Maslows Hierarchy of Needs
Introduction
One of the most popular theories of human motivation developed in the 20th century comes from Maslows (1943) hierarchy of needs model. The hierarchy of needs is based on the idea that basic, fundamental human needs such as love and shelter must be obtained before a person can go on to satisfy higher order needs such as the need for esteem or the need to be independent and self-motivated. At the top of the pyramid developed by Maslow is the goal of self-actualization, which means that a person is motivated to succeed by an innate desire and does not rely upon any extrinsic motivation. This paper will describe the principles of Maslows hierarchy of needs and explain how they can be used in the workplace of industry, military and psychology.
The Hierarchy of Needs Model
There are two main types of motivation, extrinsic and intrinsic. Extrinsic motivation is external to the person and is used to drive a person towards a goal; it can be something as simple as a promise of a bonus. Intrinsic motivation is different in that it comes from inside the person; the individual is driven to achieve a goal because of an innate desire inside to grow, develop and accomplish good things (Gerhart & Fang, 2015). The goal of human motivation is to get people intrinsically motivated so that they can perform at a high level for the good of the thing they are doing. In other words, intrinsic motivation corresponds with the expression that virtue is its own word. It is thus that at the top of Maslows hierarchy of needs pyramid one can find self-actualizationthe ability to achieve ones fullest potential.
Maslow (1943) posited that the most important needs that had to be met first and foremost were the physiological needs: food, water, warmth and rest. If a person was unable to eat or to be rested, it would not matter what the job was because he would not be in a condition to operate to his fullest potential. A human beings most essential needs must be met before he can ever be expected to achieve great results.
Once the basic needs are met, the human psychology comes into play. Here is where Maslow (1943) argues the next set of needs must be met: security, shelter and safety needs. If a person does not feel safe, he will be psychologically agitated, constantly anxious about his own position; constantly worried or vexed about what might happen to him. He must be made to feel secure, safe and sheltered. If he has no sense of this, it will not matter how well he is fed or how much rest he has because there will be an underlying psychological paranoia that will prevent him from climbing upward to his higher order of self. It is no different from what Schyns and Schilling (2013) say about effective management: if employees do not feel safe and secure with their managers they are not going to perform and they may even actively seek to sabotage the workplace. Disengaged leaders promote anxiety and instability; people who do not feel safe and secure are not going to be able to measure up to expectations.
Next on the psychological ladder towards self-actualization is the need for friendship, belonging and love. These are psycho-social needs that often have an emotional component to them considering that human beings are social creatures. This is also one reason leaders are encouraged to develop social and emotional intelligence skills today (Goleman & Boyatzis, 2008; Hendon, Powell & Wimmer, 2017). People have emotional needs that have to be respected: people...
…with the task of being honest but also supportive with soldiers, helping them to develop their skills and giving them real esteem. The leaders need strong social and emotional intelligence skills to accomplish this goal (Reivich et al., 2011).
In the field of psychology, Maslows (1943) principles can be applied because they get to the heart of what it means to be a human being with self-worth. Every person receiving counseling is there because he wants to improve his life in some way. He is at point A and wants to get to point B or C or D. The hierarchy of needs gives the counselor a basic framework for helping the client. The counselor looks to see what needs are not being met, whether false esteem is an issue, and what kind of cognitive behavioral approach can be taken to help get the client to a place of self-actualization. Counselors must get to know their clients so that they can see where the obstacles are because clients may not always realize what is holding them back. By helping clients to see what is preventing them from making positive changes in their lives, counselors foster growth and development. Again, no false praise is given; instead, accomplishments are rewarded and celebrated. Whenever a client reaches a goal or accomplishes a task, there should be a sense of real esteem: the person has earned it and is moving towards self-actualization.
Conclusion
Maslows hierarchy of needs model is a good tool for helping people to become more self-motivated. Self-actualization is the goal of human motivation, as it is intrinsic and does not depend on anything other than the individuals own sense of self-worth and the desire to do something good with the skills and talents he possesses. To reach that level of motivation, lower level needs must…
