Douglas Maslow's Theory Of Employees

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1. Introduction
It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs.
2. Three theories used by Microsoft
I. Douglas McGregor’s Theory X and Theory Y
Theory X and Theory Y are basically
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Abraham Maslow’s hierarchy of needs
Maslow’s hierarchy of needs is displayed as a pyramid and is built on a foundation of basic needs that must not only be met but satisfied before higher levels of the needs are met. On the bottom of the pyramid are physiological needs and these are required to sustain life such as breathing, water, food and shelter to mention a few. Once these are met, people can move onto the next level of need which is safety. Safety needs can be financial, medical, safe environment and job security. Next on the pyramid are social needs which include friendship, belongingness, love and acceptance. Following social needs are esteem needs which include self-respect, achievement, attention and recognition. Top of the pyramid is self-actualization which includes self-fulfillment, growth, justice and wisdom. Maslow described physiological and safety needs as low-order needs and the other needs as high-order
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Though all needs are important, everyone usually has one or two of the needs that are the most important to them and employees enter the work place with these needs. Employees that have a high need for affiliation value social interaction and cooperative working relationships. Achievement employees value recognition, fulfilling their goals and taking on moderately difficult challenges. Employees that have a high need for power value the ability to influence and control their environment to meet their goals, they seek leadership

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