MASLOW’S NEED HIEARCHY THEORY

Raghav Thakar
FY B-COM (SEM II)
Division – B
641
 ABOUT MASLOW’S THEORY
• Maslow’s Theory was brought forth by Abraham Maslow , an American
Psychologist in a paper published in the year 1943 . This theory of his
was based on human needs .
• As per this theory , there exists a hierarchy of five needs in a human
being which are:
1. Basic Psychological Needs
2. Safety & Security Needs
3. Social Needs
4. Ego Needs
5. Self-fulfilment/Actualization Needs
1) BASIC PSYCHOLOGICAL NEEDS

• These needs are the most basic in hierarchy and

corresponds to primary needs .
• Hunger , thirst , shelter , sleep are some examples of these
needs.
• In an organisational context , this would include Basic salary
2) SAFETY AND SECURITY NEEDS
• These needs provide security and protection from physical
and emotional harm
• Such needs can be satisfied by rules of employment such as
Corporate Insurance , Sick Fund , Employment legislation ,
Job security
3) SOCIAL NEEDS
• These needs refer to affection , sense of belonging ,
acceptance and friendship .
• Majority of people prefer to be part of groups , and such
desires can be satisfied by conducting group activities .
• Ensuring people feel that they are part of the team/group , is
fundamental to satisfy this need .
4) EGO NEEDS
• These needs include factors such as self respect ,
autonomy, status , recognition , merit pay increase .
• These can be fulfilled by promotion , increased pay-check .
• This is a stage where a person would want respect from
others as well as thinking well of oneself.
5) SELF FULFILMENT NEEDS

• It is the highest level of need in hierarchy .

• Refers to the drive to become what one is capable of
becoming .
• Such needs can be fulfilled by constant success , such as
opening and running a new branch of office .
ASSUMPTIONS OF THE THEORY

• People’s behaviour is based on their needs and satisfaction

of the needs influences their behaviours
• Needs are in hierarchical order , starting from the basic
needs and ending at the higher level needs
• Person moves to the next level of the hierarchy only when
the previous need in the hierarchy has been met/fulfilled .
MOTIVATIONAL THEORY AT KELLOGG’S
• The Kellogg Company is the world’s leading producer of breakfast
cereals. Its products are manufactured in 18 countries and sold in
more than 180 countries. For more than 100 years, Kellogg's has
been a leader in health and nutrition. It has done this by providing
consumers with a wide variety of food products.
• Within Kellogg's, there is a variety of functions and work roles.
These include engineering operatives in the manufacturing section.
Others work in finance, marketing, sales, information technology
or human resources. Keeping everybody motivated no matter what
their role is not easy. Kellogg's was recently placed in the top 100
of the Best Companies to Work For list in The Sunday Times.
• Physiological Needs -  Kellogg's offers competitive salaries.
This gives people the means to acquire the basic needs for
living. The Kellogg's Cornflex Flexible program allows
employees to choose those benefits that suit them. This
includes childcare vouchers, cash alternatives to company
cars and discounted life assurance schemes. 
• Safety Needs - Kellogg's values the safety of all employees.
The company is committed to providing a safe and healthy
work environment to prevent accidents. Employers are
however accountable - that means they have to take
responsibility for observing the health and safety rules and
practices. Employees have the option of working part time ,
taking career breaks or working from home . This ensures
11that employees maintain a healthy work-life balance .
• Social Needs - Kellogg’s operates weekly group 'huddles'. These
provide informal opportunities for employees to receive and
request information on any part of the business, including sales
data and company products. This helps strengthen teams and
enhances workers' sense of belonging. They include values such
as being positive, seeing the best in people and recognizing
diversity. Kellogg's positively recognizes and rewards staff
achievements.
• Self-fulfilment needs - Kellogg's provides employees with the
opportunity to take on challenging and stimulating
responsibilities. For example, the business provides the
opportunity for individuals to take ownership of projects. This
enables them to develop and improve.