HCM 433 MANGEMENT AND ORGANIZATIONAL BEHAVIOUR.pdf

(4) Esteem needs. According to Maslow, once people begin to satisfy their need to belong
they tend to want to be held in esteem both by themselves and by others. This kind of
need produces such satisfactions as power, prestige, status and self-confidence.
Respected job titles and large offices are among the things that businesses can provide
to address these needs.
(5) Need for self-actualization. Maslow regards this as the highest need in his hierarchy. It
is the desire to become what one is capable of becoming – to maximise one’s
potential and to achieve something new and meaningful. Challenging job
assignments can help satisfy these needs.
Maslow’s theory recognizes that because different people have different needs, they are motivated
by different things and the arrangement of needs appear to have a realistic basis and has been
influential in the study of motivation. Unfortunately, it provides few specific guidelines relating
Maslow’s theory to the work situation.
Furthermore, post Maslow’s model researchers found that:
(i)
Hierarchy varies widely, not only for different people but across different
cultures
(ii)
(iii)
There is little evidence to support Maslow’s theory that human needs form a
hierarchy
There is also doubt about the time which elapses between the satisfaction of a
lower level need and the emergence of a higher level need.
iii) Alderfers Modified Need Hierarchy Theory
A modified need hierarchy model has been presented by alderfer (Mullins, 1996). The model
rearranged Maslow’s five levels of need in to only three levels based on the core needs of
existence, relatedness and growth (ERG theory). This relationship is shown in figure 1.3
below
Maslow’s hierarchy Alderfer’s Herzberg’s
Of needs EGR theory two factors theory
Physiological Existence Hygiene Factors
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