Are you aware of Maslow's hierarchy of needs, what are it's benefits when planning for employees motivation training ?

Employees shift focus and lose motivation at work due to many reasons. Gradual decrease in  inspiration due to volatile or erratic nature of their leads and managers are the most common reasons we see.

 

Quoting the levels from Abraham Maslow's hierarchy of needs Belonging, Esteem and Self actualization seem to be vital to uplift employee morales.The diagnosis on the attention shift from set goals should be done and a major of them can be addressed when they motivator is taken to confidence.

 

Good morning Mr. Sami and thanks for your interesting question.

However, as a 'double service' specialist (clinical & organisational) with25+ yrs experience, I would not assume that Maslow's theoretical framework is the most useful 'strictly operative' tool in the majority of training plannings. This comes for a number of reasons, but basically it should be clearly taken into account that Abraham Maslow himself never applied 'in the field' his theories (differently from Carl Rogers, but in this specific case, it was done only at a clinical level), in particular at an organisational level.

In any case, from time to time, I find useful to introduce and discuss these issues at a top executive level just as a starting points of reflection to develop proper organisational strategies to increase/optimize overall employees morale. I hope this helps.  

 

Needs theories attempt to identify internal factors that motivate an individual's behavior and are based on the premise that people are motivated by unfulfilled needs. For example, if you were dissatisfied with living in your parents' basement at age 40, you might go out and find your own apartment. In doing so, you will fulfill the need for privacy, independence and the ability to bring a date home without having to explain why you still live with your parents. Needs are psychological or physiological insufficiencies that provoke some type of behavioral response. The needs a person has can range from weak to strong and can vary based on environmental factors, time and place.

Maslow believed that these needs exist in a hierarchical order. This progression principle suggests that lower-level needs must be met before higher-level needs. The deficit principle claims that once a need is satisfied, it is no longer a motivator because an individual will take action only to satisfy unmet needs. 

 

 

It's true, Maslow's hierarchy is right! Everybody has different needs, but if you know what you want, what you expect, what you want to reach, this is the best motivation = self-motivation!

the benefit is that we need to analyze each employee and candidate.

senior management will have diffrent needs and different motivating factors as he is really in the self actualization phase.

 ablue collar worker or a newly enrolled college graduate will fall in the category of belonging, he want to start making ends meet and progress from there,he is still in the basic need hierarchy,

a line manager or junior engineer ...etc. will be in the esteem area where his basic needs have already been met, he is in phase2 now.

you must understand this theory to know the exact motivational role to play as a leader.

 

 

It's understanding employees needs, to perform in different working/company, environments and culture's.

 

This can be addressed with team brainstroming meeting's and appraisals (individual)

Maslow’s hierarchical model, a classical one, says that you first have to satisfy physiological needs, then you have to offer them safety (from physical and emotional harm), consequently you must satisfy them socially, after thatyou can motivate them by satisfying their esteem (internal as well as external), and only then, when all the previous needs are satisfied, you can motivate them by letting your employees actualize themselves through their work. So if you want to motivate someone, according to Maslow, you need to understand what level of hierarchy that person is currently on and focus on satisfying those needs at or above that level.

Hello from Sandeep 

Definately, primarily Maslow theory is applicable ,who are in the bigining of career. Once u are at some level of position your expentancy theory and eqiulty theory simultenously workable.

motivating employees theoritically at the middle mgt level not worth workable , but at the same time directors could provide them a authority with appropriate levels with a Total quality management philosophy with mentoring by Directors. could be workable. 

 

Regards

Sandeep

Maslow's hierarchy spoke about the needs that a person needs in his life, starting with the physiological needs, then the security and social needs, and concluding them according to their importance. Physiological needs come first, as well as personal security, job security, resources and health security is necessary as stipulated in Islam.

The number one benefit of Maslow's theory is that it serves as an employer or a leader's navigational map in the never ending development of peoples' motivational needs from the primal and basic towards the developed and sophisticated.

You'll know excatly what you need to motivate the trainee,

self-esteem trainee definitely are different than basic need ones

people get motivated by recognition and other by money