Maslow’s hierarchy of needs: Difference between revisions
No edit summary |
Tanvivartak (talk | contribs) |
||
| (13 intermediate revisions by one other user not shown) | |||
| Line 1: | Line 1: | ||
=='''Overview'''== | =='''Overview'''== | ||
[[File:MaslowsHierarchyofNeeds.jpeg|thumb|Maslow’s hierarchy of needs]] | [[File:MaslowsHierarchyofNeeds.jpeg|thumb|Maslow’s hierarchy of needs [https://www.simplypsychology.org/maslow.html image source]|link=https://www.simplypsychology.org/maslow-needs(3).webp]] | ||
<p>The American psychologist Abraham Maslow (Maslow. A.H.) established the Hierarchy of Needs theory from the standpoint of human motivation, which emphasizes that human motivation is influenced by human requirements, including the five-level model of human needs, which is commonly shown as a hierarchy within a pyramid. A person also has a dominant need and a set of subordinate needs at every stage of their life. There are five categories used to categorize human needs: Physiology, Safety, Belonging and love, Esteem, and Self-actualization. Needs are formed and satisfied in a hierarchy from low to high. <ref name="Martinez">Martinez, M. E. (2010). Emotion, Motivation, and Volition. In Learning and Cognition: The Design of the Mind (pp. 153–188). Boston: Merrill. http://books.google.com/books?id=wqFWAAAAYAAJ</ref>The first four levels are commonly referred to as deficiency needs, while the highest level is referred to as growth needs. <ref name="SimplyPsychology">Mcleod, S. (2020, December 29). Maslow’s Hierarchy of Needs. Simply Psychology. https://www.simplypsychology.org/maslow.html</ref> | <p>The American psychologist Abraham Maslow (Maslow. A.H.) established the Hierarchy of Needs theory from the standpoint of human motivation, which emphasizes that human motivation is influenced by human requirements, including the five-level model of human needs, which is commonly shown as a hierarchy within a pyramid. A person also has a dominant need and a set of subordinate needs at every stage of their life. There are five categories used to categorize human needs: Physiology, Safety, Belonging and love, Esteem, and Self-actualization. Needs are formed and satisfied in a hierarchy from low to high. <ref name="Martinez">Martinez, M. E. (2010). Emotion, Motivation, and Volition. In Learning and Cognition: The Design of the Mind (pp. 153–188). Boston: Merrill. http://books.google.com/books?id=wqFWAAAAYAAJ</ref>The first four levels are commonly referred to as deficiency needs, while the highest level is referred to as growth needs. <ref name="SimplyPsychology">Mcleod, S. (2020, December 29). Maslow’s Hierarchy of Needs. Simply Psychology. https://www.simplypsychology.org/maslow.html</ref> | ||
[[File:DynamicHierarchyofNeeds.jpeg|right|thumb|Dynamic Hierarchy of Needs]] | [[File:DynamicHierarchyofNeeds.jpeg|right|thumb|Dynamic Hierarchy of Needs [https://www.researchgate.net/publication/358566524_Education_Theory_Made_Practical_Volume_4 image source]|link=https://www.researchgate.net/profile/Teresa-Chan-8/publication/358566524/figure/fig2/AS:1122813750587393@1644711067353/Dynamic-trending-of-Maslows-Hierarchy-of-Needs-The-figure-outlines-the-dynamic-natures.png]] | ||
<p>Maslow<ref name="Maslow1943">Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-96.</ref>highlighted how the different levels of requirements are related. People require motivation to meet specific demands, some of which are more important than others. And the formation of these demands develops in a wave-like fashion from lower to higher levels. The process is that the higher-level needs emerge after the lower-level needs' peak has passed but has not quite vanished, and the higher-level requirements steadily expand until they totally override the lower-level need<ref name="DynamicHierarchyofNeeds">Krzyzaniak, Sara & Messman, Anne & Robinson, Daniel & Schnapp, Benjamin & Li-Sauerwine, & Gottlieb, Michael & Chan, Teresa. (2022). Education Theory Made Practical: Volume 4. </ref>. | <p>Maslow<ref name="Maslow1943">Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-96.</ref>highlighted how the different levels of requirements are related. People require motivation to meet specific demands, some of which are more important than others. And the formation of these demands develops in a wave-like fashion from lower to higher levels. The process is that the higher-level needs emerge after the lower-level needs' peak has passed but has not quite vanished, and the higher-level requirements steadily expand until they totally override the lower-level need<ref name="DynamicHierarchyofNeeds">Krzyzaniak, Sara & Messman, Anne & Robinson, Daniel & Schnapp, Benjamin & Li-Sauerwine, & Gottlieb, Michael & Chan, Teresa. (2022). Education Theory Made Practical: Volume 4. </ref>. | ||
<p>Therefore, finding food to eat is a person's first priority in life when they are both hungry and alone. If his most fundamental need—to satisfy his hunger—is satisfied, he will then realize that he is an insecure person, and his pursuit of life is security. The same is true for the demands of love, respect, and belonging; if these needs are not satisfied, there would be a shortfall<ref name="Martinez" />. | <p>Therefore, finding food to eat is a person's first priority in life when they are both hungry and alone. If his most fundamental need—to satisfy his hunger—is satisfied, he will then realize that he is an insecure person, and his pursuit of life is security. The same is true for the demands of love, respect, and belonging; if these needs are not satisfied, there would be a shortfall<ref name="Martinez" />. | ||
| Line 8: | Line 8: | ||
=='''Evidence'''== | =='''Evidence'''== | ||
<p>Despite cultural differences, universal human wants appear to be present. In order to evaluate Maslow's hypothesis, Tay and Diener <ref name="TayandDiener">Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world. Journal of Personality and Social Psychology, 101(2), 354-356.</ref>looked at the connection between meeting needs and subjective well-being (SWB). They did this by analyzing data from 60,865 people across 123 different nations and regions. The findings of this study strongly confirm Maslow's theory of universal needs and give substantial proof.<p> | <p>Despite cultural differences, universal human wants appear to be present. In order to evaluate Maslow's hypothesis, Tay and Diener <ref name="TayandDiener">Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world. Journal of Personality and Social Psychology, 101(2), 354-356.</ref>looked at the connection between meeting needs and subjective well-being (SWB). They did this by analyzing data from 60,865 people across 123 different nations and regions. The findings of this study strongly confirm Maslow's theory of universal needs and give substantial proof.<p> | ||
<p>The participants in the survey were queried about six requirements that are analogous to those in Maslow's model: The first level of fundamental needs (such as sustenance and housing), in ascending order security, social needs (like affection and assistance), esteem, mastery, and self-auto. They also assessed their well-being using three metrics: general life evaluation, positive emotions (like happiness and enjoyment), as well as negative emotions, such as distress, anger, or anxiety<ref name="SimplyPsychology" />. The results | <p>The participants in the survey were queried about six requirements that are analogous to those in Maslow's model: The first level of fundamental needs (such as sustenance and housing), in ascending order security, social needs (like affection and assistance), esteem, mastery, and self-auto. They also assessed their well-being using three metrics: general life evaluation, [[Learning emotions | positive emotions]] (like happiness and enjoyment), as well as [[Learning emotions | negative emotions]], such as distress, anger, or anxiety<ref name="SimplyPsychology" />. The experiment results show that, among Maslow's demands, meeting basic requirements is substantially related to life evaluation. Positive emotions were linked to social and respect needs, whereas negative emotions were linked to basic, respect, and autonomy needs<ref name="TayandDiener" /> .<p> | ||
<p>The findings of this research provide credence to the notion that universal human needs seem to exist independent of cultural variations. However, given disparities in national circumstances, there may be variances in the ordering of needs in the hierarchy, and both individual and societal variables have a role in satisfying various needs that are connected with different elements of well-being.<p> | <p>The findings of this research provide credence to the notion that universal human needs seem to exist independent of cultural variations. However, given disparities in national circumstances, there may be variances in the ordering of needs in the hierarchy, and both individual and societal variables have a role in satisfying various needs that are connected with different elements of well-being.<p> | ||
=='''Implication'''== | =='''Implication'''== | ||
[[File:Motivatingemployees.jpeg|thumb|Maslow’s hierarchy of needs implied in employee movement [https://www.incentivesolutions.com/blog/employee-engagement-hierarchy-needs/ image source]|link=https://www.incentivesolutions.com/wp-content/uploads/2014/08/maslows-hierarchy-employee-engagement.png]] | |||
<p>Maslow's hierarchy of needs theory continues to be a solid guide for motivating employees. Maslow's hierarchy of needs theory says that humans have a hierarchy of wants that must be addressed in order for them to be motivated. Applying the hierarchy of needs theory to inspire employees requires a clear understanding of the demands of the workforce<ref name="Sadri&Bowen">Sadri, G., & Bowen, R. C. (2011). Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(11), 44–48.</ref>.<p> | <p>Maslow's hierarchy of needs theory continues to be a solid guide for motivating employees. Maslow's hierarchy of needs theory says that humans have a hierarchy of wants that must be addressed in order for them to be motivated. Applying the hierarchy of needs theory to inspire employees requires a clear understanding of the demands of the workforce<ref name="Sadri&Bowen">Sadri, G., & Bowen, R. C. (2011). Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(11), 44–48.</ref>.<p> | ||
<p>This idea contends that individuals are driven to start at the base of the pyramid in order to satisfy their wants before moving steadily upward. This implies that if a worker's fundamental physical and security requirements aren't satisfied, they might not be particularly motivated to carry out duties that satisfy their social or self-esteem needs.<p> | <p>This idea contends that individuals are driven to start at the base of the pyramid in order to satisfy their wants before moving steadily upward. This implies that if a worker's fundamental physical and security requirements aren't satisfied, they might not be particularly motivated to carry out duties that satisfy their social or self-esteem needs.<p>[[File:MaslowshierarchofneedsEmployeeMotivation.jpeg|thumb|Maslow’s hierarchy of needs and employee movement <br>image from: [https://www.incentivesolutions.com/blog/employee-engagement-hierarchy-needs Maslow’s hierarchy of needs and employee movement]]] | ||
Organizations can use Maslow's hierarchy of needs to understand their employees' requirements and discover strategies to meet them in the context of employee motivation. For instance, in order to meet the physiological and safety demands of its employees, a firm may need to offer fair and competitive compensation. This can make sure that workers are driven to show up for work and complete their tasks. Organizations can use Maslow's hierarchy of wants to encourage workers in addition to paying them fairly by establishing a secure work environment. This can help to fulfill employees' safety needs and make them feel more motivated to work. | Organizations can use Maslow's hierarchy of needs to understand their employees' requirements and discover strategies to meet them in the context of employee motivation. For instance, in order to meet the physiological and safety demands of its employees, a firm may need to offer fair and competitive compensation. This can make sure that workers are driven to show up for work and complete their tasks. Organizations can use Maslow's hierarchy of wants to encourage workers in addition to paying them fairly by establishing a secure work environment. This can help to fulfill employees' safety needs and make them feel more motivated to work. | ||
<p>In order to satisfy employees' desires for self-actualization and esteem, corporations might provide possibilities for personal growth and development. This may entail offering training and development opportunities as well as chances for growth within the company<ref name="Gunn"> | <p>In order to satisfy employees' desires for self-actualization and esteem, corporations might provide possibilities for personal growth and development. This may entail offering training and development opportunities as well as chances for growth within the company<ref name="Gunn"> | ||
Gunn, N. (2022, June 8). Employee Engagement and Maslow’s Hierarchy of Needs. Incentive Solutions.https://www.incentivesolutions.com/blog/employee-engagement-hierarchy-needs/</ref>. | Gunn, N. (2022, June 8). Employee Engagement and Maslow’s Hierarchy of Needs. Incentive Solutions.https://www.incentivesolutions.com/blog/employee-engagement-hierarchy-needs/</ref>. | ||
Maslow's Hierarchy of Needs is particularly effective for assessing employee motivation and developing strategies to address their needs in order to enhance motivation and productivity. At the same time, the needs of employees in various organizations, at various times, and for various individuals within the organization are highly variable and change regularly. In order to target their motivation, employers should periodically do research using a variety of methods to identify the unmet requirements of their employees.<p> | Maslow's Hierarchy of Needs is particularly effective for assessing employee motivation and developing strategies to address their needs in order to enhance motivation and productivity. At the same time, the needs of employees in various organizations, at various times, and for various individuals within the organization are highly variable and change regularly. In order to target their motivation, employers should periodically do research using a variety of methods to identify the unmet requirements of their employees.<p> | ||
=='''Challenges and Further Consideration'''== | =='''Challenges and Further Consideration'''== | ||
<p>Maslow's Hierarchy of Needs has had a significant impact on management and marketing outside of academia, maybe because it describes what the majority of people see in themselves and in others right away<ref name="Abulof">Abulof, U. (2017). Introduction: Why We Need Maslow in the Twenty-First Century. Society, 54(6), 508–509. https://doi.org/10.1007/s12115-017-0198-6</ref>. Maslow's theories are still debatable in academic circles, and his methodology is their most significant flaw. Maslow's sample of the research was mainly limited to biographies of highly educated white males such as Thomas Jefferson, Abraham Lincoln, Albert Einstein, and Beethoven Because of his preference for self-actualized people in his sample, this method of the biographical study is more biased. Maslow, on the other hand, only examines groups of women who make up a small part of the sample, and cases where there is little disability or ill health <ref name="Motivation">Maslow, A (1954). Motivation and personality. New York, NY: Harper. ISBN 978-0-06-041987-5.</ref>. His theory, therefore, lacks overall validity in its extension to women and individuals from lower social classes or different races.<p> | |||
<p>In general, Maslow's theory is skewed toward a humanistic psychology theory that is not founded on experimentation and is mostly subjective. So, while further research appears to corroborate the existence of universal human needs and the relationship between how individuals seek and satisfy needs, the application of Maslow's concepts to particular circumstances or to various Eastern cultures remains extremely disputed <ref name="TayandDiener"/>.For example, in certain societies where a huge percentage of people live in poverty (e.g., Africa), there are definitely people who can satisfy higher wants such as love and belonging. However, according to Maslow's hierarchy of requirements, individuals should be unable to meet higher development demands since they struggle to meet extremely fundamental physical needs<ref name="SimplyPsychology"/>. So, there is a need to investigate various distinct cultures in order to further validate the theory beyond its generality, as well as to consider the possibilities of motivating specific cases in the framework of applying Maslow’s hierarchy of needs.<p> | |||
=='''References'''== | =='''References'''== | ||
Latest revision as of 20:20, 23 February 2023
Overview[edit | edit source]
.webp)
The American psychologist Abraham Maslow (Maslow. A.H.) established the Hierarchy of Needs theory from the standpoint of human motivation, which emphasizes that human motivation is influenced by human requirements, including the five-level model of human needs, which is commonly shown as a hierarchy within a pyramid. A person also has a dominant need and a set of subordinate needs at every stage of their life. There are five categories used to categorize human needs: Physiology, Safety, Belonging and love, Esteem, and Self-actualization. Needs are formed and satisfied in a hierarchy from low to high. [1]The first four levels are commonly referred to as deficiency needs, while the highest level is referred to as growth needs. [2]
Maslow[3]highlighted how the different levels of requirements are related. People require motivation to meet specific demands, some of which are more important than others. And the formation of these demands develops in a wave-like fashion from lower to higher levels. The process is that the higher-level needs emerge after the lower-level needs' peak has passed but has not quite vanished, and the higher-level requirements steadily expand until they totally override the lower-level need[4].
Therefore, finding food to eat is a person's first priority in life when they are both hungry and alone. If his most fundamental need—to satisfy his hunger—is satisfied, he will then realize that he is an insecure person, and his pursuit of life is security. The same is true for the demands of love, respect, and belonging; if these needs are not satisfied, there would be a shortfall[1].
Evidence[edit | edit source]
Despite cultural differences, universal human wants appear to be present. In order to evaluate Maslow's hypothesis, Tay and Diener [5]looked at the connection between meeting needs and subjective well-being (SWB). They did this by analyzing data from 60,865 people across 123 different nations and regions. The findings of this study strongly confirm Maslow's theory of universal needs and give substantial proof.
The participants in the survey were queried about six requirements that are analogous to those in Maslow's model: The first level of fundamental needs (such as sustenance and housing), in ascending order security, social needs (like affection and assistance), esteem, mastery, and self-auto. They also assessed their well-being using three metrics: general life evaluation, positive emotions (like happiness and enjoyment), as well as negative emotions, such as distress, anger, or anxiety[2]. The experiment results show that, among Maslow's demands, meeting basic requirements is substantially related to life evaluation. Positive emotions were linked to social and respect needs, whereas negative emotions were linked to basic, respect, and autonomy needs[5] .
The findings of this research provide credence to the notion that universal human needs seem to exist independent of cultural variations. However, given disparities in national circumstances, there may be variances in the ordering of needs in the hierarchy, and both individual and societal variables have a role in satisfying various needs that are connected with different elements of well-being.
Implication[edit | edit source]
Maslow's hierarchy of needs theory continues to be a solid guide for motivating employees. Maslow's hierarchy of needs theory says that humans have a hierarchy of wants that must be addressed in order for them to be motivated. Applying the hierarchy of needs theory to inspire employees requires a clear understanding of the demands of the workforce[6].
This idea contends that individuals are driven to start at the base of the pyramid in order to satisfy their wants before moving steadily upward. This implies that if a worker's fundamental physical and security requirements aren't satisfied, they might not be particularly motivated to carry out duties that satisfy their social or self-esteem needs.
image from: Maslow’s hierarchy of needs and employee movement
Organizations can use Maslow's hierarchy of needs to understand their employees' requirements and discover strategies to meet them in the context of employee motivation. For instance, in order to meet the physiological and safety demands of its employees, a firm may need to offer fair and competitive compensation. This can make sure that workers are driven to show up for work and complete their tasks. Organizations can use Maslow's hierarchy of wants to encourage workers in addition to paying them fairly by establishing a secure work environment. This can help to fulfill employees' safety needs and make them feel more motivated to work.
In order to satisfy employees' desires for self-actualization and esteem, corporations might provide possibilities for personal growth and development. This may entail offering training and development opportunities as well as chances for growth within the company[7]. Maslow's Hierarchy of Needs is particularly effective for assessing employee motivation and developing strategies to address their needs in order to enhance motivation and productivity. At the same time, the needs of employees in various organizations, at various times, and for various individuals within the organization are highly variable and change regularly. In order to target their motivation, employers should periodically do research using a variety of methods to identify the unmet requirements of their employees.
Challenges and Further Consideration[edit | edit source]
Maslow's Hierarchy of Needs has had a significant impact on management and marketing outside of academia, maybe because it describes what the majority of people see in themselves and in others right away[8]. Maslow's theories are still debatable in academic circles, and his methodology is their most significant flaw. Maslow's sample of the research was mainly limited to biographies of highly educated white males such as Thomas Jefferson, Abraham Lincoln, Albert Einstein, and Beethoven Because of his preference for self-actualized people in his sample, this method of the biographical study is more biased. Maslow, on the other hand, only examines groups of women who make up a small part of the sample, and cases where there is little disability or ill health [9]. His theory, therefore, lacks overall validity in its extension to women and individuals from lower social classes or different races.
In general, Maslow's theory is skewed toward a humanistic psychology theory that is not founded on experimentation and is mostly subjective. So, while further research appears to corroborate the existence of universal human needs and the relationship between how individuals seek and satisfy needs, the application of Maslow's concepts to particular circumstances or to various Eastern cultures remains extremely disputed [5].For example, in certain societies where a huge percentage of people live in poverty (e.g., Africa), there are definitely people who can satisfy higher wants such as love and belonging. However, according to Maslow's hierarchy of requirements, individuals should be unable to meet higher development demands since they struggle to meet extremely fundamental physical needs[2]. So, there is a need to investigate various distinct cultures in order to further validate the theory beyond its generality, as well as to consider the possibilities of motivating specific cases in the framework of applying Maslow’s hierarchy of needs.
References[edit | edit source]
- ↑ 1.0 1.1 Martinez, M. E. (2010). Emotion, Motivation, and Volition. In Learning and Cognition: The Design of the Mind (pp. 153–188). Boston: Merrill. http://books.google.com/books?id=wqFWAAAAYAAJ
- ↑ 2.0 2.1 2.2 Mcleod, S. (2020, December 29). Maslow’s Hierarchy of Needs. Simply Psychology. https://www.simplypsychology.org/maslow.html
- ↑ Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-96.
- ↑ Krzyzaniak, Sara & Messman, Anne & Robinson, Daniel & Schnapp, Benjamin & Li-Sauerwine, & Gottlieb, Michael & Chan, Teresa. (2022). Education Theory Made Practical: Volume 4.
- ↑ 5.0 5.1 5.2 Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world. Journal of Personality and Social Psychology, 101(2), 354-356.
- ↑ Sadri, G., & Bowen, R. C. (2011). Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(11), 44–48.
- ↑ Gunn, N. (2022, June 8). Employee Engagement and Maslow’s Hierarchy of Needs. Incentive Solutions.https://www.incentivesolutions.com/blog/employee-engagement-hierarchy-needs/
- ↑ Abulof, U. (2017). Introduction: Why We Need Maslow in the Twenty-First Century. Society, 54(6), 508–509. https://doi.org/10.1007/s12115-017-0198-6
- ↑ Maslow, A (1954). Motivation and personality. New York, NY: Harper. ISBN 978-0-06-041987-5.