Maslow’s Hierarchy is not the same as it was before. Know why and how?

Different people living around the globe have different requirements to live their life and for living a happy and satisfied life certain things are very important. All such things carries same importance in the life every individual. Maslow’s theory relates and tells about all the basic requirements which are being required by every individual to live up their life happily and in a satisfied way.

There are many leaders in different fields at some point of their career have either willingly or unwillingly based their approach towards a motivation on the needs of Maslow’s Hierarchy. Idea of Maslow’s is to motivate the people by satisfying their basic needs first like food, shelter, water and security before motivated themselves towards the higher stage of needs. Among the higher level of needs, self-actualization is considered to be a well-known in the whole world (Benson, S.G. and Dundis, S.P., 2003). There seems nothing wrong in it to help out the people and satisfy all the lower level needs which are being characterized by Maslow. Different kind of improvements in the workplace conditions and safety measures to be applied is an absolutely right thing to do. Checking on the requirements and basic things which are required to a human being is a very humane and generous thing to do. There is nothing wrong in it at all. Making sure that people move towards the healthy environment from unhealthy environment is one of the most helping action to do. But here the truth is that there are different individuals who can experience the higher level of motivation anywhere and at any moment. (Koltko-Rivera, M.E., 2006)

Five stage models of the Maslow’s Hierarchy pyramid are:

Physiological needs are the biological requirements which are very essential for the survival of any human being which includes food, shelter, clothes, sex, sleep and air. If all these body needs are not being fulfilled then it’s obvious that human body can’t function properly. Maslow considered these needs primary and other needs as the secondary ones.

Safety needs include the protection from law, security, freedom from fear and stability.

Love and belongingness needs include the friendship, trust, intimacy, acceptance, acceptance and giving of love. This need to the human being comes after the physiological and safety needs. (McLeod, S., 2007)

Esteem needs are classified into two groups which are:

Esteem for oneself that includes the achievement, mastery, dignity and independence.

Desire of getting respect from the others and it includes status and prestige.

Maslow wrote about this esteem need that it is very important for the children and adolescents. (Lester, D., Hvezda, J., Sullivan, S. and Plourde, R., 1983)

Self-actualization need comes at the end and in this need person becomes capable of knowing and realizing about the personal potentials and self-fulfillment. In this phase person desires to become everything for which one is capable of.

In spite of all the popularity of Maslow’s Hierarchy it doesn’t have enough of the data for the supporting of this theory. After bundle of different researches and studies by different experts it has been concluded that as compared to just focusing on the pyramid of different needs, one need to pay attention on three different things which are: (McLeod, S., 2007)

Autonomy

Relatedness

Competence

These three points play an important role in the life of every individual and they should be considered and given more attention. Let’s have a look about these three points in detail that how are they important and all. (Fowler, S., 2014)

Autonomy is the need of people to perceive that they do have a choice for whatever they are doing in present time or will do in future is of their own defilement along with another

factor that they are the source of their own different kind of actions. There are different ways through which leaders frame the situations and different kind of information that is used to either promote the likelihood that an individual will perceive the autonomy or destabilizes it. For the promoting of an autonomy:

For the assuring of a success of an individual it is an important thing to timeline all the essential information and frame different goals rather than finding the ways to hold up the individuals accountable.

Make sure to refrain from incentivizing the people through games and different competitions. There are very less people who have learned or realized the skills about shifting the reason that why all of them are competing with an external one towards the high quality one. It means to gain a status or win a prize to achieve something meaningful in life. (Freitas, F.A. and Leonard, L.J., 2011)

Relatedness is the need of people to be cared by others and look after for others as well. To make themselves feel connected to other people without any of their benefits or concerns. There are different leaders who can help out the people and derive the meaning from their work. Relatedness also have a very deep meaning and the points are listed below:

Try to connect the work of different people for a noble purpose.

Have an open heart to know and ask from different people that how they about a certain assigned project and then listen to the responses. There are chances that all the behaviors are not acceptable but all the feelings are worth exploring. (Fowler, S., 2014)

Competence is the need of every individual to feel affective at meeting up the opportunities and challenges which are seen on daily basis. To feel about the flourishing and sense of growth as well. Leaders can help in rekindle the desires of people to help them in growing and learning. For developing the people’s competence different points are listed below: (Wininger, S.R. and Norman, A.D., 2010. )

Different resources should be available for better learning of every individual.

Set up different goals related to learning.

At the end of the day make sure to ask what did you learn today from yourself and from others rather than asking what did you achieve today?

Like the needs of Maslow’s, above mentioned three basic needs are not sequential or hierarchical but they are the foundation for all the human beings out there as well as our ability to flourish.

Autonomy, relatedness and competence are not just three points but they carries an exciting message to all the leaders that as soon as all these three basic physiological needs are being satisfied in to any of the workplace then people will start having a day to day high quality motivation which will help in the putting or giving passion to the employees working in a particular place. (Ugah, A.D. and Arua, U., 2011).

Maslow created a theory which states that all the people are being inspired by the hierarchy of needs. All the requirements are being prepared in the hierarchy of prepotency. State of having the requirements are not firm but maybe flexible enough relying on all the differences of different people or the external circumstances. Most of the behaviors are multi-motivated which is known by more than one of the simple need. People really do believe in all the needs of hierarchy but still there is not enough of the data to support it, therefore different researchers introduce three different and stronger terms which are different from the five basic needs of Maslow’s Hierarchy.

Autonomy, relatedness and competence are not just three points but they carries an exciting message to all the leaders that as soon as all these three basic physiological needs are being satisfied in to any of the workplace then people will start having a day to day high quality motivation which will help in the putting or giving passion to the employees working in a particular place. Now leaders have variety of opportunities on daily basis to integrate all the motivational practices. Every individual should try to implement the three terms in their life which are Autonomy, relatedness and competence no matter whether they are an employee or not. Having these three needs in mind and life makes a person motivated enough to look forward and achieve certain goals in their life.

References of Maslow’s Hierarchy is not the same as it was before

Koltko-Rivera, M.E., 2006. Rediscovering the later version of Maslow's hierarchy of needs: Self-transcendence and opportunities for theory, research, and unification. Review of general psychology, 10(4), pp.302-317.

Benson, S.G. and Dundis, S.P., 2003. Understanding and motivating health care employees: integrating Maslow's hierarchy of needs, training and technology. Journal of nursing management, 11(5), pp.315-320.

Lester, D., Hvezda, J., Sullivan, S. and Plourde, R., 1983. Maslow's hierarchy of needs and psychological health. The Journal of General Psychology, 109(1), pp.83-85.

Freitas, F.A. and Leonard, L.J., 2011. Maslow's hierarchy of needs and student academic success. Teaching and Learning in Nursing, 6(1), pp.9-13.

Fowler, S., 2014. What Maslow’s hierarchy won’t tell you about motivation. Harvard Business Review, 92(11).

McLeod, S., 2007. Maslow's hierarchy of needs. Simply psychology, 1.

Wininger, S.R. and Norman, A.D., 2010. Assessing Coverage of Maslow's Theory in Educational Psychology Textbooks: A Content Analysis. Teaching Educational Psychology, 6(1), pp.33-48.

Freitas, F.A. and Leonard, L.J., 2011. Maslow's hierarchy of needs and student academic success. Teaching and Learning in Nursing, 6(1), pp.9-13.

Ugah, A.D. and Arua, U., 2011. Expectancy theory, Maslow's hierarchy of needs, and cataloguing departments. Library Philosophy and Practice, 4(1), pp.1-5.