STAGE 1954: ABRAHAM MASLOW (Industrial Relation)

STAGE 1954: ABRAHAM MASLOW

          Maslow hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his paper “A Theory of Human Motivation” in Psychological Review. The Maslow’s Hierarchy of Needs five stage model below is clearly and directly attributable to Maslow; later versions of the theory with added motivational stages are not so clearly attributable to Maslow. These extended models have instead been inferred by others from Maslow’s works. Specifically Maslow refers to the needs cognitive, aesthetic and transcendence as additional aspects of motivation, but not as distinct levels on the Hierarchy of Needs.

          The theory of Abraham Harold Maslow could also be applied to an organization and its employee’s performance (Gordon, 1965). According to Maslow’s theory, one does not feel the second need until the demands of the first have been satisfied or the third until the second has been satisfied and so on. 

          Maslow described human needs as ordered in a prepotent hierarchy- a pressing need would need to be mostly satisfied before someone would give their attention to the next highest need. The hierarchy of human needs model suggests that human needs will only be fulfilled one level at a time. According to Maslow’s theory, when a human being ascends the levels of the hierarchy having fulfilled the needs in the hierarchy, one may eventually achieve self-actualization. Late in life Maslow came to conclude that self-actualization was not an automatic outcome of satisfying the other human needs.

Human needs as identified by Maslow:

• At the bottom of the hierarchy are the “Basic needs or Pyhsiological needs” of a human being: food, water, sleep and sex.
• The next level is “Safety Needs: Security, Order, and Stability”. These two steps are important to the physical survival of the person. Once individuals have basic nutrition shelter and safety, they attempt to accomplish more.
• The third level of need is “Love and Belonging”, which are psychological needs; when individuals have taken care of themselves physically, they are ready to share themselves with others, such as with family and friends.
• The fourth level is achieved when individuals feel comfortable with what they have accomplished. This is the “Esteem” level, the need to be competent and recognized, such as through status and level of success.
• Then at the top of the pyramid, “Need for Self-actualization” occurs when individual reach a state of harmony and understanding because they are engaged in achieving their full potential. Once a person has reached the self-actualization state they focus on themselves and try to build their own image. They may look at this in terms of feelings such as self-confidence or by accomplishing a set goal.

 How the theory influenced modern industrial relation?

          Abraham Maslow suggested that human needs are fulfilled in phased. It is a psychological approach to the industry. He has suggested a five hierarchy of needs that which is classic in discussing an employee motivation. Maslow’s hierarchy of needs theory helps the manager to visualize employee motivation. It helps in understanding the motivations and needs employees have the requirement to satisfy basic needs in achieve higher level motivation.

          Manager use Maslow’s hierarchy to identify the needs of their staff and help them them feel fulfilled, whether it’s by giving them a pet project, a fancy job title or flexible working arrangements, so they can pursue their interests outside the workplace.

          In the second half of the 20^th century, bosses began to realize that employee’s hopes, feelings and needs had an impact on performance. In 1960, Douglas McGregor published The Human Side of Enterprise, which contrasted traditional managerial styles with a people-center approach inspired by Maslow.

Work life balance and employee engagement

          Based on the multiple roles that an individual has in life, an employee has multiple role based aspirations. The organization through its recruitment, career planning or the succession planning process identifies the right fit from within the organizations or from the potential talent pool to helps aligns organizational vision to individual needs by providing an organizational environment or infrastructure that help employees actualize their goals as they contributing to the success of the organization.

          Every level in the hierarchy of employee needs has an aspiration and goal actualization cycle, which leads to employee satisfaction, productivity maximization and ultimately creating a work culture that improves the emotional connect between organization and employees, and hence creating engaged employees who contribute towards the business vision. This integration needs, which can be provided for any of the level in the hierarchy of employee needs.

Impacts and Implication of Hierarchy of Need Theory on Human Resource Management

          Safety needs. A safe working environment should be provided, for example, in dangerous industries like construction industry, company should provide helmets to protect employees from potential dangers, warning boards should be conspicuous at extremely dangerous sites. As financial security is also a kind of safety needs, organization should pay employees fairly and ensure them stable career.

          Social needs. Create an environment of team spirits, generate a feeling of acceptance and belonging by organizing company parties or company culture trainings.

          Esteem needs. Leaders should recognize employee’s achievement, either by financial means or spiritual means. Organization should set specific awards for achieving certain goals and tasks. The awards should not only be financial motivations but also mental motivations like praises. Organizations should also make promotions based on achievements rather than seniority and provide status to make employees feel valued and appreciated.

          Self-actualization needs. Leaders who can satisfy employees’ self-actualization needs are the most effective leaders. This enables organizations to fully utilize employees’ ability and potentials, in which way enhance the overall productivity and effectiveness of the business. Organizations can offer challenging and meaningful assignments to encourage and explore employees’ creativity and innovation ability to maximum extent.