75 Maslow’s Hierarchy of NeedsWhat is Maslow’s power structure of requirements, and also exactly how perform these requirements relate to employee motivation?

Another well-known theorist from the behavior era of administration background, psychologist Abraham Masluggish, proposed a theory of motivation based on universal human needs. Maslow-moving thought that each individual has actually a pecking order of needs, consisting of physiological, security, social, esteem, and self-actualization demands, as presented in (Figure).

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Maslow’s theory of inspiration contends that civilization act to satisfy their unmet requirements. When you’re hungry, for circumstances, you look for and eat food, for this reason satisfying a straightforward physiological need. Once a require is satisfied, its prominence to the individual diminishes, and also a higher-level require is more most likely to motivate the perboy.

According to Maslow’s hierarchy of needs, the most fundamental humale requirements are physiological requirements, that is, the demands for food, shelter, and garments. In huge component, it is the physiological needs that motivate a perkid to discover a job. People should earn money to provide food, sanctuary, and also garments for themselves and also their family members. Once people have met these standard demands, they reach the second level in Maslow’s pecking order, which is security requirements. People should feel secure, to be defended from physical harm, and also to protect against the unintended. In work-related terms, they need job defense and also security from job-related hazards.


Physiological needs and also safety and security are physical demands. Once these are satisfied, people emphasis on demands that involve relationships through various other people. At Maslow’s third level are social needs, or requirements for belonging (acceptance by others) and also for offering and also receiving friendship and love. Informal social groups on and also off the project help human being meet these demands. At the fourth level in Maslow’s pecking order are esteem demands, which are requirements for the respect of others and for a feeling of accomplishment and achievement. Satisfaction of these demands is reflected in feelings of self-worth. Praise and recognition from supervisors and others in the firm add to the sense of self-worth. Finally, at the highest level in Maslow’s pecking order are self-actualization requirements, or requirements for fulfillment, for living up to one’s potential, and also for utilizing one’s abilities to the utmany. In order to provide you a better expertise of just how Maslow’s power structure applies in the real business world, let’s look at a thorough example around Wegmans supermarkets. When you think of your first-choice task, you more than likely aren’t reasoning about functioning in a supermarket. With grueling hours, low pay, and annual turnover often approaching 100 percent, supermarkets are primarily not thought about the ideal locations to work—unmuch less you work at Wegmans, which has been on Fortune’s “Best Company kind of to Work For” yearly considering that the list began, earning Wegmans a spot on Fortune’s “Great Place to Work Legends” list.

Part of what provides Wegmans effective is the company’s attention to its employees’ demands at all levels of Maslow’s hierarchy. The company pays above-industry wperiods (the sous chef at a Pittsburgh store supplied to work for Thomas Keller’s French Laundry in Napa Valley, and talent choose that doesn’t come cheap), and until 2003, Wegmans paid 100 percent of its employees’ medical insurance premiums (physiological needs). Wegmans’ many similar challenger has a turnover price of about 19 percent, which doesn’t also come cshed to Wegmans’ 5 percent. More than fifty percent of Wegmans’ keep managers started working tbelow in their teens (security needs).

Since employees stay so lengthy, the Wegmans culture has end up being stronger and more ingrained over time. Edward McLaughlin, director of Cornell’s Food Industry Management Program, claims, “When you’re a 16-year-old boy, the last point you want to perform is wear a geeky shirt and occupational for a supersector. But at Wegmans, it’s a badge of honor. You are not a geeky cashier. You are component of the social cloth,” (social needs).

“Wegmans Food Markets #2,” Fortune, http://fortune.com, accessed October 30, 2017; “20th Year in a Row: Fortune Names Wegmans One of 2017 Fortune 100 Best Companies to Work For, Ranking #2,” https://www.wegmans.com, March 9, 2017; Claire Zillman, “Secrets from Best Companies All Stars,” Fortune, http://fortune.com, March 9, 2017; Matthew Boyle, “The Wegmans Way,” Fortune, January 24, 2005, pp. 62–68.

Sara Goggins, a 19-year-old college student, was newly complimented on the display she aided prepare for the store’s French-inspired patisserie—by Danny Wegman himself (esteem needs). Sara keeps a photo of her and Danny Wegman behind the respond to. Maria Benjamin supplied to bake “cocoa meatball cookies” to celebrate coworkers’ birthdays. They were so well-known that she asked Danny Wegguy if the store would certainly market them in the bakery department. He sassist yes, and also it did. Employees favor Sara and Maria are frequently known for their contributions to the company (esteem needs). Wegmans has invested over $54 million for college scholarships to more than 17,500 full- and also part-time employees over the previous two decades. Top administration thinks nopoint of sfinishing store department supervisors on training expeditions. A cheese manager might take a 10-day trip to visit and examine cheesemachines in London, Paris, and Italy; a wine manager might take a company-sponsored pilgrimage via the Napa Valley (self-actualization needs).

As you deserve to view from this extfinished example, Wegmans functions tough to fulfill its employees’ requirements at all levels.

Maslow’s theory is not without criticism, yet. Maslow declared that a higher-level require was not activated till a lower-level need was met. He also declared that a satisfied need is not a motivator. A farmer who has plenty to eat is not motivated by even more food (the physiological hunger need). Research has actually not confirmed these ethics in any type of strict feeling. The concept likewise concentrates on relocating up the hierarchy without completely addressing relocating ago dvery own the pecking order. In spite of these constraints, Maslow’s ideas are exceptionally advantageous for expertise the demands of human being at occupational and for determining what can be done to accomplish them.

What is Maslow’s hierarchy of needs, and just how does it assist in understanding human motivation?What are some criticisms of Maslow’s hierarchy?

Overview of Learning Outcomes

What is Maslow’s power structure of requirements, and just how do these needs relate to employee motivation?

Maslow-moving believed that each individual has actually a pecking order of demands, consisting of physiological, security, social, esteem, and also self-actualization requirements. Managers who accept Maslow’s ideas attempt to boost employee incentive by editing and enhancing organizational and also managerial methods to rise the likelihood that employees will fulfill all levels of needs. Maslow’s concept has actually additionally aided managers understand also that it is hard to motivate world by appealing to already-satisfied needs.

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Maslow’s pecking order of needsA concept of inspiration emerged by Abraham Maslow; holds that people have 5 levels of needs and act to meet their unmet demands. At the base of the hierarchy are basic physiological demands, complied with in order by safety, social, esteem, and also self-actualization demands.