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ABRAHAM MASLOW HIERARCHY NEEDS One of the many interesting things Maslow noticed while he worked with monkeys

early in his career, was that some needs take precedence over others. For example, if you are hungry and thirsty, you will tend to try to take care of the thirst first. After all, you can do without food for weeks, but you can only do without water for a couple of days! Thirst is a “stronger” need than hunger. Likewise, if you are very thirsty, but someone has put a choke hold on you and you can’t breathe, which is more important? The need to breathe, of course. Maslow took this idea and created his now famous hierarchy of needs, they are:

The physiological needs: These include the needs we have for oxygen, water, protein, salt, sugar, calcium, and other minerals and vitamin The safety and security needs: People will become increasingly interested in finding safe circumstances, stability and protection. You might develop a need for structure, for order, some limits The love and belonging needs: Individuals begin to feel the need for friends, a sweetheart, children; affectionate relationships in general, even a sense of community. Looked at negatively, you become increasing susceptible to loneliness and social anxieties The esteem needs: two versions of esteem needs, a lower and a higher one:

mastery. and use those needs as levers of motivation. the fullest. The higher form involves the need for self-respect. dignity.hence the term. self-actualization. and compensation packages: some examples of which are as follows: Physiological needs: Provide lunch breaks. To motivate an employee.g. Self-actualization needs: Provide employees a challenge and the opportunity to reach their full career potential However. recognition. And yet we can find many . The lower one is the need for the respect of others. rest breaks and wages that are sufficient to purchase the essential of life. job. Offer job titles that convey the importance of the position. Maslow’s hierarchy needs lack scientific support Another point is that he asks that we pretty much take care of our lower needs before self-actualization comes to the forefront. “you” -. and freedom Self-actualization: These are needs that do not involve balance or homeostasis (remaining stable / same. company events. Implication for Management: There are opportunities to motivate employees through management style. Once engaged.. some culture appears to place social needs before any other s. and job security. including such feelings as confidence. they continue to be felt. It is important to understand the needs being pursued by each employee.at any time different people may be motivated by entirely different factors. Limitation of Maslow’s Hierarchy needs theory: There is little evidence to support its hierarchical aspects for e. attention. fame.a. to “be all that you can be. glory. Esteem needs: Recognize achievements to make employees feel appreciated and valued. not all people are driven by the same needs . the manager must be able to recognize the needs level at which the employee is operating. Safety and security needs: Provide a sage working environment. In fact. design. independence. the need for status. retirement benefits. Love and belonging needs: Create a sense of community via team-based projects and social. they are likely to become stronger as we “feed” them! They involve the continuous desire to fulfill potentials. b. competence. appreciation.” They are a matter of becoming the most complete. even dominance. achievement. reputation.

If you think about Galileo..examples of people who exhibited at very least aspects of self-actualization who were far from having their lower needs taken care of.. or Rembrandt. Weren’t these people engaged in some form of self-actualization? . who could barely keep food on the table if you know what I mean. Eg.. Many of our best artists and authors. who prayed for ideas that would sell.