Maslow Hierarchy of needs in HRM today

 

 

Maslow Hierarchy of needs in HRM today



Abraham Harold Maslow, An American Psychologist and Philosopher proposed that human beings are driven by different factors at different times. These driving factors are hierarchical, in the sense that we generally start at the bottom layer and work are way up. Maslow wanted to understand what motivated people. He believed that people possess a set of motivation systems unrelated to rewards or unconscious desires (Maslow, 1943). This belief was the birth of ‘Maslow’s Hierarchy of needs’ theory in 1943.

This theory was well recognized as it was very easily grasped, adopted and applied in a simple manner. Also this theory helped people to be motivated while identifying similarities and deference’s among the theory. The usage was so that the theory was used to understand human needs useful for businesses such as in product planning, positioning and pricing. In addition the relevance was so that the modern business word started using this theory to motivate employees and interpret human behaviors.     

 Nevertheless many criticisms have irrupted since this theory was brought forward as to the practical as well as to the limitation on the methodology. It is noted that Maslow considered only a very narrow segment of human population for this study and because of this the hierarchy fails to take individual and cultural differences into account. He assumed that the same needs will apply equally to all human societies (King-Hill, 2015).

 In addition ‘it has been criticized for its apparent rigidity (different people may have different priorities and it is difficult to accept that needs progress steadily up the hierarchy) and for the misleading simplicity of Maslow’s conceptual language’ (Armstrong, 2009).

The other factor is the availability (less) on Empirical evidence. There is no way to measure specifically how satisfied one level of need must be before moving to the next level. Also there are no facts indicating that all humans experienced the theory in the order Maslow specified.  ‘In fact Maslow himself expressed doubts about the validity of a strictly ordered hierarchy’ (Armstrong, 2009).

Nonetheless and regardless the intense criticism levied towards this theory we need to understand that this is one revolution which is still taken into consideration. Maybe the cluster of sample and the way it was conducted had some defaults; but still it remains as one of the best employee motivation theories available globally.

References

 Armstrong, M (2009). ‘Handbook of Human Resource Management Practice’. 11th Edi. Kogan page, UK, pp. 351.

King-Hill, S. (2015). ‘Critical analyses of Maslow’s Hierarchy of need’, ‘Student teacher perspective’, The STeP journal, 2(4), pp.54-57.

 Maslow, A (1943). ‘A theory of human motivation’. Psychological review, 50(4); PP. 370-396.

 

 

 

 

 

Comments

  1. Sampathpc9 December 2021 at 09:17

    Well detailed explaining of the theory and that is the eye open lecture of me too. because some questions belongs to humans behavior well understood after studying this theory deeply. thanks for sharing this.

    ReplyDelete
  2. D.L.A Sanjeewa.13088716 December 2021 at 23:00

    This has moved on from Maslow’s Hierarchy of Needs. And this motivation system remains very important and as achieve or surpass company objectives. Also this is really help full for the employee motivation and retention too.

    ReplyDelete
  3. Eranda Kumara18 December 2021 at 20:14

    Maslow`s Hierarchy of Needs consists of 5 ranges of human wishes that allow a man or woman to feel fulfilled. It is often applied to the workplace as a means to determine how to more effectively motivate employees and make sure their needs are met.

    ReplyDelete

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