Need is a basic requirement of life: Without it, we die. Needs are also what motivate us: they determine our desires and priorities. When our needs are met, we feel satisfied. When they are not, we experience dissatisfaction and want to improve our lives. Psychologists divide human needs into different categories: the physiological and survival needs, esteem and belongingness, and self-actualization needs.
Physiological or survival needs include air, food, water, and shelter. The more complex esteem and belongingness needs are feelings of trust and connection to others, while the final need for self-actualization refers to creative fulfillment. These needs are essential for survival, but can also be a driving force in our lives, influencing everything from our career goals to our daily habits.
Achieving these needs takes a lot of time, energy and money. Consequently, people spend most of their lives focused on meeting these deficiency needs before they can pursue higher-order goals like achieving self-actualization.
Abraham Maslow developed his Hierarchy of Needs, which classifies human needs into five stages starting with the most basic and fundamental (e.g., Physiological and Survival) and ending with the more psychologically oriented (e.g., Self-esteem and Belongingness). Maslow’s model has been used in a variety of fields including business and psychology, but it has its critics. For example, his biographical approach and cultural biases can lead to misunderstandings and misinterpretations. Additionally, the hierarchical structure of his model makes it difficult to address individual and environmental variations.
Alderfer’s Needs Hierarchy and Self-Determination Theory both offer more flexible models of need satisfaction than Maslow’s largely sequential approach. These models allow multiple needs to be fulfilled simultaneously and can be more readily adjusted for cultural differences and personal preference. Both theories are useful frameworks for understanding human motivation, but must be adapted for specific contexts.
In the Workplace
Herzberg’s Motivational Theory is often applied in organizational settings, whereas Maslow’s theory has broader applications from education to personal development. A key difference between the two models is that Herzberg’s focuses on hygiene factors that remove sources of dissatisfaction, while Maslow’s model outlines a layered progression toward a sense of well-being and self-worth.
SDT shifts attention from a layered hierarchy to a holistic view of motivation, suggesting that personal growth and well-being arise from the constant interplay of autonomy, competence, and relatedness—regardless of one’s stage in a hierarchical structure. The theory further emphasizes that intrinsic motivations, such as genuine interest and personal values, fuel the quest for these three needs. Employers can encourage employees to pursue their self-actualization needs by providing opportunities for advancement and leveraging unique talents. For example, giving employees merit-based promotions or assigning them mentoring roles can help to satisfy esteem and belongingness needs. Additionally, allowing them to choose their own projects or work with colleagues that align with their interests can help fulfill esteem and relatedness needs. In addition, implementing performance review systems that emphasize areas of strength and skill can provide a sense of self-worth.