Impacts and Implication of Hierarchy of Needs theory on Human Resource management
You Should Remember
It is important to critically understand that, all the people are not motivated by the similar needs. The driven factors in most cases are based on individual priorities. Therefore, it is highly crucial for management to understand influencing factors by undertaking different assessments.
Human Resources Management theories are typically about motivating people to make them perform more efficiently and effectively.
One of the most popular yet highly effective motivational theories that currently adopted by a numerous number of organisations is Maslow’s “ Hierarchy of needs ” theory.
If Maslow’s model embraces, there are some imperative implications for human resource management. There are a number of ways the Leadership of organisations can design environments that induce motivation. Those include;
- Motivation through challenges
- Motivation through inquisitiveness
- Motivation through control
- Motivation through make-believe
- Motivation through competition
- Motivation through teamwork
- Motivation through appreciation
In order to accelerate performance and attain anticipated productivity, leaders in the organisation focus on prospects through management style, job design, organisation events, and compensation packages as part of the motivational practices.
The designed motivational environments that are integrated with “ hierarchy of needs ” theory can influence the employees and then the performance of the organisation in the following modes.
Physiological Needs
Organizations should be responsible for healthier staff meals with sufficient time and space because they are basic necessities for the existence. Organizations should also consider paying allowance on employees’ food and other life basics because these practices make employees think that their organisation cares so much about their basic requirements.
Providing lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life are the part of physiological needs.
Safety Needs
Ensuring a safe working environment for the people is very important and it is a basic responsibility for any organisation.
For example, in risky industries such as mining, and construction Industry, company should provide for the employees basic tools such as helmets to protect from potential dangers, and warning boards to notice dangers.
Providing financial Security is also a sort of safety needs, and organizations should constantly consider paying employees a fair wage and ensure them unwavering means of support. Providing retirement benefits is also part of the safety needs.
Social Needs
Creating an environment of team spirits, and generating a sense of acceptance and belonging are the primary practices in this particular section. A great amount of positive energy can be generated by simply organizing company events or company culture trainings.
For those who are dispatched to other places, either within national boundaries or in a foreign country, offer them an adequate amount of time to reunite with their families, because these sort of practices help to build a strong relations among teams.
Creating a sense of community through team-based projects and social events are also sort of social needs.
Esteem Needs
It is a manager responsibility to be aware of employees’ accomplishment, either by business means or spiritual means.
Organizations should constantly focus on designing specific awards for accomplishing certain goals and responsibilities. The awards should not necessarily be financial related motivations but also mental motivations like compliments.
In order to make employees feel valued and appreciated, it is imperative for organisations to make raises based on attainments rather than position or seniority.
Offering job titles that convey the prominence of the position is also sort of esteem needs.
Self-Actualisation
The effectiveness of leadership implies based on the ability of a leader in utilising employee potentials.
Leaders who can satisfy employees’ self-actualization needs are considered to be the most effective leaders because it enables organizations to fully utilize employees’ skills and potentials. It eventually leads to greater quality, productivity and efficiency of the business.
Offering assignments that involve creativity, Innovation and challenges are sort of practices in self-actualisation needs.
It is important to critically understand that, all the people are not motivated by the similar needs. The driven factors in most cases are based on individual priorities. Therefore, it is highly crucial for management to understand influencing factors by undertaking different assessments.
However, the manager must be able to identify the needs level at which the employee is operating, and use those needs as driven factors of motivation.
Human Resource Management: Definitions & Key Knowledge ?
Effective People Management | Motivation | Job Design | Reward Systems
Expectancy Theory | Essentials Of Motivation | Instrumentality | Valance
Job Design | Key Motives | Characteristics of Jobs and People | HR
Collective Approaches to Job Design | Job Enrichment | Job Rotation
Strategic Reward System | Aims | Approaches | policies | Practices
Hierarchy Of Needs Theory | Maslow’s FIVE Needs Systems | Motivation
Impacts & Implication Of Hierarchy Of Needs Theory On HR Management
Advantages, Disadvantages & Limitations Of Maslow ’s ‘Hierarchy of Needs’ Theory
Frederick Herzberg ’s Two-Factor Theory of Motivation | Motivation-Hygiene
Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation
Theory X and Theory Y | McGregor and Leadership | Motivation | HR
The Hard and Soft Approach of Theory X | Key Issues with Theory X
Management Implications of Theory Y | Motivation | Leadership
Challenges and Limitations of Theory X and Theory Y | Motivation
ERG Theory of Motivation | ERG Model Vs ” Hierarchy of Needs ” Theory
Evaluation of ERG Theory | Advantages | Disadvantages | Validity
