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The original hierarchy of needs five-stage model includes:
1. Biological and Physiological needs - air, food, drink, shelter, warmth, sex, sleep.
2. Safety needs - protection from elements, security, order, law, stability, freedom from fear.
3. Love and belongingness needs - friendship, intimacy, affection and love, - from work group, family, friends, romantic relationships.
4. Esteem needs - achievement, mastery, independence, status, dominance, prestige, self-respect, respect from others.
5. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.
Maslow posited that human needs are arranged in a hierarchy:
'It is quite true that man lives by bread alone — when there is no bread. But what happens to man’s desires when there is plenty of bread and when his belly is chronically filled?
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)
The expanded hierarchy of needs:
It is important to note that Maslow's (1943, 1954) five stage model has been expanded to include cognitive and aesthetic needs (Maslow, 1970a) and later transcendence needs (Maslow, 1970b).
Changes to the original five-stage model are indented and include a seven-stage model and a eight-stage model, both developed during the 1960's and 1970s.
1. Biological and Physiological needs - air, food, drink, shelter, warmth, sex, sleep, etc.
2. Safety needs - protection from elements, security, order, law, stability, etc.
3. Love and belongingness needs - friendship, intimacy, affection and love, - from work group, family, friends, romantic relationships.
4. Esteem needs - self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc.
5. Cognitive needs - knowledge, meaning, etc.
6. Aesthetic needs - appreciation and search for beauty, balance, form, etc.
7. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.
8. Transcendence needs - helping others to achieve self actualization.
In, Dr. Abraham Maslow 's article "A Theory of Human Motivation" appeared in Psychological Review, which were further expanded upon in his book: Toward a Psychology of Being In this article, Abraham H. Maslow attempted to formulate a needs-based framework of human motivation and based upon his clinical experiences with people, rather than as did the prior psychology theories of his day from authors such as Freud and B.F. Skinner, which were largely theoretical or based upon animal behavior. From this theory of motivation, modern leaders and executive managers find means of motivation for the purposes of employee and workforce management. Abraham Maslow's book Motivation and Personality (), formally introduced the Hierarchy of Needs.
The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick or act evilly.
As a result, for adequate workplace motivation, it is important that leadership understands the needs active for individual employee motivation. In this manner, Maslow's model indicates that fundamental, lower-order needs like safety and physiological requirements have to be satisfied in order to pursue higher-level motivators along the lines of self-fulfillment. As depicted in the following hierarchical diagram, sometimes called 'Maslow's Needs Pyramid' or 'Maslow's Needs Triangle', after a need is satisfied, it stops acting as a motivator and the next need one rank higher starts to motivate as it attain psychological precedence.
Self-Actualization
Self-actualization is the summit of Maslow's motivation theory. It is about the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow.
Self-actualized people tend to have motivators such as:
Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to Maslow, only a small percentage of the population reaches the level of self-actualization.
Esteem Needs
After a person feels that they "belong", the urge to attain a degree of importance emerges. Esteem needs can be categorized as external motivators and internal motivators.
Internally motivating esteem needs are those such as self-esteem, accomplishment, and self respect. External esteem needs are those such as reputation and recognition.
Some examples of esteem needs are:
Maslow later improved his model to add a layer in between self-actualization and esteem needs: the need for aesthetics and knowledge.
Social Needs
Once a person has met the lower level physiological and safety needs, higher level motivators awaken. The first level of higher level needs are social needs. Social needs are those related to interaction with others and may include:
Safety Needs
Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by:
According to the Maslow hierarchy, if a person feels threatened, needs further up the pyramid will not receive attention until that need has been resolved.
Physiological Needs
Physiological needs are those required to sustain life, such as:
According to this theory, if these fundamental needs are not satisfied, then one will surely be motivated to satisfy them. Higher needs such as social needs and esteem are not recognized until one satisfies the needs basic to existence.
Applying Maslow's Needs Hierarchy - Business Management Implications
If Maslow's theory is true, there are some very important leadership implications to enhance workplace motivation, and you don't need a masters in applied psychology, for it to be evident. There are employee motivation opportunities by motivating each employee through their style of management, compensation plans, role definition, and company activities.
Remember, everyone is not motivated by same needs. At various points in their lives and careers, various employees will be motivated by completely different needs. It is imperative that you recognize each employee's needs currently being pursued. In order to motivate their employees, leadership must be understand the current level of needs at which the employee finds themselves, and leverage needs for workplace motivation.
Maslow's Theory - Limitations and Criticism
Though Maslow's hierarchy makes sense intuitively, little evidence supports its strict hierarchy. Actually, recent research challenges the order that the needs are imposed by Maslow's pyramid. As an example, in some cultures, social needs are placed more fundamentally than any others. Further, Maslow's hierarchy fails to explain the "starving artist" scenario, in which the aesthetic neglects their physical needs to pursuit of aesthetic or spiritual goals. Additionally, little evidence suggests that people satisfy exclusively one motivating need at a time, other than situations where needs conflict.
While scientific support fails to reinforce Maslow's hierarchy, his thery is very popular, being the introductory motivation theory for many students and managers, worldwide. To handle a number of the issues of present in the Needs Hierarchy, Clayton Alderfer devised the ERG theory, a consistent needs-based model that aligns more accurately with scientific research.
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The Main Difference
To distract people from higher needs, threaten their lower needs. It is no surprise that poison has been effectively used to bring down kings and princes without necessarily killing them.
Perceive and help people to meet the needs on which they currently focused. Their attention is here and they will thank you for assistance in meeting their present needs.
Encourage them reach up to higher needs. Let them see and reach up to the greater things in life. Create a tension which you can use for your purpose.
Seek only needs at your current level. Neither retreat too rapidly to lower needs nor reach too quickly for higher needs. When you are ready, only then reach in your own time for higher needs. If other people seek to help you, you may accept their help but are not obliged to repay in any way they demand.
Concept of Malsow’s theory
In 1943 Abraham Maslow, one of the founding fathers of humanist approaches to management, wrote an influential paper that set out five fundamental human needs needs and their hierarchical nature. They are quoted and taught so widely now that many people perceive this model as the definitive set of needs and do not look further.
The hierarchical effect
A key aspect of the model is the hierarchical nature of the needs. The lower the needs in the hierarchy, the more fundamental they are and the more a person will tend to abandon the higher needs in order to pay attention to sufficiently meeting the lower needs. For example, when we are ill, we care little for what others think about us: all we want is to get better.
Maslow called the first four needs 'D-need' as they are triggered when we have a deficit. Only self-actualization is a need that we seek for solely positive reasons. Maslow also called them 'instinctoid' as they are genetically programmed into us as essential for evolutionary survival. Loss of these during childhood can lead to trauma and lifelong fixation.
Click on the needs in the diagram below for more detail, or read below for a quick summary of each.
Note that in practice this hierarchy is only approximate and you do not have to have your physiologically needs fully satisfied before going on to seeking higher needs. In their global survey, for example, Tay and Diener (2011) found that people can be living in hazardous poverty and yet still derive much satisfaction from having social needs (belonging and esteem) fulfilled.
The five needs
· Physiological needs are to do with the maintenance of the human body. If we are unwell, then little else matters until we recover.
· Safety needs are about putting a roof over our heads and keeping us from harm. If we are rich, strong and powerful, or have good friends, we can make ourselves safe.
· Belonging needs introduce our tribal nature. If we are helpful and kind to others they will want us as friends.
· Esteem needs are for a higher position within a group. If people respect us, we have greater power.
· Self-actualization needs are to 'become what we are capable of becoming', which would our greatest achievement.
Three more needs
These are the needs that are most commonly discussed and used. In fact Maslow later added three more needs by splitting two of the above five needs.
Between esteem and self-actualization needs was added:
· Need to know and understand, which explains the cognitive need of the academic.
· The need for aesthetic beauty, which is the emotional need of the artist.
Self-actualization was divided into:
· Self-actualization, which is realizing one's own potential, as above.
· Transcendence, which is helping others to achieve their potential.
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