Done by: Sarvarbek Khaydarov

MASLOWS HIERARCHY OF
NEEDS

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INTRODUCTION
Abraham Maslow sought to explain why people are
driven by particular needs at particular times. His
answer is that human needs are arranged in a hierarchy
from most to least processing.
People will try to satisfy their most important needs
first. When a person succeeds in satisfying an important
need, he will then try to satisfy the next important need.
For e.g. A poor man (need 1) will not take an interest in
latest happening in the art work (need 5), nor in how he
is view by others (need 3 or 4), nor even in whether he
is breathing clean air (need 2); but when he has enough
food & water, the next most important need will become
main.
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DEFINITIONS OF
M O T I VAT I O N :
Motivation is the process of arousing the
action, sustaining the activity in process and
regulating the pattern of activity.
- YOUNG

Motivation refers to the states within a

person or animal that drives behavior toward some
goals.
- MORGAN AND
KING

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Motivation means the classes of

operations used to produce and measure
changes in performance and changes in
energy output.
UNDERWOOD
Motivation refers to all the internal
conditions that stir up activity and sustain
activity of an individual.
- GUILFORD

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Physiological Needs
Physiological needs are those required to sustain life, such
as:
Air
Water
Food
Sleep
According to Maslow's theory, if these fundamental needs are
not satisfied then one will surely be motivated to satisfy them.
Higher needs such as social needs and esteem are not
recognized until one satisfies the needs basic to existence.
E.g. Mobile- in metro city, any product for growing newbornJohnson & Johnson
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Safety Needs
Once physiological needs are met, one's attention turns to
safety and security in order to be free from the threat of physical
and emotional harm. Such needs might be fulfilled by:
Living in a safe area
Medical insurance
Job security
Financial reserves
According to the Maslow hierarchy, if a person feels threatened,
needs further up the pyramid will not receive attention until that
need has been resolved.
e.g. 1RK Flat for just married couple.
Helmet, Medicines, Basic Mobile- on Kids watch, TOP security
guard for home, PCI Pest control
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Belonging
Needs
All children need to feel that their
world is a safe place where people
will care about them, where their
needs for support, respect and
friendship will be met, and where
they will be able to get help to work
out any problems. When these needs
are met children develop a sense of
belonging.
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Esteem Needs
Once a person feels a sense of "belonging", the need to feel
important arises. Esteem needs may be classified as internal or
external. Internal esteem needs are those related to self-esteem
such as self respect and achievement. External esteem needs
are those such as social status and recognition. Some esteem
needs are:
Self-respect
Achievement
Attention
Recognition
Reputation
E.g. Highly Expensive Products-Rolex, Mercedes, world tour
with cogs & kings, Phillips-55 3D TV, living in Hiranandani
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Self-Actualization
Self-actualization is the summit of Maslow's hierarchy of
needs. It is the quest of reaching one's full potential as a
person. Unlike lower level needs, this need is never fully
satisfied; as one grows psychologically there are always
new opportunities to continue to grow.
Self-actualized people tend to have needs such as:
Truth
Justice
Wisdom
Meaning

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BUILDING A BETTER
WORKPLACE THROUGH
M O T I VAT I O N A K E L LO G G ' S
C A S E S T U DY
Maslow's theory relates motivation to a hierarchy
of needs. At the bottom are essential physiological
needs such as air, food, shelter and clothing. As
individuals

satisfy

one

level

of

need,

their

motivations change as they aspire to reach the

higher order needs. Therefore, to motivate an
individual Maslow suggests that it is necessary to
know where within the hierarchy each employee is
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placed so that these factors can be taken into

Within Kellogg's every employee is motivated to

work through each of these levels. As they do so, this
provides positive effects for each employee and the
organization. For example:
Physiological needs Kellogg's offers competitive
salaries. This gives people the means to acquire the
basic needs for living. The Kellogg's Corn flex
flexible benefits program allows employees to
choose those benefits that suit them. This includes
childcare vouchers, cash alternatives to company
cars and discounted life assurance schemes. These
savings and competitive salaries help workers' pay
go further and so motivate them to be loyal to the
company.
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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. Employees are however accountable that means they have to take responsibility for
observing the health and safety rules and practices.
Kellogg's also offers employees a range of working
patterns. Some may want to work part-time, others
may want career breaks or undertake homeworking.
This helps employees to choose the best option for
a healthy work-life balance.
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Social needs These are associated with a feeling of

belonging. Kelloggs 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. Having an open approach to
communication

keeps

everybody

focused

on

the

companys aims helps individuals contribute to the

company's K-Values. They include values such as being
positive, seeing the best in people and recognizing
diversity. Kellogg's positively recognises and rewards
staff achievements.

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Self-actualization Kellogg's provides

employees with the opportunity to take

on

challenging

responsibilities.

and
For

stimulating

example,

the

business provides the opportunity for

individuals

to

take

ownership

of

projects. This enables them to develop

and improve.
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