Analysis Of Maslow's Hierarchy Of Work Motivation

1. Introduction

When one studies the motivation of individuals, they are basically interested in the way in which people behave in certain situations. Mullins (2010) indicated that motivation can be described as the direction and persistence of an action and why individuals choose certain actions over others, especially when faced with challenges and obstacles when carrying out that particular action. Individuals are seen as having a need or expectation that needs to be filled and in order to do so, they set themselves goals. An individual’s behaviour is determined by what motivates them or drives them to achieve their goals (Mullins, 2010).

The focus of this assignment is the motivation of individuals within the working environment. Particular

An individual cannot move to the next level if they have not fully satisfied the preceding level. Maslow’s Hierarchy of Needs is similar to that of his Hierarchy of Work Motivation in the sense that it also contains five levels each centred around the same concept. The five levels in the hierarchy as depicted in figure 1 start with the basic or physiological needs, then safety or security needs, the third level relates to social needs, level four concerns esteem needs and the last level relates to self-actualisation. In the working environment an individual’s basic needs are pay, security needs relate to seniority plans, union involvement or benefits, social needs concern an individual’s involvement in formal and informal work groups, esteem needs relate to an individual’s title, status within the organisation or promotion and lastly self-actualisation refers to an individual’s opportunity for growth and where they would be able to realise their

Question Two

Based on the discussion above regarding the different content models of motivation and where the employee’s at Pat’s organisation fall within the different levels, there are various aspects that the Human Resource Manager is referring to when she speaks of things besides money, conditions and fringe benefits. These are only seen as the lower level needs and in order to an employee to feel fully motivated and feel the sense of accomplishment, there needs to be a process in place for them to satisfy the needs associated with higher levels.

Other aspects that are needed within this organisation to motivate the employees are aspects such as social needs, the opportunity of promotion, recognition, responsibility and career advancement. Social needs could be seen where the employees feel that they are part of a group or social network within the organisation, this creates a sense of belonging within the individual. The opportunity of promotion creates a sense of motivation amongst individual’s where they have a title or status that distinguishes them from others and allows them to be recognised for the hard work that they deliver. A sense of responsibility comes with advancement in one’s career and the opportunity to guide and lead those around you as well as take ownership of certain situations and drive the change within the