The attitude and loyalty; and 4. Increased motivation and

The
Abraham Maslow business theory provided the basis for an entirely new
management model which has since become known as “enlightened
management.” Along with several other, more employee-focused theories of
management that began to emerge at about the same time, Maslow’s management
theory changed the way business owners viewed their employees. Instead of
asking, “What can my employees do for me?” they began to ask, “What
can I do for my employees to help them better meet the needs of the
company?”

Use an
understanding of Abraham Maslow’s Hierarchy of Needs Theory of motivation to
develop an organization that meets employee needs while encouraging increased
levels of performance. The theory offers a basis for organizational development
with high employee motivation to achieve company objectives. An organization
that satisfies Maslow’s principles can feature high employee satisfaction,
excellent employee retention and cohesive teams.

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Maslow’s
management theory is illustrated by a pyramid, divided horizontally into 5
sections, each one representing one of the basic human needs that motivate our
actions. The needs are, from most basic (base of the pyramid) to most fully
realized (top of the pyramid) physiological, safety, social, ego and
self-actualization needs. As lower level needs are met, the employee grows
freer to focus on the higher motivational levels, such as pursuing status,
recognition and excellence, as well as self-fulfilment. Some advantages your
company will enjoy when your employees move beyond the lower-level needs and
begin progressing toward self-actualization are these:

1. Better employee focus and performance;

2. Greater “ownership” of task and project outcomes;

3. Improved attitude and loyalty; and

4. Increased motivation and engagement.

Take a
leadership course which includes Maslow management theory

Many
leadership development courses and training programs are based on Abraham
Maslow management theory. If you own your own company, the principles set down
by the father of enlightened management will only help you gain greater insight
into the most important aspects of motivating your employees to make your
company successful.

Higher
Order Needs

Maslow
divided his five needs into lower-level needs that were physical and high-level
psychological needs. He proposed that if the low-level needs were met,
individuals would focus on the high-level needs. In terms of a work
environment, if a company meets an employee’s basic needs for a comfortable
workspace and job security, the employee is self-motivated to fulfil the
higher-level needs. A company merely has to provide the opportunity to fulfil
such needs by offering appropriate work. If the employee can fulfil his high-level
needs by working on a team, successfully completing a project and learning new
skills in the course of carrying out the work, he can fulfil the three
high-level needs and will be motivated to do the work well.

Train
your managers to effectively incorporate Abraham Maslow business theory into
your business

Various
training programs can help you prepare your managers to confidently implement
Maslow’s behaviourist management theory in your workplace. 

Hire a
consultant who will incorporate Abraham Maslow theory into the approach used

A good
management consultant can guide you in finding the best way to use the Maslow
business management model to motivate your employees–including your managers.
An experienced leadership consultant can also advise your managers on how best
to implement the principles of Maslow on management with their teams. 

Limitations of Maslow’s Hierarchy Theory

The theory assumes that all
people experience these needs in the same order, failing to recognize
cultural and individual differences. In collectivist societies, for
example, social needs may be considered more important than physiological
needs.

Maslow’s description of
self-actualization and how self-actualized people felt and behaved, was
based on writing and talking to selectively chosen people rather than
rigorous sampling.

Maslow restricted the number
of self-actualized people in his theory. At one time, he wrote that less
than two percent of the total population is made of self-actualizers.

Solutions

1.    
Group
the employees based on their cultural and social background then apply
physiological needs combine with
cultural and social background. It may motivate employees in a favourable
manner.

2.    
When
fulfilling employees higher level needs, it may disturb the main consideration
on the project or task. When fulfilling their needs do not pay more attention than
what they really need at on time.

3.    
Always
do not depend on Maslow’s theory too much when coming management appliance.
Because it is not an only way to motivate employees. Nowadays it is outdating,
so make research and adopt with new results.