Utilizing the Hierarchy of Needs in the Workplace
Abraham Maslow’s “Hierarchy of Needs” was written as he tried to convey the basics of human concern and desire. He based his research on the more intellectual people of his era. Maslow’s Hierarchy of Needs has five different levels. Included in these five levels are Physiological, Safety, Love and Belonging, Esteem, and Self Actualization. In his theory, Maslow says that lower levels must be reached before one can attend to the higher levels. It’s important to know where your team sits as a whole, as well as knowing the placement of each person in the group.
The lowest level is a human’s physiological concerns. In order to survive, we must feed ourselves, quench our thirst, breath, use the bathroom, and procreate. If we did not do these things, then we could not survive. A leader must make sure that his employee’s basic concerns and comforts are met in order for them to reach their full potential. For example, if an employee is freezing cold in the work place, then she will not work as quickly and efficiently as if she were in a comfortable environment.
The second level is safety. Humans must feel secure. This means that they must have job and financial security. An employer must establish this security in his employees. If an employee believes that he is potentially going to be laid off or fired, then he may not work as hard as he could. He may decide to give up or even do something to negatively impact the company as revenge.
The third step covers a person’s desire to belong and feel loved. By helping employees establish friendships with one another, an employer can help create an environment in which employees enjoy working. Scheduling social events or pairing compatible individuals on tasks are ways an employer can provide bonding opportunities.
The fourth level describes that in a group setting we strive for achievement, feel emotions, and have a boost in confidence. We work hard to gain respect; in return we get a boost in our self esteem. An employer has the ability to create activities outside of work to encourage employees. No matter the activity, employees and bosses can have fun, and enjoy the bond between co-workers. This is what Maslow refers to as esteem.
Finally, the ultimate level, according to Maslow, is self actualization. This is our ability to be creative and problem solve. It also deals with our feelings of morality. We can achieve these feelings once we have reached all of the other previous levels that were already discussed. Only then, can we reach self actualization and become completely mature.
Daiv Russell is a management and marketing consultant with Envision Consulting in Tampa, Florida. Find more Team Building Ideas, techniques, and exercises or learn more about finding the root cause of your organization’s teamwork issues.
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