Felicia Benson MAN 226 Principals of Management Critical Analysis 04/16/2013 I decided to read and analyze the article Meeting employee requirements by Golnaz Sadri and Clarke Bowen. The article discusses how Maslow’s hierarchy of needs motivates people and how they can be used to motivate employees. I picked this article because managers should understand what make people motivated and drives them in life. Often managers simply think that money is the only motivation in a job and employees should be happy if the pay rate is good enough.
This topic interests me because I am not only any employee but a manager as well.
In hopes of someday opening my own business I would like to know what would motivate my future employees to be happy and productive at work. Not only is this relevant to me personally but it also is to what we have studied in this course. In our textbook we learned about Maslow’s hierarchy of needs and motivating employees in chapter 16.
In the chapter the text relates why employees feel motivated and why they feel unmotivated. The chapter also explained what managers can do to motivate employees and how some of the motivational tools can be tied into Maslow’s theory about needs.
The authors explain “to motivate someone you need to understand what need level that person is on the hierarchy and focus on satisfying needs at or above that level” (432). In the article Meeting employee requirements the authors Golnaz Sadri and Clarke Bowen begin their article by explaining what motivation, intensity and persistence are and how much of an impact wages have on employees attitude about their job. The article states information obtained from recent surveys and research from Employee Benefit Research Group (EBRI). They point out an interesting fact at one point stating “a recent survey
showed that salary has only a 20 percent impact on job satisfaction”. Fundamental behavior is pointed out next and what the five human needs are in Maslow’s theory are. Sadri and Clarke first discuss physiological needs. This is the first need in the five needs and is basically broken down as “the need for food, air, water and shelter”. Money can buy these things so money would then fit into the psychological need area. The authors then explain what managers and companies can do to satisfy this basic need for employees and give examples from companies that are good at it. The next need they discuss is the safety need.
The safety need is not only the need for physical and psychological security but also health security. Sadri and Clarke point out those employees look for health insurance for themselves and their family members which add to the safety of employees and their family. Along with family security comes the next need which is the need for love and belonging. According to the authors the love need is “the need for affection and belonging”. This need would be fulfilled be an employee forming friendships with coworkers/bosses and staying with the company for a long period of time.
The article points out how managers can help to fulfill this need by forming cohesive teams for some projects, programmed and clubs for employees to join. Next on Maslow’s hierarchy of needs that Sadri and Bowen write about in the article is the esteem need. Esteem need is “the need for responsibility, reputation, prestige, recognition and respect” (Sadri and Bowen 47). The article explains how esteem need is greatly important because it makes employees feel important. Managers and organizations can build esteem with recognition for well done jobs, opportunity for advancement and special prizes or treatment.
The last of Maslow’s need is the next topic in the article. This is the need for self-actualization. Self-actualization is described as the need to be the best you can possibly be. Companies and managers have quite a few ways according to the authors. Tuition reimbursement, sabbatical or offering employees the chance to be involved in charities and non profit organizations is mentioned in the article. Sadri and Bowen wrap up the piece by discussing how the company benefits from satisfying employees Maslow’s hierarchy of needs. Companies need to figure out which level the employees are at that would motive them.
Managers would need to be more intuitive and really listen to employees to figure this out. The authors believe that once they do this it will not only help the employees but also the business by using their funds in a better way. Businesses can create an environment where employees will be “creative productive and loyal” (Sadri and Bowen 48). This article has direct coalition with real world applications and points learned in out text book. For a manager trying to understand how to motivate their employees and be in touch with what drives them they could use a lot of the suggestions.
In today’s workplace so many companies have been only concentrating on the needs of customers/clients and forgot about the needs of the employees that keep the business running. As companies are becoming less uniform and easier going implementing an employee driven work place is more heard of. Companies such as Google and Apple have already taken a step in this direction and it has paid off. Google has fewer walls in all of there offices so people are encouraged to interact, company cafes (all free), play areas for when children are brought in the office, extensive benefits for employees and their family and many other perks.
Apple can give Google a run for their money when it comes to putting employees first. Apple lets employees( long term ones) take sabbaticals, has a “Blur Sky” program that lets employees take up to two weeks off work to work on projects that have nothing to do with Apple and exciting internship opportunities for students and recent graduates. When in comparison to out text book the article is spot on for what we have already learned. The hierarchy of needs listed on page 432 of the text is the same along with the explanation of the needs.
Both seem to agree that management needs to figure out which level the employee is at in order to satisfy their needs. In the article Sadri and Bowen state “each need has to be satisfied substantially in order for an individual to progress to the next level” (45). Agreeable with the statement in the article our textbook teaches that “Maslow argued that each level in the needs hierarchy must be substantially satisfied before the next becomes dominate” (432). When having my husband read the article and tell me how he felt he found it interesting. He is a business owner and has heard of somewhat of Maslow’s hierarchy of needs before this.
I asked him how he thought the ideas in the article were accurate with today’s workplaces. He stated “Yes because people look for more than a salary package. It is a sense of happiness in an over all lifestyle. ” I found this also true. When I asked him if these are any the things he would look for if he were looking of employment his response was “of course. More so the self-actualization need. I think I would like to know I am helping out in the bigger picture and it is not just about paying for our lifestyle. ” He said he too enjoys learning about what makes people do the things they do and he had never really thought about it before.
Being that my husband is a business owner he is has a general interest in things in the business world. He not only has to fire and hire employees but he is the one that has to implement which programs, policy and procedures are going to be implemented or done away with I enjoyed interviewing my husband. It is different from the normal conversations we have everyday so I got to see another side of him. It was hard to come up with some questions when it came time with what to ask him. Interviewing a family member id harder I think than interviewing a stranger I think. Sometimes I like to go to poetry readings.
I find that it is harder for me to read my poetry in front of my friends and family than in front of the strangers at the readings. I generally enjoyed this article. I like to know how people think and what drives them. The article not only explained Maslow’s hierarchy of needs and how they pertain to employees but also gave examples of how employers can implement them in their workplace. Both of the authors seem to have done some research about the topic and did not just simply state their opinion. I also like that fact that they had continuous facts from reliable sources to back up their material.
I am a manager myself and believe that if companies and management in corporations or organizations would pay attention to their employee’s need that the turnover rate would reduce significantly in the workplace. So many companies are focused on the bottom line and not the people that help them achieve it. When companies say that they have a customer focused they should also be employee focused as well. The employees are the only taking care of the customers and the company when it comes down to it. A satisfied employee leads to better work done which in turn makes the company as a whole better.
I believe that when an employees needs are being met that an organizations will be met as well Works Citied Print: Sadri, Golnaz. , Bowen, Clarke R. Meeting Employee Requirements. Industrial Engineer October 201, Vol. 43 Issue 10, p44-48. Print Websites: http://www. google. com/about/jobs/lifeatgoogle/best-company-to-work-for-fortune-2013. html http://www. nytimes. com/2013/03/16/business/at-google-a-place-to-work-and-play. html? pagewanted=all&_r=0 http://www. inc. com/paul-spiegelman/why-apple-will-make-even-more-money-a-change-in-leadership. html
Cite this Critical Analysis Maslows Needs
Critical Analysis Maslows Needs. (2016, Sep 03). Retrieved from https://graduateway.com/critical-analysis-maslows-needs/