APPLICATION OF
MASLOW’S HIERARCHY IN RECRUITMENT SELECTION AND RETENTION
The
concept of a hierarchy of needs was first introduced by Abraham
Maslow in his 1943 by the paper titled "A Theory of
Human Motivation," and in a subsequent book, Motivation and
Personality which describes that people are motivated to fulfil their basic
needs before moving on to other, more advanced needs. (Cherry,
K. 2022). In the theory of Malow’s
hierarchy different levels of human motivation are discussed efficiently. When
self-requirements are met employees inspired to work for the betterment of the
company with dedication (Wu, 2011).
Abraham
Maslow's Hierarchy of Needs is a best-known theory on
motivation which states that actions of people are motivated
by certain physiological needs which is represented by a pyramid of needs, with
the most basic needs at the bottom and more complex needs at the top (Cherry,
K. 2022).
Figure 1:
How People Progress Through the Pyramid of
Needs
Cherry,
K. (2022) explains that Maslow's hierarchy of needs is often displayed as
a pyramid and in the pyramid of needs the lowest levels represents the most
basic needs while the most complex needs are at the top. Kulhari,
R. (2021) explains that requirements of employees on each level match up to the
levels in Maslow’s hierarchy of needs and to support employees effectively, the
support should be tailored to motivate employees at each level.
Kulhari,
R. (2021) describes the said hierarchy of needs as follows:
As
Kulhari,
R. (2021) explains with an example of an employee just graduated from college
who is on his own financially for the first time in his life is focused on
getting his basic needs met to begin his life in the career world such as paying
for housing, living expenses and therefore requirements of New Grades or Bottom
Level employee are Physiological Needs. Physiological needs are in general described
as food, shelter, warmth, sexual gratification and other bodily functions by
Adair, J. (2013).
For
example, in the Outsourcing Company that I previously worked for, as the salary
offered to trainee associates is attractive, they willingly accept it as they
could believe that their phycological needs could be fulfilled.
According
to Kulhari,
R. (2021) when the stage of the life of an employee is between her best self to
both the office and family, recognition and job security become applicable
to Safety Needs of an Early Career: Second Level employee.
Alajmi, B., Alasousi, H. (2018) explain providing employees with a safe office,
stable wages and salaries, job security, health insurance, and retirement
benefits are some of the Safety Needs.
For
example in the Logistic Company that I work for, in order to prevent employees
face undue risk during the pandemic period, the office staff whose physical
presence was not essential were allowed to work from home.
Kulhari,
R. (2021) explains that experienced employee who wants and deserves to be
included in decision-making processes could be considered to be between lower
level employees and higher management and be promoted to the middle management
level is the Love and Belonging need at an organisational level of a
Mid-Career: Third Level employee. The need for belonging and love is explained
by Adair, J. (2013) as to be felt as the part of the group or organisation and
that belonged loved to be a part of a family.
An
employee in the middle management who has achieved all expected skill and
leadership levels strengths and talents is given the opportunity to make
decisions and lead a team is the fulfilment of
Esteem need of a Peak Career: Fourth Level employee as explained by Kulhari,
R. (2021). Adair, J. (2013) explains Esteem need as two closely related
categories being self-esteem and the esteem of others of which the first
includes ones need to self-respect, to feel personal worth, adequacy and
competence and the second being embraced ones need for respect, praise,
recognition and status in the eyes of others.
As
explained by Kulhari,
R. (2021), since top-level employees in Pre-Retirement: Fifth Level stage have
a lot of useful knowledge and wisdom, getting their active participation in
succession planning of the Organisation will fulfil their Self- Actualization
need.
References
- Adair, J. (2013) Develop Your Leadership Skills, Kogan Page Publishers.
- Alajmi, B. and Alasousi, H. (2018) "Understanding and motivating academic library employees: theoretical implications", Library Management, https://doi.org/10.1108/LM-10-2017-0111.
- Cherry, K. (2022). Maslow's Hierarchy of Needs. Updated on February 14, 2022. Available at: https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760#:~:text=Abraham%20Maslow's%20hierarchy%20of%20needs,complex%20needs%20at%20the%20top.
- Kulhari, R. (2021). Maslow’s Hierarchy of Needs In Your Organization: How To Support Your Employees At Every Stage. Jun 10, 2021,10:00am EDT. Forbes Human Resources Council. Available at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/06/10/maslows-hierarchy-of-needs-in-your-organization-how-to-support-your-employees-at-every-stage/?sh=3969bdb13b59.
- Wu, Q. (2011). Analysis about Hierarchy Needs Model of Technology Employees. AMR, 281, pp.243-248.
Nice Post Nilushi. Motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. The “motivation to work” published by Maslow probably provided the field of organizational behaviors and management with a new way of looking at employee’s job altitudes or behaviors in understanding how humans are motivated (Kaur 2013).
ReplyDeleteThank you Chulanga. I agree with you. As stated by Jerome, N. (2013), creating a good atmosphere and a better work environment in order to achieve targets at the proper instance for the organisations that need to achieve success ad hearing to Maslow’s theory is paramount.
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