Maslow’s Need Hierarchy

Theory

By
Alban
& Jerome
Vivek ShriKumar
 prologue
Maslow's hierarchy of needs is a theory proposed
by Abraham Maslow in his 1943 paper A Theory of
Human Motivation.
Maslow's Hierarchy of Needs remains valid today
for understanding human motivation and for
management training.
Maslow's original five-stage Hierarchy of Needs
model is attributable to Maslow; later versions are
not.
Maslow's Hierarchy of Needs was later modified
by other people, as the adapted seven and eight-
stage Hierarchy of Needs models.
Each of us is motivated by needs. Our most basic needs
are inborn, having evolved over tens of thousands of
years.
Abraham Maslow's Hierarchy of Needs helps to explain
how these needs motivate us all. Maslow's Hierarchy of
Needs states that we must satisfy each need in turn,
starting with the first, which deals with the most obvious
needs for survival itself.
Only when the lower order needs of physical and
emotional well-being are satisfied are we concerned with
the higher order needs of influence and personal
development.
Conversely, if the things that satisfy our lower order needs
are swept away, we are no longer concerned about the
maintenance of our higher order needs.
When it was originally published Hierarchy of Needs model
comprised five needs. This original version remains for
most people the definitive Hierarchy of Needs.
 APPLICATION

Personal Motivation
Organizational Growth
Social Media
HRM
Product Branding
Marketing
International Business
 HIERARCHY

Maslow's hierarchy of needs is often portrayed in the shape

of a pyramid, with the largest and lowest levels of needs at
the bottom, and the need for self-actualization at the top.
The lower four layers of the pyramid contain what Maslow
called "deficiency needs" : esteem, friendship and love,
security, and physical needs.
With the exception of the lowest (physiological) needs, if
these "deficiency needs" are not met, the body gives no
physical indication but the individual feels anxious and
tense.
Not susceptible to social pressure Morality
Socially compassionate Creativity
Comfortable with oneself SELF- Spontaneity
Sense of humor TRANSCENDENCE Problem solving
Nature and natural
Spontaneous No prejudice
Increase their
Art and interested Decorative work
Excited
intelligence
Increase Skills Acceptance of station
Music
better perceptions of reality Others’
Levels Respect Symmetry
reality/facts
Beautiful Chase
imagery knowledge
Recognition SELF-
Accept themselves & their natures Acquire New Closure
Fame Skill in working place
Learn
of artificiality Status
Lack Aesthetics
ACTUALIZATION
Prestige
Sets Architectural
Original
Oneness Explore
with Attention
Appreciate pleasures of life Training OJT Balance/form
Attention Inventive
Discover
Social Status
Deepnature
feeling of kinship
Desire new
AESTHETIC
Strength Esthetic
Linguistics abilities looks/ work areas
Less constricted
Strong ethical /moralAccomplishment
stds Competence
Desire
Feelingnew etc.
Fresher than others
of acceptance
experiences
Friendship Mastery
experiences
Belonging to org/team
ToIntimacy
solve mysteries
Self-respect Independence
Effective
COGNITIVE trouble
Reinforcing team
Living in a safe
Self-confidence
Family Freedom
shoot
area Attention dynamics
Belonging to a peer Safe working
Personal Cohesiveness
group security environment
BreathingFinancial
Giving security
and receiving
ESTEEM
Comfort
Food Health Relative job security
love and well- Basic creature comforts
Water being Medical insurance
Sanitation
Homeostasis
Safety net against BELONGINGNESS
Financial reserves AND
Ample breaks for lunch and
Sex Accidents/Illness LOVE
recuperation
Sleep SAFETY
salaries that allow buy life's
essentials.

PHYSIOLOGICAL
 Maslow’s
HIERARCHY OF NEEDS

Of an Organization
Brand
Self-Actualization

Strategic Diversification

Sales & Growth

ytili bat s l ai c nani F

Operational Efficiency

REGULATORY COMPLIANCE & CONTROLS

 Beyond Maslow
Alderfer's ERG
Level of Need Definition  Properties

Growth Impel a person to make creative or Satisfied through using capabilities in engaging
productive effects on himself and his problems; creates a greater sense of wholeness
environment & fullness as a human being

Relatedness Involve relationships with significant Satisfied by mutually sharing thoughts and
others feelings; acceptance, confirmation, under-
standing, and influence are elements

Existence Includes all of the various forms of When divided among people one person's gain
material and psychological desires is another's loss if resources are limited
 Level Introversion Extroversion

Growth Self-Actualization (development of Transcendence (assisting in the development

competencies [knowledge, attitudes, and of others' competencies and character;
skills] and character) relationships to the unknown, unknowable)

Other Personal identification with group, significant Value of person by group (Esteem)
(Relatedness) others (Belongingness)

Self Physiological, biological (including basic Connectedness,  security

(Existence) emotional needs)
 HERZBERG'S HYGIENE &
MOTIVATIONAL FACTORS
Hygiene or Dissatisfiers factors must
be present in the job before
motivators can be used to stimulate
a person.
Herzberg's needs are specifically job
related and reflects the distinct
things that people want from their
work as opposed to Maslow's
Hierarchy of Needs.
Coined the term job enrichment —
MCGREGOR'S THEORY X &THEORY Y
Herzberg's theory is a micro version of
Maslow's theory that is focused in the
work environment.
McGregor's Theory X is based on workers
caught in the lower levels (1 to 3) of
Maslow's theory due to bad management
practices, while his Theory Y is for
workers who have gone above level 3
with the help of management.
McGregor's Theory X is also based on
workers caught in Herzberg's Hygiene
Dissatisfiers, while Theory Y is based on
workers who are in the Motivators or
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Q & A
1. Biological and Physiological needs
2. Safety needs
3. Belongingness and Love needs
4. Esteem needs
5. Cognitive needs
6. Aesthetic needs
7. Self-Actualization needs
8. Transcendence needs