity to motivate himself among others. To be able to understand why point, the concept of leadership and authority style should be examined.
Leadership is the ability of one person to impact several persons toward the achievement of common goals (Yukl, 1994). Blake and Mouton (1964) identified five leadership styles including impoverished command, authority compliance control, country club command, middle of the road command and team innovator on two authority dimensions namely concern for production and concern for folks. Team head is the ideal style a successful leader may become which both highly concern for creation and people. As the ideal goal is difficult to accomplish, increasingly more studies also show that market leaders should concern more on people apart from production. In cases like this, concern for folks means matter for employees' needs.
With significant affects by Maslow's hierarchy of needs, Malone and Lepper (1987) have included a big amount of motivational research into a summary of seven ways the control of organizations can design environments that are self motivating. a) Motivation through Troubles b) Motivation through Curiosity c) Desire through Control d) Motivation through Fantasy e) Determination through Competition f) Inspiration through Cooperation g) Inspiration through Acknowledgement.
Modern business environment allures gigantic research on authority and inspiration, among which the launch of transformational authority is one of many ones. "Transformational leadership occurs when a number of persons engage with others in such a way that leaders and followers raise each other to higher levels of motivation and morality. " Melts away (1978) said in his book leadership. Also motivated by Maslow's theory, Bass (1985) depicted transformational management as composed of four specific factors: charisma, ideas, individual awareness and intellectual stimulation. Transformational management is a powerful command style which can take great understanding of employee's needs and inspiration.
As theoretical arguments in what kind of control is preferable in today's business environment have been completely discussed above, the article targets some detailed illustrations and programs on leadership practice execution in terms of each need in the following part.
Physiological needs. Companies should provide better personnel meals with enough time and space. Companies should pay allowance on employees' food and life requirements.
Safety needs. A safe working environment should be provided, for example, in dangerous establishments like construction industry, company should provide helmets to protect employees from potential potential issues, warning boards should be conspicuous at extremely dangerous sites. As financial security is also a kind of security needs, companies should pay employees fairly and ensure them stable career.
Social needs. Create a world of team spirits, create a sense of popularity and owed by managing company gatherings or company culture trainings. For individuals who are dispatched to other places, either within nationwide boundaries or in foreign countries, offer them plenty of time to reunite with their own families.
Esteem needs. Leaders should acknowledge employees' achievement, either by financial means or religious means. Companies should placed specific accolades for achieving certain goals and duties. The awards shouldn't only be financial motivations but also mental motivations like praises. Companies also needs to make promotions predicated on achievements rather than seniority and provide status to make employees feel appreciated and valued.
Self-actualization needs. Market leaders who can fulfill employees' self-actualization needs are the most effective market leaders. This permits companies to fully utilize employees' ability and potentials, in which way improve the overall efficiency and efficiency of the business. Companies will offer challenging and important projects to encourage and explore employees' creativity and innovation capability to maximum amount.
Besides, Maslow (1970) added "must know and understand" to the prevailing five level of needs. The implications because of this are obvious, companies should offer both pre-work training and on-job training.
Conclusion
This essay gives a brief outline of Maslow's hierarchy of needs and discusses the implications for command in business area. As recruiting become increasingly important for businesses, leaders should think about much more about human being needs of all levels and offer appropriate motivations.
