Maslow's Hierarchy of Needs

What it does:
Management experts have theorized that Maslow's Hierarchy helps them understand what motivates employees.

Its other names:
Maslow's Pyramid

Where it comes from:
The writings of Abraham Maslow (1908-1970), a psychologist who taught at Brandeis University in New York City. His books (now available in many editions) included Motivation and Personality and The Farther Reaches of Human Nature.

Summary:
People are only free to use their higher abilities when their basic human needs are being met. This principle can be a strategy for motivating employees: when you provide a safe and secure workplace with a good social climate, people will become more creative and involved.

Maslow's Hierarchy can be envisioned as a pyramid with the most basic needs on the bottom and the most evolved needs on the top:

- Self-actualization -- Creativity, education, spiritual beliefs.
- Self-esteem -- The confidence that comes from mastery of tasks and work. It is reinforced by recognition from other people.
- Social needs -- The desire to be accepted by others and feel part of a group.
- Safety needs -- The psychological security of having a family and a safe home.
- Physiological needs -- The basic needs for food, water, warmth, etc. We can only think about higher things when these basics are in place.

What else you need to know:
There is a good deal of common sense in Maslow's hierarchy. Unless workers are respected, they will not excel. However, experienced managers also know that some employees refuse to contribute, even when all their needs are met. From this perspective, Maslow's Hierarchy does not help to manage problem employees.