Maslow‘s Hierarchy of Needs, Motivation in the workplace

Revision as of 12:45, 9 February 2021

Summary / Abstract

Maslow's Hierarchy of Needs (MHN) is a broadly accepted model and theory for understanding what motivates people through what needs they have. Maslow arranges the needs in a hierarchy in order of importance. This means that a higher level of need cannot be fulfilled unless all the needs of lower levels are satisfied[1]. In his theory motivation is derived from a lack of fulfillment of one need, and which ever level of need is deprived the most, will become what dominates the motivation of the employee[2]. Furthermore Maslow claims this model to be generally applicable for any type of employee in any type of work or workplace. This article will go through Maslow’s different levels of hierarchical needs, and how it relates to motivation of employees in a project, program, or portfolio. Here it will be gone through how it can improve output and quality of the work an employee does, and their commitment to the cause (I. E. the purpose of the project, for example the desired socio-economic benefits of an infrastructure project). The application of the model and theory will be gone through followed by it's limitations, and a discussion of it's pros and cons will be carried out based on the knowledge presented in the preceding chapters. This should then give a better understanding of how a manager, whether the manager manages portfolios, programs, or projects, can improve the team's efforts and results by giving the proper motivation and covering the fundamental needs of the employee.

Content

  •Big Idea
      -what is Maslow's hierarchical needs model and theory?
      -Walk through of the model and fundamental understanding of the theory
      -How does it relate to projects programs and portfolios
      -Motivational theory relating Maslow's hierarchical needs in the context of a workplace

  •Application 
      -how is it used?
      -when is it used?

  •Limitations 
      -what to be aware about?
      -When not to use the model?

  •Discussion
      -What are the benefits of this application?
      -what are the consequences of this application?
      -how can the consequences be mitigated?

  •Refrences

Big Idea

Applications

Limitations

Discussion

Refrences

[1] Pardee, L. (1990) Motivation Theories of Maslow, Herzberger, Mcgregor & McClelland. A litterature Review of Selected Theories dealing with job satisfaction and motivation. 1-24

   - A literature review of some of the most relevant theories dealing with job satisfaction and motivation

[2] Fallatah, R., & Syed, J. (2017). Employee Motivation in Saudi Arabia. An Investigation Into the Higher Education Sector., 19-59.

   - A critical review of Maslow's theory and model