Both observation and experiment provided the underpinning for Abraham Maslow’s theory of human motivation. Maslow (1943) posits, “man is a perpetually wanting animal,” leading to the constant striving to fulfill goals (p. 370). If and when anything prevents the fulfillment of a goal—whether the obstacle is internal or external—discomfort or psychopathy can occur (Maslow, 1943). Although Maslow’s original research was conducted decades ago, recent research on motivation and human behavior continues to substantiate Maslow’s core claims. Researchers continue to operationalize Maslow’s definitions of needs and motivation, leading to a strengthening of the original theory and expanded applications in the social sciences. Maslow himself wrote extensively to develop and mature a comprehensive theory of human motivation based on the hierarchy of needs model. The original needs hierarchy consists of five fundamental needs: for physiological comfort and fulfillment, for safety and security, for belongingness, for esteem, and for self-actualization. Although definitions of terms have shifted somewhat, the fundamental tenets of Maslow’s needs hierarchy and the underlying assumptions of Maslow’s theory of human motivation remain consistent and relevant.For example, Taormina & Gao (2013) prove Maslow’s original assumption that the needs hierarchy is linear; “the more each lower-level need was satisfied, the more the next higher-level need was satisfied,” (p. 156). Maslow (1943) similarly stated, “when the most prepotent goal is realized, the next higher need emerges,” (p. 370). In application, a person needs to fulfill lower order needs thoroughly before progressing towards the fulfillment of higher needs. The staged process does not preclude cyclical growth and development, but when dysfunction or neurosis has become manifest in an individual, it usually points to the lack of fulfillment of a more fundamental need on the hierarchy. Understanding Maslow’s hierarchy of needs within a general motivation theory framework can be of...
In a study on American correctional officers, Udechukwu (2009) found that lack of fulfillment of lower order needs on the hierarchy precipitated low motivation, leading to increased rates of officer turnover. Human resources managers can implement Maslow’s needs hierarchy into employee development strategies and policies for improving the workplace environment and organizational culture.
Both Udechukwu (2009) and Gawel (1997) link Maslow’s theory of motivation and hierarchy of needs with the work of Frederick Herzberg. Herzberg’s theory of motivation focused squarely on “job factors that motivate employees,” (Gawel, 1997, p. 1). Herzberg originally capitalized on Maslow’s needs hierarchy to show how specific factors in the workplace environment or company policy can lead to increased or decreased motivation, satisfaction levels, and measurable performance outcomes. Specific factors involved in meeting many of the main motivational needs include policy consistency and fairness, type and level of supervision, interpersonal relations, working conditions, and salary (Gawel, 1997). Both higher and lower level needs are implicated in determining job satisfaction and attitudes towards work, which is why Maslow’s theory of motivation connects well with that of Herzberg to provide a comprehensive and evidence-based framework for organizational culture and human resources practices.
Although spirituality and self-actualization rarely factor into workplace environments and organizational policy, Koltko-Rivera (2006) shows how Maslow eventually amended his original hierarchy of needs to include self-transcendence as a “motivational step beyond self-actualization,” (p. 302). Self-transcendence implies having a higher purpose, or a purpose greater than oneself. Therefore, considering the importance of altruism, servant-leadership, and ethical goals can help managers and leaders to cultivate a workplace ethic and organizational culture that inspire employees to envision…
