According to Maslow’s hierarchy of needs, people need certain types of things to be happy. The list is long and includes various requirements that aren’t necessarily ingredients to happiness. It is a good thing, then, that Maslow’s theory has evolved over the past seventy years. Food is one of the basic needs of all humans, and it is necessary for the body to function properly. However, food is only a small part of this need list. The next two are related to the physical and emotional satisfaction of the individual.
The academic study of need reached its zenith in the 1950s. Many people, however, still disagree on the definition of need. Richard Sennett, for example, has argued that it is an important psychological need and a motivational factor in our lives. For this reason, the Doyal/Gough Theory and the Self-Determination Theory are compatible. While the Doyal/Gough Theory are complementary, their differences are also significant.
The ERG theory, meanwhile, relaxes some of Maslow’s assumptions. The basic needs are not necessarily in order of importance and there may be more than one need operating at a time. For instance, a frustrated employee might regress to their need for relatedness in order to avoid losing face in the workplace. For this reason, it is a good idea to consider the benefits of the ERG theory in the context of other social systems.
Maslow’s hierarchy of needs has important implications for the management of employees. People who have high needs for achievement, affiliation, and power may respond positively to goals or rewards. They may also gain power by influencing their supervisor or gaining a position with authority. These are all benefits of meeting your basic need, but they come with a set of drawbacks. It’s always better to meet your basic physiological needs before pursuing other higher-level desires.
In addition to these needs, humans also have needs for love and belonging. Deficits in this area can affect their ability to form and maintain relationships. As a result, these unmet needs are a sign of a lack of respect for one’s environment. The more you respect someone, the more likely they are to reciprocate it. The other side of this equation is respect. A lack of respect can be a sign of a weak person.
The hierarchy of needs has important implications for management and motivation in the workplace. For example, a person who has a high need for achievement will be more likely to respond to goals that are related to their personal identity or their social group. On the other hand, a person with a high need for power and approval will respond to a job that offers a sense of security and approval. This type of orientation is important for managers because it can help them identify people with different needs and increase their satisfaction.