Impact of Well-Motivated Employees – Maslow’s hierarchy of needs in the banking industry
Well-motivated employees are wealth to an organization and they decide the achievement of organization and therefore, every organization should pay more attention and care towards employee’s motivation (Badubi, 2017). And employees will stay with the organization throughout its ups and downs. Motivation is essential to meet an effective relationship between the employer and the employees (Armstrong, 2007).
In the modern
management system many methods of motivation have been put into practice to
enhance productivity of the employees. Apart from various methods of
motivation, there are certain well-acknowledged motivators such as job design,
nature of job and system of incentives and rewards for the employees that play
a vital role in ensuring employee’s longevity, productivity and efficiency (Craig, 2008).
When
motivation is increased the level of commitment and engagement towards an
organization increase. An unsatisfied need can be accomplished by
motivation. Employees can be motivated
by offering rewards and incentives according to the goals they achieve (Armstrong, 2007). The Maslow’s model is
a constructive instrument to be used in organization in order to understand the
human needs which improves the productivity of the organization (Beson, 2003).
“A
pleasurable or positive emotional state resulting from the appraisal of one’s
job experience” (Badubi, 2017) according
to this sayings it reveals the emotional attachment, an employee has towards
the job and review of the employee’s by the employer. Motivation can be understood as a cognitive
decision making towards achieving the organization goals (Badubi, 2017).
Work
motivation affects an organization throughout the hierarchy from minor staff to
senior level. Motivation is an
intangible fact that cannot be observed.
Work motivation has two features, first category of motivation is
determined by staff attitudes, emotions, attitudes and behaviors. The second feature is determined through
organizational aspects, such as changes made in the organization system (Kanfar, 2008).
Figure 1:
Maslow's Hierarchy of Needs
(McLeod, 2020)
According
to Figure 1, the following needs are
analyzed.
Physiological needs:
Basic issues of survival such as wages, permanent employment, able to consume
food, drink and have peaceful rest (Komninos,
2020).
In our organization, adequate wages are given to fulfil the staff needs such as food, clothing. The Medical claim is given to take care of employees health conditions and if they are hospitalized, there is an insurance claim system as well. According to the hierarchy different kinds of facilities, such as holiday claim, Festival Advances are granted to the employees.
Security Needs: Stable, physical and emotional environment issues such as benefits, pension, safe working environment, fair work practices and job security. Safety needs and security needs deal with the job security during uncertain circumstance (Burchell, 2002).
The institution which I am engaged in has a pension scheme after retirement. And also special insurance are given to the cashiers when they meet with cash shortages. Proper training needs are fulfilled at this time of pandemic situation via online.
Our
organization has developed a special educational system to update the staff
member’s knowledge, which consists of Courses, Quizzes, assignments and
games. This system is more useful and
attractive to both young and elderly staff members.
Belongingness needs: Social acceptance issues such as friendship of cooperation on the job; feeling part of the group/ team (Aruma, 2017).
We in our institution before commencing our work, our team leader carries out pocket meetings for shorter period of time, we call it a “Morning huddle”. At this juncture we discuss how we are going to face the day’s challenges, and constrains, and how we faced on the previous day and how it was resolved. This gathering helps to identify how each staff member’s temperament in the morning and change their mentality to face the day’s challenges. During these morning sessions, circular, articles and any interesting matters with regard to enhance the productivity of the work are discussed.
Esteem Needs: Positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments; being recognized for achievements/ improvements. There two versions of esteem needs, one includes of status, popularity, social standing and to be appreciated by all is called the lower one. The higher version is consists of goal achievement, independence and freedom (Boeree, 2006).
Our institution recognizes the best performing staff members in the end of the year and they have been awarded as “Best Service Star”. Employees are promoted according to their educational qualification and experience by of competitive exams, interviews and automatic promotions according to their service. Best performing branches are awarded cash prices and trophies. Sports activities are carried out in order to recognize the best players and they are allowed to represent in the sports events which take place among other organizations.
Self – Actualization Needs: Achievement issues such as workplace autonomy, challenging work, and subject matter expert status on the job, the need for personal growth and development. Self- actualization, is the highest form of motivation (Komninos, 2020).
Our
staff members are given rotations in order to specialize in all working areas,
and are made as team leaders to lead the other subordinates. Cross trainings, special assignments are
given in order to achieve more rewards in their jobs. According to their performance, salary
increments, enrichment in job titles, business cards, luxurious Office with
well trained staff members and vehicles are being granted according to the
hierarchy of the organization.
“Motivation”
is most commonly used world in an organization.
Work motivation is a set of energetic forces that originate both within
as well as beyond an individual’s being, to initiate work-related behavior, and
to determine its form, direction, intensity and duration (Craig, 2008).
Motivation
is a determining factor as to how the employees contribute their assigned
work. Motivation is an intangible
concept, representing and presumed physical process but cannot observed
directly (Craig, 2008).
Reference
Armstrong
M. and Murlis H. (2007), Reward
Management, A Handbook of Remuneration Strategy and Practice, Revised 5th
edition, Kogan Page publication.
Aruma
E.O., Hanachor M. E. (2017), Abraham
Maslow’s Hierarchy of Needs and Assessment of Needs in Community Development (online),
available on: http://www.eajournals.org/wp-content/uploads/Abraham-Maslow’s-Hierarchy-of-Needs-and-Assessment-of-Needs-in-Community-Development.pdf,
cited on 22nd March 2021.
Beson
S.G. & Dundis S.P. (2003) Journal of
Nursing Management 11,
Understanding and motivating health care employees: integrating Maslow's hierarchy
of needs, training and technology.
Badubi
R.M. (2017), Theories of Motivation and
Their Application in Organizations: A Risk Analysis, School of Management,
Wuhan University of Technology, Wuhan, P.R China.
Boeree
C.G. (2006), Personality Theories –
Abraham Maslow (online). Available on: http://webspace.ship.edu/cgboer/maslow.html,
cited on 23rd March 2021.
Burchell B., Ladipo D. and Wilkinson F. (2002), Job Insecurity and Work Intensification, Routledge, Taylor & Francis Group, London and New York.
Craig,
C. P. (2008), World Motivation in
Organizational Behavior, University of Victoria, British Clumbia.
Huitt, W.
(2007). Maslow's hierarchy of needs. Educational
Psychology Interactive. Valdosta, GA: Valdosta State University (online),
available on: http://www.edpsycinteractive.org/topics/conation/maslow.html,
cited on 22nd March 2021
Kanfar
R., Chen G. and Pritchard D. (2008) Work
Motivation, Past, Present, and Future, Routledge, Taylor & Francis
Group, New York, London.
Komninos A. (2020), Physiological Needs: Maslow's Hierarchy of Needs (online), available on: https://www.interaction-design.org/literature/article/physiological-needs-maslow-s-hierarchy-of-needs, cited on 22nd March 2021.
McLeod
S. (2020), Maslow’s Hierarchy of Needs
(online), available on: https://www.simplypsychology.org/maslow.html#gsc.tab=0.
Cited on 22nd March 2021.
Yes, ‘Every successful organization is backed by a committed employee base, and the commitment is the outcome of motivation and job satisfaction’ (Varma, 2018).
ReplyDeleteHowever, organizations must have a broader approach of applying motivational theories as (Kenrick et al., 2010) through a research identified that Maslow’s hierarchy of needs is a generalized concept where he thinks that human needs are similar but in reality individual’s needs doesn’t have the same hierarchical order and some individuals may achieve different needs at the same time. In reality, needs are based on individual’s urgency level, self-concept values and social identity together with the external circumstances and may vary according to different countries.
Therefore, organizations needs to take contemporary theories in to consideration when determining to apply motivational theories in to practice.
Agreed Arjun, Ghanbarpour Z (2013), reveals that, humans are mainly different from each other, their demands are not equal and their values, norms and beliefs are also different from each other. Therefore, we should look at the people around us such that everyone has some shortcomings. An organization or a company is not excluded from this rule because tranquility, security, intimacy and unity will be certainly of the most important factors of success I each organization or company.
ReplyDeleteA research based on cluster analysis has suggested that motivation can be affected by various factors such as gender, material status, length of the services, and academic qualifications. Furthermore, the same study has revealed that high motivation, which is considered as the critical drive factor of a company's vision, can impact job satisfaction and employee productivity, ultimately driving the company to achieve its financial goals. (Pondicherry University, India, G. and K.P., 2015)
ReplyDeleteAbsolutely correct, In addition, Shkoler (2020), motivation is affected by personality traits, needs, and even work fit, while generating various outcomes and attitudes, such as satisfaction, organizational citizenship behaviors, engagement. Moreover, work motivation, as an umbrella term under the self-determination theory, is usually broken down into two main constructs – intrinsic versus extrinsic motivation.
DeleteYes Treva. Maslow’s ideas are very helpful for understanding the needs of people at work and for determining what can be done to satisfy them. His theory advises managers to recognize that deprived needs may negatively influence attitudes and behaviors (Ozguner & Ozguner, 2014).
ReplyDeleteAgree with you, in the meantime motivation of employees in the work place will remains one of the sensitive subjects that determine the level of input that employees will put in the organization to commit to good performance. This means that motivation either intrinsic or extrinsic contribute to employee satisfaction and thus enhances performance and productivity (Mensah et al, 2016).
DeleteAgree with you Treva. In today’s organizations, employee motivation is becoming complex; there is an urgent need to discover more effective motivators rather than use of monetary incentives. Management should be concerned about the motivation for at least three primary reasons. Firstly, achieving business goals or executing business strategies requires the motivation of people who work to attain goals or execute strategies. Secondly, management should understand its own motivations; self-understanding will enable better management of human resources. Thirdly, understanding the needs, values, and motivations of your employees will help to better recruit, select, train, retain, and develop your staff to perform its best(Rahman & Nurullah, 2014).
ReplyDeleteIn addition to your comment, a general definition of motivation is the psychological force that generates complex processes of goal directed thoughts and behaviors. These processes revolve around an individual’s internal psychological forces alongside external environmental forces and determine the direction, intensity, and persistence of personal behavior aimed at a specific goals (Shkoler, 2020)
DeleteAgreed with you Treva. Adding to your view, the hierarchy of Maslow's is usually shown as ranging through five main levels from the lowest need being physiological, through safety needs, love needs, and esteem needs to the highest level of needs being self-actualization. This theory states that when a lower need is satisfied, it is no longer a strong motivator and hence the demand for the next higher need becomes dominant and the individual’s attention is turned towards satisfying this higher need. It states that only unsatisfied needs motivate an individual (Osabiya & Joseph, 2015).
ReplyDeleteAs per Bassetti (2018), if employees are engaged and motivated, they work with energy, enthusiasm and initiative. However, when employees are unmotivated to work, valuable time and energy is lost. If managers d not keep a trained eye on staff motivation levels, they could find themselves in a situation where employee burnout is inevitable.
DeleteAgreed with you, Maslow's needs hierarchy build up needs are moved once they reach. The principal of this theory is that when one need is satisfied, its importance reduces and the strength of the next level increases. (Latham & Pinder 2005).
ReplyDeleteEvery successful organization is backed by a committed employee base, and the commitment is the outcome of motivation and job satisfaction. It is the energy that compels employee towards organizational objectives. I would be impossible for the organization to generate performance without commitment (Varma, 2018).
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ReplyDeleteYes, I agree with you. The most famous classification of needs is the one formulated by Maslow (1954). He suggested that there are five major need categories that apply to people in general, starting from the fundamental physiological needs and leading through a hierarchy of safety, social and esteem needs to the need for self-fulfillment, the highest need of all. When a lower need is satisfied the next highest becomes dominant and the individual’s attention is turned to satisfying this higher need. The need for self-fulfillment, however, can never be satisfied. ‘Man is a wanting animal’ (Armstrong, 2014).
And also, By motivation here we mean the way and manner in which an individual or group of individuals are inspired to behave in desired manner with a view to receiving some positive rewards or to satisfy certain human needs (Bawa 2017).
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