BUS272 TB

130 Part 2 Striving for Performance
EXHIBIT 4-1 Maslow’s Hierarchy of Needs Applied to the Workplace
Self-
Actualization
Self-Esteem
Belonging
Safety
Physiological
Results
Recognition
Culture
Job Security
Salary and Rewards
Source: C. Conley, Peak: How Great Companies Get Their Mojo From Maslow (San Francisco: Jossey-Bass, 2007). ISBN: 978-0787988616.
Copyright © John Wiley & Sons.
• Esteem. Includes internal esteem factors such as self-respect, autonomy, and
achievement; and external esteem factors such as status, recognition, and
attention.
• Self-actualization. Includes growth, achieving one’s potential, and selffulfillment.
This is the drive to become what one is capable of becoming.
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Motivation
lower-order needs Needs that are
satisfied externally, such as physiological
and safety needs.
self-actualization The drive to
become what a person is capable of
becoming.
higher-order needs Needs that
are satisfied internally, such as social
(belonging), self-esteem, and selfactualization
needs.
Although no need is ever fully met, a substantially satisfied need no longer motivates.
Thus, as each need becomes substantially satisfied, the next need becomes dominant.
This is what Maslow means by moving up the steps of the hierarchy. So if you want
to motivate someone, according to Maslow, you need to understand what level of the
hierarchy that person is currently on and focus on satisfying needs at or above that level.
Exhibit 4-1 identifies Maslow’s hierarchy of needs on the left, and then illustrates how
these needs are applied in the workplace. 11
Maslow separated the five needs into higher and lower orders. Physiological and
safety needs, where people start, are lower-order needs , and social (belonging),
self-esteem, and self-actualization are higher-order needs . Higher-order needs are
satisfied internally (within the person), whereas lower-order needs are mainly satisfied
externally (by rewards such as pay, union contracts, and tenure).
Maslow’s theory has received wide recognition, particularly among practising
managers. It’s intuitively logical and easy to understand, even though little research
supports the theory. Maslow himself provided no empirical evidence, and few studies
have been able to validate it. 12 One 2011 study differs in its findings, however. Using
data from 123 countries, the study found that Maslow’s needs are universally related
to individual happiness, but that the order of need fulfillment had little bearing on life
satisfaction and enjoyment. Lower-order needs were related to positive life evaluation,
while higher-order needs were linked to enjoying life. The researchers concluded that
the findings overall supported Maslow’s theory. 13
Some researchers have attempted to revive components of the need hierarchy
concept, using principles from evolutionary psychology. 14 They propose that lowerlevel
needs are the chief concern of immature animals or those with primitive nervous
systems, whereas higher needs are more frequently observed in mature animals with
more developed nervous systems. They also note distinct underlying biological systems
for different types of needs.
Motivation–Hygiene Theory
Believing that an individual’s relationship to work is basic and that attitude toward this
work can very well determine success or failure, Frederick Herzberg wondered, “What
do people want from their jobs?” He asked people to describe, in detail, situations in
which they felt exceptionally good or bad about their jobs. The replies people gave when