The
hierarchy of needs is about human needs which has been developed by Abraham
Maslow. According to Onah, (2015), this theory
explains that human is motivated through the achievement of five different
levels of needs called physiological needs, safety needs, social needs,
self-esteem needs and self-actualization needs.
Source: Hierarchy of needs (Onah, 2015)
01. Physiological needs – these are basic human needs which are essential for the survival of
the humans in society (Aruma & Hanachor, 2017). According to Anyanwu, et al., (1985), this includes the
basic needs such as clothes, foods, water, and shelter. When we apply this to
the research engineers as an employee the basic human needs will be the salary,
accommodation, foods that they are receiving from the company to ensure their survival.
02. Safety needs
– the protection and the survival from different dangers, social disturbances
and chaotic situations which are happening in human environment is known as
safety needs (Aruma & Hanachor, 2017). Further according
to Stantrock, (2011), there can be lots
of uncertainties which can impact on the peaceful existences of people in the
society. In relation to research engineers, companies must make sure to provide
necessary job security for them and if they feel like they have a threat for
their job they will be demotivated.
03. Social Needs
– the feeling of belonging to a certain social organization in the society is
known as social needs (Aruma & Hanachor, 2017). When people have
the safety then they tend to concern about the belonging to a certain social
group to be loved in society (Mulwa, 2008).
In the case of engineering employees in a research industry, they need to have a
good relationship with other colleagues from different engineering specialities
in terms of working on different projects. All the colleagues must be very
friendly and supportive, and they must feel as they are a part of this group
and valued. Motivation can arise from a such a feeling since most of the times research
engineers are working as a team.
04. Self-esteem needs – According to Aruma & Hanachor, (2017),
individuals are always seeking prestige in their environment once they get the
security from their respective social groups. According to Anyanwu, et al., (1985), once the
people satisfy their social needs, they tend to achieve recognition, respect,
status from those people who are in the social groups. When it comes to the research
engineers this is highly applicable since they are always seeking recognition
and respect for their works. They always tend to introduce new products,
services and in return they expect the necessary recognition. Further they are always
concern about their reputation.
05. Self-actualization needs – This explains the peoples’ aim to improve their
potential and hidden talents in the society (Aruma & Hanachor, 2017). According to Onah, (2015), people tend to
achieve their full potential to become the best in the society in the area of
that they are capable. When it comes to the research and development engineers,
they always give their maximum effort to be the best in the world or in the organization
in terms of innovation. They always develop themselves, learn through trial and
error to achieve their full potential.
Hence,
the companies can apply this model to understand what engineering employees
need and motivate them by satisfying such needs accordingly.
References
Anyanwu, C. N. et al., 1985. Adult Education and
Community Development.
Aruma, E. O. & Hanachor, M. E., 2017. Abraham Maslow's
Hierarchy of Needs and Assessment of Needs in Community Development. International
Journal of Development and Economic Sustainability, 5(7), pp. 15-27.
Mulwa, F. W., 2008. Demystifying participatory community
development : beginning from the people, ending at the people. Nairobi:
Paulines Publications Africa.
Onah, F. O., 2015. Human Resource Management. 4 ed.
Enugu: John Jacob’s Classic Publishers Ltd..
Stantrock, J. W., 2011. Educational Psychology. 5
ed. New York: McGraw-Hill.
Hi Dumindu. I agree with your post. In understanding the requirements of the staff and determining how to meet their needs, the Maslow's theory is very helpful. This theory suggests that if these needs are being deprived of by the organisations it will result in to have a negative impact on attitudes and behaviours of employees (McGrath and Bates, 2017).
ReplyDeleteNice post Dumindu.When it comes to Needs safety requirements, managers should provide employees with job security, a safe and hygienic work environment and retirement benefits. When it comes to respectful needs, managers can appreciate and reward employees for meeting and exceeding employee goals. A qualified employee can be given a higher job/position within the organization (Maslow, A. H. 2013)
ReplyDeleteHi Dumindu. Interesting discussion on the Maslow's hierarchy of needs theory. Whilst its being widely used and practiced, Atchison, (2003) argues that monetary reward becomes an entitlement and not a motivator because of the high predictability of receipt of such payment.
ReplyDeleteHi Dumindu, Agreed. Further, Maslow also suggested that there are several prerequisites to be prepared to meet the needs and he believed that having these prerequisites make it easier for people to achieve their needs (Hopper, 2020).
ReplyDelete