Maslow’s Hierarchy of Needs Theory for Motivation and Job Satisfaction

Student Name
INSTITUTIONAL AFFILIATION(S) |
Organizational
Behaviors
MASLOW’S HIERARCHY OF NEEDS THEORY FOR
MOTIVATION
2. JOB SATISAFCTION

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Introduction
‘Motivation’ and ‘Job satisfaction’ are the two concepts that remains
closely interrelated within organisational behaviour theories and
organisational performance. Although there are various practical and
theoretical differences between both the concepts, it can be noted that
combinedly, both of them reflects success in businesses. Many of the
motivation theories have a fundamental supposition that humans are
motivated to achieve what pleases them. The result of which, various
theories of motivation have been considered as a part of job satisfaction
concept. Some significant motivation theories are capable of explaining
the factors behind job satisfaction whereas other reveal reasons behind
why humans remain unsatisfied from their job due to specific viewpoints
which further helps in understanding dynamism of job satisfaction (Yang,
Liu, & Wang, 2013). Though there are various motivation theories present
in literature that defines human and organisational behaviour, this essay
proposes to discuss Abraham Maslow’s needs hierarchy theory alongside
job satisfaction concept within organisations to analyse both the concepts
from academic lenses. This essay will use majorly peer-reviewed journal
articles and books for reviewing the concepts along with finding out how
Maslow’s motivation theory can result in bringing job satisfaction among
individuals to achieve higher organisational performance and to ensure
that organisational members achieve satisfaction from their work
experience and task contributions.

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Maslow’s needs hierarchy
Commonly known as human motivation in literature, the theory of
Maslow’s needs hierarchy is considered to be the oldest among motivation
theories that examined individual job satisfaction contributors. “According
to Maslow’s theory, one does not feel the second need until the demands
of the first have been satisfied or the third until the second has been
satisfied, and so on” (Jerome, 2013, p. 41). The motivation theory of
Maslow’s suggests that individual needs forms a line, also called as five-
level hierarchy (Figure A) which consists of five basic elements of fulfilling
human needs: psychological needs, safety, belongingness/ love, self-
esteem and self-actualisation. The theory of motivation as seen through
Maslow’s needs hierarchy show that human needs claims essential needs
like safety and psychological needs that needs to be fulfilled before
meeting complex ones like belonginess as self-esteem.
Figure A: Hierarchy of needs (Jerome, 2013)

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Maslow’s needs hierarchy was primarily developed for explaining
individual motivation; however, its main tenants can be seen applicable to
organisational settings and thus is been used for explaining job
satisfaction and motivation required for enhancing organisational
performance also. In the line of needs, healthcare and compensation are
few benefits that keeps an employee motivated by meeting basic
psychological needs. Here safety can be manifested thorough individuals
being feeling physically and financially safe within organisations as well as
getting a job security. When satisfied, the individuals focus on other
feelings as such they belong to their organisation which can be the result
of positive relationships among colleagues and organisation leaders. Once
satisfied, they remain motivated to seek to have a feeling that they are
been appreciated and valued by others in their workplace after which self-
actualisation phase is entered where individuals require developing and
growing to become capable of doing everything that comes in the needs
line. The Maslow’s hierarchy of needs theory is applicable to the
motivation study comprising employee motivation and organisational
orientation (Kaur, 2013).
Weldeyohannes (2015) further argues that Maslow’s theory can
suggest business practitioners about how they can direct individuals to
become self-actualised. This results in improving organisational culture
and higher productivity through long-term benefits provided from
employee motivation. Maslow’s theory of motivation can be applied to
Starbucks case example in which the company’s management provided
benefits to achieve its employees belonging, safety and love needs.