Implication of Maslow's Hierarchy Needs Theory in Workplace

This report discusses the use of motivational theories in the organisational context to encourage talented workforce and boost their morale. It specifically focuses on the implication of Maslow's hierarchy needs theory in the workplace. The report explains the different levels of needs in the hierarchy and how they can be fulfilled by employers to motivate employees. It also provides examples of how Wilko, a leading retail company in the UK, meets the needs of its employees.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
Main Body.......................................................................................................................................3
Implication of Maslow's hirerachy needs of theory within workplace......................................5
CONCLUSION ...............................................................................................................................7
REFERNCES:..................................................................................................................................8
Books and Journals:....................................................................................................................8

INTRODUCTION
Human resource management is concerned with managing the workforce within an
organisation. HRM plays a significant function of planning, organising, coordinating and
directing the activities related with management of people. In today's changing world companies
are opting for a best and modern HRM practices with the aim of attracting and retaining talented
workforce (Diah, Lubis and Sanusi, 2020). Apart from this, business firms implement different
motivational theories and leadership styles within the organisational culture with the aim of
motivating employees and increasing their productivity. The further report highlights the use of
different motivational theories used in the organisational context in order encourage talented
workforce for working effectively and boost their morale.
Main Body
Motivation: motivation is defined as the process of inspire, encourage as well as influence
person so they can perform their functions in best possible manner and contribute in attaining
organisational goals and objectives efficiently. Positive motivation enhances employees
performance on the other hand negative motivation reduces employees working performance.
Basically, motivation is the inner state of an individual that activates, energised and guide
perform defined functions to accomplish goals. There are various motivational theories are
implemented by the organisations to motivate employees towards attain common objectives. As
employees are getting motivates by fulfilling their needs and demands as well as gaining
recognition in organisation (Sundström and Hjelm-Lidholm, 2020). Some theories of motivation
are mentioned below:
Motivation theories:
Maslow's need Hierarchy theory: Maslow's need hierarchy theory is well-known
motivational theory that is based of human needs and requirements. Maslow's need theory is
represented in pyramid form in which basic need is in the bottom and self-actualisation is
situates at the higher level. Once basic needs and fulfilled than next level needs are raised. The
theory is being categorised in five level of human needs that shows the behaviour of an
individual (Chijioke, Ikechukwu and Aloysius, 2021). These needs contains psychological
needs, safety needs, love and belonging needs, esteem needs as well as self actualisation needs.
Hierarchical needs are mentioned below:

Psychological needs: Psychological needs are exist at the lower level at the Maslow's
hierarchy. These needs are necessary to be fulfilled for survival of human beings that includes
food and water, clothing and shelter and air. Fulfilment of these needs and requirements
influence the behaviour of human being. Once these psychological or basic needs are fulfilled,
they no longer motivates person and they move to another level of requirements (AlAmrani,
2020).
Safety needs: When the psychological needs are fulfilled, next level need is come is
existence which is safety and security need. There are various human needs are included in
safety needs like protection form physical danger, emotional stability, health security. Protection
form violence and threat and financial security (Abakumova, Kukulyar and Kolenova, 2020).
Social needs: Social needs are exist on third level of Maslow's need of hierarchy that is
related to human interaction. As human is the social animal who is interested in social
interactions, belongingness and companionship as well. Need of emotional relationship plays
important role in driving human behaviour. There are various factors are included in this need
that are satisfied by friendship, community group and social group activities (Wang, Fu, and
Wang, 2020).
Esteem needs: Esteem need is considered as the higher level need in Maslow's need
hierarchy that is related to appreciation and respect need. When lower level needs are satisf8ied
then esteem need come in existence and plays important role in motivating behaviour of an
individual. There are various factors are included in the esteem needs such as self-confidence,
knowledge, achievement and competence. When these needs are fulfilled, it enhances employees
confidence and capabilities that make than motivated (Mohammed, 2020).
Self-actualisation needs: Self-actualisation needs are situated on the top of Maslow's
hierarchy that is also termed as the self-fulfilment which describes that individual use their
potentiality to attain desired career objectives. Education and skills development are included
that help to make career in specific field.
Herzberg's Two factor Theory: Herzberg two factor theory of motivation is defined as
the content model of motivation that reflects that satisfaction as well as dissatisfaction at
workplace is affected by different factors (Jamieson, and Elliot, 2018). These factors are
mentioned below:

Hygiene factor: Hygiene factor of motivation has the power to make people dissatisfies
as well as enhance their satisfaction at work place but the presence of only one factor do not
satisfies employees at work (Wasserman and Wasserman, 2020). Absence of hygiene factors
prevents satisfaction on the other hand, presence of these factors not ensures satisfaction of
employees. Safety, security, effective working environment as well as working conditions plays
important role in satisfying employees at work.
Motivating factor: Motivating factors have power to make turned modserstely satisfied
employees to highly satisfied but only motivation factor do not work it hygiene factor is not exist
at work place. Achievement, responsibility, empowerment and work related to employees
interest motivates employees at work place and enhances their working performance as well
(Guillén, 2018).
Implication of Maslow's hierarchy needs of theory within workplace
Maslow's hierarchy of needs proposed by Abraham Maslow in the year 1943 has a
significant implication for the practice of learning and teaching at workplace (Tanabe and
Kimura, 2020). As per this theory, employees can not be reached to the top level of hierarchy of
needs or can not be motivated unless basis needs within the hierarchy are unfulfilled including
safety and physiological needs. Employees are motivated only by the unsatisfied needs and as
each one of the needs presented in the hierarchy are met, these needs tend to drive and force
other needs to emerge out. This theory is perfectly applicable to the workplace and is effective in
driving motivation among the workforce (Silva and et. al., 2020).
Taking into account physiological needs, these needs are associated with the basic needs
such as air, water, food and clothing. These needs are the basic amenities of life and in order to
meet these needs people work in order to get adequate amount to make use of these service
(Angela, Suryono and Wijaya, 2020). Taking an example of Wilko, one of the leading retail
company in UK, offers appropriate and minimum wages to their workforce so that the employees
can make a purchase of these needs and meet their ends. If these needs are not met employees
look for another suitable option where his basic needs are met. Apart from this, Wilko also
provides basic facilities to the workforce such as refreshing facilities, water facility, breaks for
lunch, refreshments and rest. These facilities keep the employees satisfied and contribute towards
their greatest commitment (Ronkainen, 2018).

Once these needs are met, employees aspire for fulfilling his safety and security needs.
Employees are concerned for the safety and security of self and loved ones and makes every
effort to be sure about future and protected family from uncertainties (Devi, Jamaludin and
Fitrayadi, 2020). Safety needs take into account physical, environmental, emotional safety and
protection. Employees wants to feel secured that is why they wish to get job security, health
covers, financial security etc. Employers of Wilko makes sure that their employees are benefited
with pension plans and retirement skills and gets adequate working environment at workplace so
that they feel secured, safe and healthy at workplace. Along with this company also provides
health and medical insurance so that employees does not worry about their health and financial
issues of family just in case something goes wrong (Stewart, Wisby and Roddam, 2020).
Now comes social and belonging needs for which each person wish for as everyone
wants to be loved by others and looks for good companionship. Social needs are essential so that
no one feels excluded from the society and maintains healthy relationship with each other
(Sugathadasa and et. al., 2021). Wilko, meets the social needs of employees by establishing the
culture of team work and inculcating the feeling of unity and harmony among each employee.
Employers organise effective teams for each project so that everyone feel valued and accepted by
others and organise several social events such as a day excursion, or celebrating work
anniversary of an employee. Employees gets chance to share their interest, ideas or beliefs with
each other and consider everyone as a part of single family (Boag,2018).
Esteem needs emerge out when social needs of employees are met at workplace and they
are most likely to get motivated by penultimate needs of hierarchy. Esteem needs are of two
types: internal esteem needs which are self-respect, confidence, achievement and freedom.
Whereas, external needs are power, status, admiration and attention (Filimonau and Corradini,
2020). Employees wish to be rewarded and recognised for their hard works and in order to keep
employees committed, motivated and focused employers of Wilko appreciate the hard work done
by employees and reward their work with some monetary and non-monetary benefits. Employers
recognise the potential and abilities of employees and offer them a higher rank position within a
hierarchical structure to make them feel powered and respected (Beelmann, 2020).
Furthermore, self-actualisation needs are related with the desire of employees to become
what they are capable of and desire to reach at new heights. Self-actualisation needs in related
with desire for acquiring more knowledge, creativity, social service and being aesthetic (Rahman

and Sahayu, 2020). It the need of employee for growth and self-containment. Employer of Wilko
provides a challenging jo to their employees as per their expertise and potential and ensures that
employees optimise their skills and competencies as much as possible and encourage employees
to reach new heights.
CONCLUSION
From the above mentioned report it has been concluded that use of motivational theories
at workplace within an organisational culture helps the employers in motivating and retaining
talented workforce. Maintaining and retaining a talented workforce in today's competitive
environment is a challenging task thereby business firms makes use of different motivational
theories so that employees feel valued, respected and integral part of the organisation.

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