Maslow's Hierarchy - Organization Behavior
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This document discusses Abraham Maslow's hierarchy of needs theory. It provides an overview of Maslow's five levels of needs - physiological, safety, belonging, esteem, and self-actualization - and explains how unsatisfied lower level needs must be met before progressing to meeting higher level needs. The document also mentions that Maslow later expanded his hierarchy to include cognitive, aesthetic, and transcendence needs in addition to his original five levels. Examples are given of how Maslow's hierarchy can be applied to understanding motivation in daily life and business contexts. De-motivators and ways to improve motivation are also briefly discussed.
Maslow's Hierarchy - Organization Behavior
- 1. Management & Organization Behavior Project Submitted to dr. GeorGe o. taSie
- 2. maSlow'S HierarcHy NeedS Presented By: Nour Al-Zaabi
- 3. "Out of the night that covers me, Black as the pit from pole to pole, I thank whatever gods may be, For my unconquerable soul. In the fell clutch of circumstance, I have not winced nor cried aloud: Under the bludgeoning of chance my head is bloody but unbowed . . . . . It matters not how strait the gait, how charged with punishments the scroll, I am the master of my fate: I am the captain of my soul." (WE Henley, 1849-1903, from 'Invictus'(
- 4. Motivation ,want and needs Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. These reasons may include basic needs such as food or a desired object, hobbies, goal, state of being, or ideal. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism ormorality. Most people have experienced changes in ‘drive’ , Changes in the levels of motivation can be very subtle and can be the result of the sum of several influences rather than one. These influences can be either external or internal
- 5. Need Theories Human beings have wants and desires which influence their behavior; only unsatisfied needs can influence behavior, satisfied needs cannot. Since needs are many, they are arranged in order of importance, from the basic to the complex. The person advances to the next level of needs only after the lower level need is at least minimally satisfied. The further the progress up the hierarchy, the more individuality, humanness and psychological health a person will show.
- 6. About Abraham Maslow's: Abraham Maslow was born in New York in 1908 and died in 1970, although various publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at the University of Wisconsin formed the basis of his motivational research, initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn College. Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to Maslow; developed a theory of personality that has influenced a number of different fields, including education.
- 7. This wide influence is due in part to the high level of practicality of Maslow's theory model in 1940-50's USA, . This theory accurately describes many realities of personal experiences. Many people find they can understand what Maslow says. They can recognize some features of their experience or behavior which is true and identifiable but which they have never put into words.
- 8. Maslow's HierarcHy of HuMan needs
- 9. A key aspect of the model is the hierarchical nature of the needs. The lower the needs in the hierarchy, the more fundamental they are and the more a person will tend to abandon the higher needs in order to pay attention to sufficiently meeting the lower needs. For example, when we are ill, we care little for what others think about us: all we want is to get better. The needs, are listed according to Maslow's from basic (lowest, earliest) to most complex (highest, latest) are as follows:
- 10. The five needs Physiological needs are to do with the maintenance of the human body. If we are unwell, then little else matters until we recover. Safety needs are about putting a roof over our heads and keeping us from harm. If we are rich, strong and powerful, or have good friends, we can make ourselves safe. Belonging needs introduce our tribal nature. If we are helpful and kind to others they will want us as friends. Esteem needs are for a higher position within a group. If people respect us, we have greater power. Self-actualization needs are to 'become what we are capable of becoming', which would our greatest achievement
- 11. more needs These are the needs that are most commonly discussed and used. In fact Maslow later added three more needs by splitting two of the above five needs. Between esteem and self-actualization needs was added: Need to know and understand, which explains the cognitive need of the academic. The need for aesthetic beauty, which is the emotional need of the artist. Self-actualization was divided into: Self-actualization, which is realizing one's own potential, as above. Transcendence, which is helping others to achieve their potential.
- 12. How to use Maslow's hierarchy in our daily life and business In life: The need to communicate in English can be a good motivation for learning English pronunciation. Her teacher told her that she had made much progress, and this increased her motivation to keep on learning. My interest in medicine was my biggest motivation to study chemistry. Some people do not have motivation to change the way they live. The lazy learner needs a bit of motivation to help him get through the pain of learning Within the organization: Across a broad range of sectors, including the business and industrial community, there is broad agreement that staff motivation is important and has a direct effect on performance of staff and therefore the organization.
- 13. De-Motivators Harmful decisions taken by others that are outside of the individuals control. Setting too many personal goals, it is better to concentrate on one or two. Problems from, say home life, can de-motivate during work. The use of unfamiliar terminology. High levels of stress. Outside influences preventing staff carrying out their work. Direct criticism. Accusative company policies such as automatic sickness reviews regardless of circumstance.
- 14. How to make a difference: Motivators: Well motivated staff tend to choose to do more. Poor motivation can cause staff to blame the organization.
- 15. motivational quotes "We cannot solve our problems with the same level of thinking that created them." (Albert Einstein( "It is amazing what you can accomplish if you do not care who gets the credit." (President Harry S Truman( "Most people never run far enough on their first wind to find out they've got a second. Give your dreams all you've got and you'll be amazed at the energy that comes out of you." (William James, American Philosopher, 1842-1910 - thanks Jean Stevens( "The most important thing in life is not to capitalize on your successes - any fool can do that. The really important thing is to profit from your mistakes." (William Bolitho, from 'Twelve against the Gods'(