Hierarchy of needs definition
/What is the Hierarchy of Needs?
The hierarchy of needs is a characterization of an individual’s needs, as classified by Abraham Maslow in his 1943 research paper, A Theory of Human Motivation.
Level 1 - Physiological Needs
In essence, this concept states that the most essential need of a person is physiological, such as having enough food and housing – essentially the base minimum needed for survival. When the employee pay level is low, motivations need to target their physiological needs, such as monetary rewards that can enhance their income. It is not useful to target any higher-level employee needs until physiological needs have been dealt with.
Level 2 - Safety Needs
According to Maslow, the second most essential need is for safety, which translates into job security and fringe benefits in the workplace. For example, offering health insurance to employees can be a powerful motivator, especially in places where it is too expensive to obtain health insurance. Thus, once an employer has raised employee base pay to a sufficient level, it should focus on providing them with an adequate level of fringe benefits.
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Level 3 - Belonging Needs
The third level of need is for belonging, which includes being accepted by fellow employees and being part of a group. This need can be met in the workplace by closely monitoring harassment and discrimination claims, and by fostering the development of work groups.
Level 4 - Esteem Needs
The fourth level of need is for esteem, which involves the need for status, recognition, fame, prestige, and attention. A business can provide this by offering promotions, titles, and awards, as well as publishing the research results of employees or putting their names on patent applications.
Level 5 - Self-Actualization Needs
The final level in the hierarchy of needs is self-actualization, which is the realization of a person’s full potential. In this case, the motivation is more varied, perhaps encompassing extensive training programs, the chance to work on personal projects of interest for a certain proportion of the work week, or a lengthy sabbatical after a certain number of years of service.
In short, an effective leader needs to be aware of where her employees fall within the hierarchy, and develop motivations that address their specific needs. The hierarchy of needs is portrayed in the following exhibit.
Maslow’s Hierarchy of Needs
Shortcomings of the Hierarchy of Needs
Maslow's hierarchy of needs is a widely recognized psychological framework, but it has several shortcomings and criticisms, including the following:
Lack of empirical evidence. Maslow’s theory is largely based on anecdotal observations rather than rigorous scientific research. The hierarchy’s sequence has not been consistently validated by empirical studies.
Cultural bias. The hierarchy reflects a Western, individualistic perspective, emphasizing personal achievement and self-actualization. In collectivist cultures, social and communal goals may take precedence over individual needs.
Over-simplification. Human motivation is more complex than the linear progression suggested by the pyramid. Needs often overlap, and people may pursue higher-level goals like self-actualization even when lower-level needs are unmet.
Neglect of context. The framework assumes a static order of needs that applies universally. In reality, situational factors (e.g., war, economic crisis) can alter priorities, with individuals prioritizing different needs depending on the context.
Inflexibility. Maslow suggested a rigid progression from lower to higher needs. However, people may skip levels (e.g., pursuing self-actualization despite poverty) or simultaneously address needs from multiple levels.
Ambiguity of terms. The concepts of "self-actualization" and other needs are vaguely defined, making them difficult to measure or operationalize in research.
Focuses on individual needs. The theory does not adequately account for the role of relationships, social structures, or systemic factors in meeting or obstructing needs.
Idealistic and elitist. Critics argue that the theory may disproportionately represent the experiences of privileged individuals who have the resources and opportunities to pursue self-actualization.
Ignores variability in motivation. The model does not address how motivations may change over time or differ among individuals based on personality, age, or life experiences.
Does not consider altruism. Self-actualization is centered on personal fulfillment, while many people prioritize altruistic goals, such as helping others, even at the expense of their own needs.