Figure 1.0 : Maslows hierarchy of-needs for employees
(Musgrove, 2016)
According to Figure .1.0, the High Flyer right on the top are highly engaged group of employees. They work independently and also help others without even help being requested. Their achievements are always beyond expectations and they create less work for Managers. The engaged group comes 2nd in line. This group of people understand their values and also believes that the company is proud of their work and thinks them as a valuable asset to the firm. They keep themselves occupied all the time and look for more work if needed. The third category are the Almost Engaged group. This set of people are neither happy nor unhappy with their work. They work there as they have no other choice and feels that they have no developments within the firm whatsoever. According to (Holbeche and Springett, 2003), engagement of employees plays a vital role in every work place and if the employees realise that they no development, they tend to look for options.
Further according to Musgrove (2016) the fourth one in line is Not Engaged people. This set of people have more unplanned leaves than planned leaves. They tend to call in sick more often and punctuality at work is nil. Final set of people are the disengaged people. They are more similar to the not engaged group but more towards the time wasters. They hate what they do and their only motive is just to earn money. They always hunt for jobs and ready to resign any minute. The company will have to work hard to bring the disengaged people to the Highly Engaged group through Engagement.
Reference list:
Holbeche, L. and Springett, N. (2003), In Search of Meaning in the Workplace, Horsham, Roffey Park Institute, ISBN: 0 907416527.
Musgrove, S. (2016). Employee engagement according to Maslow’s Pyramid of Needs. [image] Available at: http://www.brighterbusiness.co.uk/maslows-hierarchy-of-needs-for-employers/ [Accessed 9 Oct. 2019].
I agree with above. However there are criticisms regarding above theory. Nadler & Lawler (1979), argue that the theory makes the following unrealistic assumptions about employees in general that; all employees are alike, all situations are alike and that and there is only one best way to meet needs.
ReplyDeleteThank you Chandran, on Maslow's theory, the value addition takes the lead of all because of its simplicity, gives a chance to apply to any organisation (Greenberg & Baron, 2003).
DeleteAdding more Abraham Harold Maslow introduces Maslow”s Hierarchy of need with five-tiered to motivate the employees and to match the organization objectives (Kumar Tiwari and Raitani, n.d.). This is a useful method used by an organization to motivate since by achieving one tire employee motivates to achieve the second tire. The survival and security are the basic needs, employees are more keen after belonging need hence employee always willing to engage in the work with subordinators. The most valued stage is self-actualization where employee fulfilled employee ambition and vision. Self-actualization makes employee highly engaged and motivated.
ReplyDeleteThank you Nayani, to increase employee performance by motivating the employees, this theory plays a vital role (Jerome, 2013).
DeleteTrue. Reward and recognition highly affect on employee engagement therefore,organization should give promotion ,increment and necessary training for employees and motivate them (Saks, 2006).
ReplyDeleteThank you Sankalpa, according to (Watson Wyatt, 2007) rewarding and recognising of their hard work is very important within the employees.
DeleteNice blog.
ReplyDeleteEmployee engagement plays an important role in the motivation of employees. With virtual employee engagement activities, we can engage our remote employees in team building activities and games. These activities also boost morale of the remote team employees.
Wonderful blog
ReplyDeleteEngaged employees care for the company, they’re not simply working for salary and promotions but they also work effectively and efficiently for the growth of the company. Online employee engagement activities have become the most popular topic for leaders and HR professionals, because of the pandemic conditions. Filled with unique fun virtual entertaining games that help employees connect with others