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He is best known for his hierarchy of needs theory which rst appeared in US Psychological Review in 1943 and then again in Motivation and Personality in 1954 [16] The central tenet of the theory is that each human being is motivated by the desire to satisfy needs These needs are grouped and presented as a hierarchy suggesting that we move up to higher level needs as the preceding group is satis ed The hierarchy is often depicted as a pyramid although this was not the case originally From the most basic needs upwards they appear as follows:
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Physiological needs These are our most basic needs air, food, water, sleep, etc If these are not satis ed we will feel sickness, irritation, pain or discomfort Only when satis ed will we think about other needs It will hopefully be rare that people at work will have needs at this level
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Safety needs Psychological in nature these needs are mainly to do with the security that comes from a home and family, etc and again one would like to think that feeling safe is a given at work However, an employee who is being bullied, for example and there are too many of them cannot begin to even think about the needs that are satis ed by work performance if they are constantly concerned for their safety
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Belonging needs These come from our basic human desire to want to belong to a group, be that a work group, religion, football club or gang We
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want to feel wanted, accepted and appreciated by others In short we need to be needed
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Esteem needs These can be satis ed in part by the sense of satisfaction that comes from performing a task well and in part by the admiration and respect that comes from others
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The need for self-actualisation According to Maslow to self-actualise is to become everything that one is capable of becoming At this level people are driven by a need to maximise their potential or to seek peace or self-ful lment There is a temptation to look at Maslow s hierarchy in quite rigid terms but this was never the intent The order of the hierarchy is not xed, for example a gifted web-designer may be more concerned with self-actualisation than with belongingness Similarly, one need does not have to be fully satis ed before moving on Most people are partially satis ed and unsatis ed at the same time There are several aspects of this theory of which coaches need to be mindful: As soon as one need becomes satis ed it ceases to become a motivator Constantly reminding people that this job pays your bills doesn t really work after a while In the af uent West, it s as if those in work have moved wholesale from safety needs to belonging and esteem needs People can be con dent that even if they were to be out of work, their physiological and safety needs will be met This means that the satis ers of those more basic needs, our Extrinsic set are proving much less effective at generating real motivation and that we need to look
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towards the Intrinsic set as being more useful in trying to satisfy the higher level needs The key message is to treat people as individuals and to use a coaching approach to discover where on the hierarchy an individual may sit, what needs they are seeking to satisfy and whether the organisation can help to satisfy them
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H ER ZB ERG [7] According to the Two Factor Theory of Frederick Herzberg, levels of motivation are in uenced by two factors Satisfaction and high performance are the result of Motivation Factors whereas dissatisfaction and poor performance are the result of Hygiene Factors The diagram at Figure 21 shows the elements within each of these factors
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