Study Notes: People Management

Motivation in theory - Maslow's hierarchy of needs

Maslow's Hierarchy of Needs is a "content theory" of motivation" (the other main one is Herzberg's Two Factor Theory).

Maslow's theory consisted of two parts:

(1) The classification of human needs, and

(2) Consideration of how the classes are related to each other

The classes of needs were summarised by Maslow as follows:

How does the Hierarchy Work?

- A person starts at the bottom of the hierarchy (pyramid) and will initially seek to satisfy basic needs (e.g. food, shelter)

- Once these physiological needs have been satisfied, they are no longer a motivator. the individual moves up to the next level

- Safety needs at work could include physical safety (e.g. protective clothing) as well as protection against unemployment, loss of income through sickness etc)

- Social needs recognise that most people want to belong to a group. These would include the need for love and belonging (e.g. working with colleague who support you at work, teamwork, communication)

- Esteem needs are about being given recognition for a job well done. They reflect the fact that many people seek the esteem and respect of others. A promotion at work might achieve this

- Self-actualisation is about how people think about themselves - this is often measured by the extent of success and/or challenge at work

Maslow's model has great potential appeal in the business world. The message is clear - if management can find out which level each employee has reached, then they can decide on suitable rewards.

Problems with the Maslow Model

There are several problems with the Maslow model when real-life working practice is considered:

- Individual behaviour seems to respond to several needs - not just one

- The same need (e.g. the need to interact socially at work) may cause quite different behaviour in different individuals

- There is a problem in deciding when a level has actually been "satisfied"

- The model ignores the often-observed behaviour of individuals who tolerate low-pay for the promise of future benefits

- There is little empirical evidence to support the model. Some critics suggest that Maslow's model is only really relevant to understanding the behaviour of middle-class workers in the UK and the USA (where Maslow undertook his research).

HRM Strategy

HRM introduction  HRM objectives  HRM influences  Hard & Soft HRM  

Organisational Structure

Org charts  Delayering  Span of control  Centralisation & decentralisation  Matrix structures  

Motivation at work

What is motivation?   Theory - Maslow  Theory - Herzberg  Theory - Taylor  Theory - McGregor  

Financial motivation  Pay Package  Time rate  Piece rate  Commission  Performance pay  

Share options  Job rotation  Job enlargement  Delegation & empowerment  

Recruitment & Training

Recruitment intro  Internal / external  Job descriptions  Interviews  Job analysis  

Job advertising  Person specification  Training - intro  Induction training  On-the-job training  Off-the-job training  

Workforce planning

Workforce planning  Flexible working  Benefits & issues  Labour supply  Workforce roles & workload  

Annual hours  Job sharing  Temporary staff  Teleworking   Flexible hours  

Communication

Overview  Barriers  Benefits  Employee Representation