Application of the Maslow's Hierarchy of Need Theory: Impacts and Implications on Employee's Career Stages

Abstract

Maslow's hierarchy states that people have a pyramid hierarchy of needs that they will satisfy from bottom to top. Starting from mere physiological survival, the hierarchy of needs covers belonging to a social circle to pursuing your talent through self-actualisation. Important to the hierarchy of needs theory is that Maslow felt that unfulfilled needs lower on the ladder would inhibit the person from climbing to the next step. The pyramid of needs is divided into two categories: deficiency needs (physiological and safety) and growth needs (belonging, self-esteem and selfactualisation). If the deficiency needs aren't satisfied, the person will feel the deficit and this will stifle his or her development. When Maslow's hierarchy of needs is applied to work situations, it implies that managers have the responsibility, first, to make sure that the deficiency needs are met. This means, in broad terms, a safe environment and proper wages. Second, it implies creating a proper climate in which employees can develop their full potential. Failure to do so would theoretically increases employee frustration and could result in poorer performance, lower job satisfaction and increased withdrawal from the organisation.