Suggestions for overcome existing challenges

Maslow’s Hierarchy of Needs theory

Maslow has proposed a theory that includes five hierarchies of requirements and uses this model to understand the performance of organizations and employees (Gorden,1965).

 In a company, these physiological needs are concerned with the use of different approaches, the most commonly used of which is compensation and various benefits (Sadri & Bowen, 2011).

 This usually indicates the attitude of the organization towards its employees. if the organization does not meet these requirements properly, Candidates selected for the job will feel that the workplace in which they are employed is not adequately engaged with them or they will feel that they are neglected (Kaur, 2013). 

 Figure 1.0 - Maslow's Hierarchy of Needs

Source: (Sadri & Bowen, 2011)

According to the above model, it describes that an employee does not feel the second need until he is satisfied with the previous need.  The same pattern will repeat until the end of the final stage. The various stages above are described below (Sadri & Bowen, 2011).

Physiological needs

Such needs can be identified as the biological needs of food, air, and water. These are the strongest needs that a person can meet in the first place. Without these needs, human existence would not be possible, and as a result, people would seek out physiological needs to satisfy themselves (Daft, 2014).

 

Safety needs

Once people have satisfied all their physiological needs, their mind is focused on meeting their security needs. These requirements primarily represent protection against danger, trust, and fearlessness (Daft, 2014). The above safety needs are very important for children because of their sense of insecurity when it comes to safety needs. But in the event of an emergency or some form of disorganization in society, adults are less aware of their protective needs.

Belongings and love need

Once the physiological and safety requirements are met, people will eventually start thinking about the next level of needs, such as belongingness and love. In this case, Maslow's people are defined as social beings (Adair, 2013). Maslow has highlighted another important point. That is people try to overcome feelings of loneliness and alienation. This includes both giving and receiving love, affection, and the feeling of belonging.

Need for Esteem

The next level of need is the need for respect among the people. At this point, people are satisfied with the first three levels of need, and finally, they hope to consider satisfying their honorable needs. Under this, it shows the need for self-esteem and self-esteem such as self-confidence, independence, success, and talent (Griffin, 2016). When considering respectable needs, it can be motivated in two ways that can be identified as self-esteem and it is the respect a person receives from those around them. By nature, people want to have a stable, solid foundation, self-esteem, and respect from others. Once a person fulfills such a need, he is considered a valuable person in the world around him. Also, when these needs become frustrating, it makes the person feel inferior or helpless.

Needs for self-actualization

When all of the above requirements are met, an individual has an urgent need to meet self-sufficiency requirements. This does not mean that people need 100% satisfaction to go to this stage (Griffin, 2016). Based on Maslow, self-authentication is about a person's need and what the person is "born to do". This simply means that once a person has fulfilled all the requirements, he or she will feel restless in satisfying the self-evident needs. However, it is not always clear what a person wants when it comes to self-realization

This is realizing one’s full potential, and this will differ from person to person. This is the highest level on the hierarchy and what we are all striving for (Shajahan, 2007).

This model is very important when considering the existence of an organization. The ultimate asset for the success of an organization is the workforce. Therefore, meeting their needs at the organizational level will go a long way in achieving greater performance. Therefore, the organization needs measurements to identify demands and needs. The organization can attract more candidates by increasing the efficiency of recruitment and selection by meeting the requirements and requirements. Making candidates aware that they play a critical role in the 

The operational process and trusting that the company will respond to them is a good way to meet Maslow's theory of needs in the workplace (Griffin, 2016).

When applying this model to an organization, often lower-level staff seek to meet their psychological and defensive needs within the organization. These people mainly want to meet their basic needs. Adequate wages help to satisfy their basic mental needs such as food and shelter (Greenberg & Baron, 2000). Further Greenberg & Baron (2000) has mentioned that giving a free main meal to staff will help them to be more satisfied with the company. The security of their jobs and job security is paramount when considering security needs. They will be largely satisfied when they contribute positively to the company. Another point is that the company does not retain forced labor or child labor. Also, the company is already certified with current health and safety requirements in accordance with Oshae standards. These are essential to the high-level management of such companies when considering the inventory and the fulfillment of respectable requirements. In addition to the above points, Greenberg & Baron (2000) have also stated that these employees are already satisfied with the first two stages of their needs and are eager to receive care, affection, and acceptance from the work environment. These can be provided through the organization of events and the awarding of prizes for their performance in order to gain a good reception within the organization. Therefore, these various requirements should be evaluated and included in the recruitment and selection process. Therefore, the organization will be in an effective position in recruiting the right candidate for the relevant position to meet their category of needs in the right place.

 

References

Adair, J 2013, Develop Your Leadership Skills, Kogan Page Publishers, UK.

Daft, RL 2014, Management, 12^th edn, Cengage Learning Publishers, USA.

Gordon, GG 1965, The relationship of satisfiers and dissatisfiers to productivity, turnover and morale, American Psychologist. 20,499-502

Greenberg, J, and Baron, RA 2000, Behaviour in Organizations: Understanding and Managing the Human Side of Work,  Prentice Hall.

Kaur, A (2013), “Maslow's need hierarchy theory: Applications and criticisms’, Global Journal of Management and Business Studies, 3(10), pp. 1061-1064.

Griffin, RW 2016, Management, Cengage Learning, 12^th edn.

Sadri, G and Bowen, RC 2011, Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff’, Industrial engineer, vol. 43, no. 10, pp. 44-9.

Shajahan, S 2007, Organization behavior, New Age International Publications.