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Application of Maslow's Hierarchy of Needs

Level of Need General Rewards Organizational Factors

Selfact!alization

Growth, Achievement, Advancement,Creativity

Challenging Job,

Opportunities forCreativity,

 Achievement in Work,Promotion

Selfestee"elf!respect,tatus,Prestige,

ocial "ecognition,Job #itle,$igh tatus of Job,%eedback from the Jobitself 

Social&ove,%riendship,%eelings of 'elonging,

Work Groups ( #eams,upervision,Professional associations

Safetyecurity,tability,Protection

$ealth ) afety,Job ecurity,Contract of *mployment

#hysiological

food,water,

sleep,se+

Pay,

Working Conditions

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Herzberg's Two-factor Theory

Hygiene Factors Motivators

Salary,

 Job Security,

Working Conditions,

Level and Quality of

Supervision,

Company olicy and

!dministration,

"nterpersonal #elations

$ature of Work,

Sense of !c%ievement,

#ecognition,

#esponsibility,

ersonal &ro't% and

!dvancement

Her(berg and Money

"t is often 'rongly assumed t%at Her(berg did not value money, in t%e sense

t%at %e did not consider it a motivator) *%is is misleading, as Her(berg argues

t%at t%e absence of good %ygiene factors including money, 'ill lead to

dissatisfaction and t%us potentially block any attempt to motivate t%e

'orker) Her(berg prefers us to t%ink of money as a force '%ic% 'ill move an

individual to perform a task, but not generate any internal desire to do t%e

task 'ell) "n fact to get an individual to perform t%e task again, %e argues,

'e 'ill need to o+er more money)

!lt%oug% t%e original studies %ave been repeated 'it% di+erent types of

'orkers, and results %ave proved consistent 'it% t%e original researc%,

Her(bergs t%eory %as been criticised) Critics point out t%at a single factor

may be a satis-er for one person, but cause .ob dissatisfaction for anot%er)

For e/ample increased responsibility may be 'elcomed by some, '%ilst

dreaded by ot%ers) W%atever t%e criticisms, Her(berg %as dra'n our

attention to t%e importance of .ob design in order to bring about .obenric%ment, emp%asised in t%e p%rase Quality of Working Life)

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Alderfer presented a condensed version of Maslo'0s Five levels of need) Here

three core needs are identi-ed, t%ese being outlined belo')

Alderfer's Needs

Need Description

Existence Needs

(E)

 *%ese relate to Maslo's hysiological and

!afety needs, i)e) t%ose needs to sustain life)

"elatedness

Needs (")

 *%e need to feel a sense of belonging,

a1liation, and friends%ip, closely linked to

Maslo's !afety, !ocial and !elf-Estee# 

needs)

$rowth Needs ($)

 *%ese relate to Maslo's !elf-estee# and

!elf-act%alisation needs and are concerned

'it% t%e development of ones potential)

!s you may %ave realised t%ere is some overlap of Maslo's %ierarc%y 'it%in t%e

E"$ #odel) Like Maslo', !lderfer o+ers us a model in '%ic% t%e individual seeks to

satisfy needs) Ho'ever, !lderfer suggests t%ese needs are more of a contin%%# 

t%an a %ierarc%y, in t%at #ore than one need #ay be acti&ated, soug%t to be

satis-ed by t%e individual, at t%e same time) "ndividuals may also regress do'n

t%roug% t%is continuum, if satisfaction of one need is frustrated)

For e/ample if a person is continually frustrated in t%eir attempts to satisfy gro't%

needs 2e)g) gain promotion3, relatedness needs may assume greater importance2e)g) social relations at 'ork3, t%is lo'er level need becoming t%e focus of t%e

individuals e+orts) !lderfers researc% did not %o'ever support t%e idea t%at lo'er

level needs decrease in strengt% as t%ey become more satis-ed, as opposed to

Maslo')

"n t%e 'ork situation 'e mig%t apply E"$ to seek alternati&e satisers

#oti&ators for sta+ '%en a primary need cannot be satis-ed) "f a person0s needs

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at a particular level are blocked, t%en attention s%ould be focused on t%e

satisfaction of needs at ot%er levels) ! Subordinates growth needs may be blocked

because t%e .ob doesn0t allo' su1cient opportunity for personal development, t%en

applying 4#& t%e manager s%ould attempt to provide greater opportunities for t%e

subordinate to satisfy existence and relatedness needs, '%ic% are still genuine

motivators for t%e individual