Abraham Maslow (1908 – 1970) along with Frederick Herzberg (1923-) introduced the Neo-Human Relations School in the 1950’s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work.
All of the needs are structured into a hierarchy (see below) and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic wage in order to buy food before worrying about having a secure job contract or the respect of others.
A business should therefore offer different incentives to workers in order to help them fulfill each need in turn and progress up the hierarchy (see below). Managers should also recognise that workers are not all motivated in the same way and do not all move up the hierarchy at the same pace. They may therefore have to offer a slightly different set of incentives from worker to worker.
Maslow's Hierarchy of Needs
Ah, Maslow! Probably one of the most-frequently quoted psychologists, yet how many of us can recall the detail of his famous hierarchy?
Abraham Maslow was an American behavioural psychologist who worked both in academia and industry. He published a number of Human Relations books until the early '70's, but it was his first book, "Motivation and Personality", published in 1943, that set out his idea of the hierarchy of human needs. THE HIERARCHY OF NEEDS
Maslow argued that the factors that drive or motivate people to act lie on an ascending scale. Once a group or order of needs is satisfied, the individual will not be motivated by more of the same, but will seek to satisfy higher order needs. What's more, a higher order need will not be a motivator if