MASLOW THEORY /

HIERARCHY OF NEEDS

JAZWAN
ASYRAN
FIZA
SAZURANI
FATI
 DEFINITION
• Maslow identified five levels of human needs
that motivate behavior.
• As each lower-level need is satisfied, the next
higher need becomes more important to a
person and must be attended. 
• Physiological needs - these are biological
requirements for human survival, e.g. air, food,
drink, shelter, clothing, warmth, sex, sleep.
• If these needs are not satisfied the human
body cannot function optimally. Maslow
considered physiological needs the most
important as all the other needs become
secondary until these needs are met.
• Safety needs – protection, security, shelter,
order, law, stability, freedom from fear.

• Love and belongingness needs - relationships

that provide affection, caring, and belonging. 
• Examples include friendship, intimacy, trust,
and acceptance, receiving and giving affection
and love.
• Esteem needs - which Maslow classified into two
categories:
• (i) esteem for oneself - dignity, achievement,
mastery, independence
• (ii) the desire for reputation or respect from others
(e.g., status, prestige).
• Maslow indicated that the need for respect or
reputation is most important for children and
adolescents and precedes real self-esteem or dignity.
• Self-actualization needs - realizing personal
potential, self-fulfilment, seeking personal
growth and peak experiences.
• A desire “to become everything one is capable
of becoming”(Maslow, 1987, p. 64).
Application of Maslow Theory in Workplace

• The most basic level of needs we find in the workplace

might be thought of as the safety and security needs.
• This is very important to understand because if
management does not provide resources (physical and
psychosocial) to fulfill these needs, a culture of fear
will likely exist.
• Employees will be working to avoid negative
consequences rather than working to obtain positive
consequences. "Consequently" long-term productivity
suffers.
• In such a production-only culture, a natural
conflict exists between working fast and
working safe. If the employee doesn't work
fast enough, job security is in jeopardy. In such
instances, working fast will win the conflict.
• In a safe-production culture, working safe is
the primary criteria for job security. The
employee's job security is assured by working
safe which is considered professional behavior.
 Herzberg's Two-Factor Theory
Frederick Herzberg studied many workers and discovered that
work satisfaction was determined primarily along two dimensions:

• Motivators: Factors associated with performance such as:

recognition, achievement, responsibility, authority, and
payment.

• Hygiene Factors: Working conditions like: safety, location;

quality of supervision, and relationships.
 Herzberg argued that job
dissatisfaction was caused
primarily by a lack of
hygiene factors, while job
satisfaction was caused by
the presence of motivators.

The point is that, for a

worker to be satisfied and
motivated, both hygiene
and motivator factors must
be present.
 Reference
• https://simplypsychology.org/maslow.html
• https://www.oshatrain.org/notes/1cnotes06.h
tml