Question

Maslow's Hierarchy of Needs theory/examples and theory

Answer 1

The theory of motivation of Mashlow can be applied to any companies because all companies involves people who needs motivation to work. Like employees in the company work in the company to satisfy their basic needs and when they satisfy their needs then they move to upper needs like describes in the Pyramid of mashlow.

The company i would talk about as an example which can make a good use of this theory is Walmart company which is one the big company employs higher number of people and has to satisfy their needs.

Physiological Needs:

According to Maslow (and common sense), the core physiological needs humans must have met, include:

• air to breathe
• food to eat
• water to drink
• shelter
• warmth
• sleep

This is the simplest area where all employers should be able to ensure employee satisfaction. To best perform their jobs, workers require a decent standard of health compliant with this category; namely, they need clean air to breathe, plenty of water to stay hydrated, and rest time between and during shifts. when company fulfills these needs then they get more motivated employees.

Safety Needs:

This level in the hierarchy means safety that’s both literal (protection from the elements, absence of violence, and financial security, for instance) and more abstract (law and order, political stability, etc.). What does this look like in a corporate setting? Obviously, it means a workspace that’s physically safe and as free from the threat of injury as possible (i.e. those workplaces reviewed by Upton Sinclair in “The Jungle” probably wouldn’t make the cut..not to mention, cause some post-traumatic stress). But it extends further than safety and security, covering a worker’s emotional well being, as well.

When an employee knows they’re covered by adequate medical and retirement benefits, for instance, that sense of security frees them from stressors that would’ve otherwise competed for mental space with their job. And when workers feel that they have both job security at present and a more overarching financial security in the long run, they’re much more likely to remain loyal to that job, too.

Nike company can provide safety benefits and safety guidelines working in the company and manufacturing plants to satisfy their needs.

Love and Belongingness Needs

Where the first two levels of the hierarchy should be a given at any workplace, here’s where it starts to get a little trickier. Companies can ensure their employees’ Love and Belongingness Needs — which include friendship, intimacy, trust, and acceptance — are being fulfilled in two ways:

At an office where nobody is social, chats or swaps funny anecdotes, but instead contains employees who silently work, heads down, until 5 p.m., is a culture that allows for love and belongingness simply isn’t going to exist. It’s not outrageous to posit that people will enjoy and value their jobs more if the workday involves at least a wee bit of fun. There are many methods of promoting a friendly, collaborative culture at your company, but one of the most crucial steps is getting people to spend a little time together off the clock, whether that’s at a company-sponsored happy hour or on an office-wide kickball team.

More so than the activity or location, the important thing is that your company condones and enables this type of culture by having a hand in at least a few work-wide events to help create a feeling of belongingness.

Family, and the quality time one is able to spend with them is obviously a major component of one’s love-and-belonging experiences. Companies can recognize that by instituting policies that allow employees to better balance their family and job duties, including by having paid parental leave programs, the possibility of flexible hours, on-site pumping rooms, and by offering aid in child-care costs.

Esteem Needs:

Maslow defined this tier’s characteristics as: self-esteem, confidence, achievement, and enjoying the respect of others. Coincidentally, these are all areas in which an employer can play a pivotal role, especially in striving to recognize employees for their achievements. The Esteem Need was further divided by Maslow into two categories, external and internal motivators, and companies can play crucial parts in each.

For external motivators, things like prizes, awards, and promotions go a long way in making people feel properly (read: publicly) acknowledged for a job well done. Internal motivators, on the other hand, are private goals that employees individually set for themselves; as these personal goals are met, their self-esteem correspondingly rises. Though this component of esteem may be internal, employers can still support it by supporting workers in their plans for advancement and allowing for open, honest conversations about goals and future intent. And, if nothing else in this Maslow debriefing sticks with you, know that human beings and workers who feel supported and satisfied make for better workers. Plus, it never hurts to build that responsibility = reward association.

Self-actualization:

In Maslow’s Motivation and Personality, he defined this level as the desire to accomplish everything that one can and to become the most one can be. Nike company can provide opportunities to employees to promote from lower position to bigger position like CEO position or CFO position in the company.

this example can be seen in Google where Sundar pichai was promoted and Google company become improved and more profitable.

so, this is how, Nike company can satisfy the needs of its employees and employees would show higher performance and good customer services to increase profitability of the company.

________________________________________________________________

Please please up vote this answer. Your up vote is so valuable to me. Thank you so much. I worked a lot to write a perfect answer. Please.

I explained each theory with real live example . Please up vote.