Application Of Maslow's Hierarchy Of Needs Theory

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Maslow's Need Hierarchy Theory
The first content theory is one of the most popular theories of motivation and was developed by Abraham Maslow. His theory focused on the psychological needs of employees and is based on two principles. He proposed that individuals are "wanting beings" and that they are motivated to satisfy certain types of needs. The second premise of Maslow's theory is that individual needs are arranged in a hierarchy of importance. Maslow's theory suggests that when a lower level need is satisfied, this need is no longer a motivator and the individual would then be motivated to satisfy the next need in the hierarchy. For instance, when an individual's need for a basic salary has been met, it will no longer motivate behaviour
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In the meantime, according to Maslow, the individual would be motivated by other needs. Maslow's hierarchy of needs model is illustrated below:

Physiological needs include the need for food, water, love or salary, if applied to the workplace. Needs at this level are often taken for granted and are expected by people.
Safety needs are concerned with having a safe and secure environment, free
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Adams theory points out that there are two components in the employer-employee exchange, that is, inputs and outputs. Inputs are what the employee expects to get in return for their participation and sharing of information including education, experience or training. The outputs are the outcomes the organisation provides, such as pay, benefits and recognition.
Bennett (1997) contends that individuals compare the returns they are experiencing with the rewards given to other employees, in relation to the effort they contribute to their jobs. If an individual believes that the return they are getting is equal to that of other employees, then the individual will be content. However, the opposite will occur if the individual perceives there to be inequity. Bennett goes on to suggest that if individuals compare the inputs of their jobs with the outputs experienced, and perceive that they are not paid enough, an individual will reduce their efforts.
A drawback to this theory is that it is difficult to measure an individual's perception of equity as well as identifying the inputs and outputs from a job (Kreitner et al,
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