Maslow hierarchy of needs and its applicability in Tanzania

TABLE OF CONTENTS

1.0 Definition of Terms…………………………………………………………………….

1

2.0 Features of Maslow hierarchy of need……………………………………………….. 2

3.0 Assumptions of Maslow hierarchy of need theory in an organization…………... 2

4.0 Maslow hierarchy of needs and its applicability…………………………………….. 3 - 5

4.0 Conclusion………………………………………………………………………………6

5.0.References………………………………………………………………………………7

1.0 DEFINITION OF KEY TERMS

Needs is to acquire thing that are essential or very important not just because you would

like to have them.

Hierarchy is a system in a society or an organization in which people are organized into

different levels of importance from highest to lowest.

Steers (1987) defined Maslow hierarchy of need as one of the most popular theories of

motivation in which he posted that most individuals pursues with varying intensities the needs

are physiological needs, safety needs, belongings needs, Esteem need and self-actualization.

Luisser (2005) defined need hierarchy theory as a Maslow theory of motivation which

based of five needs. These five needs are physiological needs (food, shelter), safety needs, safety

needs, belongness needs, Esteem need and self actualization.

Armstrong (2006) defined Need hierarchy theory is that the content of motivation

consists of needs. An unsatisfied need creates tension and a state of disequilibrium..

Maslow hierarchy of need is the most popular theories of work of motivation which was

developed by Abraham Maslow. From the time of its introduction in the 1950’s up to the present

his they remained usefulness.

Maslow hierarchy of needs based on the following needs:-

i). Physiological need ii) Safety need, iii) Social needs, iv) Esteem need

v) Self Actualization need.

Maslow theory of motivation state: When a lower need is satisfied, the next highest become

dominant, this higher need and the individuals attention is turned to satisfying this higher need.

The need for self fulfillment however can never be satisfied. He said that” man is a wanting

animal” only an unsatisfied need can motivate behavior and the dominant need is the prime

motivator of behavior. Armstrong (2006)

2.0 THE SALIENT FEATURES OF MASLOW HIERARCHY OF NEEDS.

Gupta (2006) pointed out the following features;-

i. The urge to fulfill needs is a prime factor in motivation of people at work. Human needs

are multiple, complex and interrelated.

ii. Human needs from a particular structure of hierarchy; physiological needs are at the

hierarchy while self actualization needs are the apex. (Security) needs, social needs and

esteem (ego) needs are positioned in between.

iii. Lower level-needs must at least partially be satisfied before higher-level needs emerge. In

other words, a higher level need does not become an active motivating force until the

preceding lower-order needs are satisfied. Human being strives to gratify their needs in a

sequential manner starting from the base of hierarchy. All needs are not left at the same

time.

iv. As soon as one need is satisfied, another needs emerged. These processes of need

satisfaction continue from birth to death. Since man is a wanting animal.

v. A satisfied need is not a motivation example it causes to influence human behavior. It is

the unsatisfied needs which regulate an individual behavior.

vi. Various need level are inter-dependent and over lapping. Each higher level need emerges

before the lower level is completely satisfied.

3.0 ASSUMPTIONS OF MASLOW HIERARCHY OF NEED THEORY

Abraham Maslow theory based on three assumptions-:

1. People needs are arranged in order of importance (hierarchy) going from basic needs

(physiological) to more complex needs (self actualization).

2. People will not be motivated to satisfy higher level need unless the lower needs have

been at least minimal satisfied.

3. People have five classifications of needs, below are five needs in order of importance to

the individual.

MASLOW’S HIERARCHY OF NEED

Meet needs in order of hierarchy lowest level unsatisfied need is the most power full need.

Bhattacharyya (2011)

4.0 MASLOW HIERARCHY OF NEEDS AND ITS APPLICALIBILTY IN AN

ORGANIZATION

Maslow’s need hierarchy theory divided human needs into five district categories-:

The first district category is physiological needs, this are the basic needs of human

beings which are essential to sustain life. Such needs include food, water, air, clothing and

Self Actualization

Self esteem

Belongingness and love

Physiological

High level needs

Low level needs

Safety

shelter. In an organization setting these needs are met through salary. In Tanzania most of

workers receive low salary only to get those basic needs. These workers in order to acquire the

next stage of Maslow hierarchy of needs they borrow loans from various financial institutions so

as to fulfill their needs. Example, a fresh teacher with a degree level receiving 522,000/= per

month, this amount is not enough to make him or her survive for a month; hence the solution is

to ask money from various financial institutions.

The second district category is safety needs. This concerned with individual safety and security.

In an organization fulfill such needs of their employees by ensuring a protective work

environment. Luisser (2005) says that in an organization setting these included safe working

condition, salary increase to meet inflation, job security and fringe benefits. In Tanzania this

seems to be practice exercise, organizations insists social security funds, and worker

compensation act (2008).

The third category is social needs. This arises after satisfaction of the physiological needs and

safety needs. People in this level develop a strong sense of affiliation and get concerned with

love, affection, a sense of belonging, acceptance, and friendship. Organization met such needs by

providing the appropriate work so as to help employees to identify themselves with their

organization. In an organization these needs are opportunity to interact with others, to be

acceptance and to have friends. That’s why most of organization has got various ways in which

they interact to each other so as to achieve the intended goals of an organization. In school as an

organization there should be a good interaction between student, teacher and guardian or parent

so as to ensure good performance of the student. In working environment social interactions is

very important. Hence workers have workers unions.

The fourth category is self esteem need, after social needs are met the individual focus on status,

self respect, respect from others, recognition to accomplishment. Example of these needs in an

organization are challenging task, participation is making decision. In Tanzania, people in

various organizations are motivated when are involved in discussing issues of an organization.

To those schools where by a head of school come together with teachers to discuss matters

concerned with school performance, this school will improve in academic performance. The

participation workers in organizations make to have sense of ownership and commitment.

The firth category is self-actualization. This is the potential level of need is to develop one full

potential. In organizations these needs include development of skills and promotion. In any

organization development and promotion, development of skills is very important because it

provides employees specific knowledge and skills hence employer from various organization

allow their employee to go for further studies. Also promotion of employees is a good thing

since workers are motivated with work. In Tanzania teachers are promoted after three years by

Teacher’s Commission Department (TSD), this is due to public services management and

employment policy. When a teacher is promoted gets morale of work. In our country employees

should be promoted depending with working position. To day many organizations in Tanzania

still strive to meet self actualization needs by using the training and development.

Maslow hierarchy of needs helps to understand human behaviuor at work because of individual

differences; hence people behave differently towards attaining organizational goals. Behaviour

leading to self actualization are honest, try something new, work hard, listen our own feelings.

Maslow Hierarchy of need focus on motivation problems of employees in work setting. In our

country managers of various organizations should have responsibility of reasoning to create a

proper climate so that the employees could work toward highest level need. The failure to

provide such climate would lead into poor performance. Employees of various sectors such as

health, education should be motivated. Example teachers in one areas has been motivated by

getting a free house near the school environment this will make a teacher concern to perform

his or her work in a good manner.

Conclusion

This theory helps managers to understand human behavior at work since there is interpersonal

variations human work, due to the individual differences.

Maslow hierarch of needs theory has been critised by various schools because the theory does

not recognize individual differences. Individual differ in relative intensity of their different

needs, Also his theory based on a small sample. Also there are no evidences that show when

once a need is satisfied it loses its motivating force.

But Maslow theory is the most influential theory of motivation because its simple and logical,

the theory has a commonsense, needs are important on understanding behaviour. Although his

theory is now over fifty years old it’s referred to by managers and offers them usefully insights.

In Tanzania context this theory is applicable in organization by promoting work

REFERENCES

Armstrong M. (2006) A hand book of human resources management and Practice

(10thEdition) Kegan; London

Bhattacharyya K (2011), organizational Behavior Concept and Application (4th Edition)

Oxford university press

Gupta C. (2006) Management theory and practice (8 Edition) sultan chand and Sons, New

Delhi

Luisser R. (2005) Human Relations in an Organization Mc Graw hill co, New York

Steers R. (1987), Motivation and work Behavior R.R. Donelley and sons co, USA