Page 93 - DMGT524_TOTAL_QUALITY_MANAGEMENT

Total Quality Management

Notes 7.1 Motivation

Knowledge of motivation helps us to understand the utilization of employee involvement to
achieve process improvement.

7.1.1 Maslow’s Hierarchy of Needs

One of the first popular motivational theories was developed by Abraham Maslow. He stated
that motivation could best be explained in terms of hierarchy of needs and that there were five
levels. These levels are survival, security, social, esteem, and self-actualization. Once a given
level is satisfied, it can no longer motivate a person.
Relating these needs to motivation, we know that Level 1 (survival) means food, clothing, and
shelter, which is usually provided by a job. In the workplace, Level 1 needs include proper
lighting, heating/air conditioning, ventilation, phone system, data/voice access, and computer
information system. Level 2 (security) can mean a safe place to Work and job security, which are
very important to employees.

Self actualization
Esteem
Social
Security
Survival
When the organization demonstrates an interest in the personal well-being of employees, it is
a motivating factor. A threat of losing one’s job certainly does not enhance motivation. Level 2
is not limited to job security. It also includes having privacy on the job such as being able to lock
one’s office door or having lockable storage for personal items, as well as having a safe work
environment that may include ergonomic adjustable furniture.

Did u know? Maslow’s theory has been elaborated by some researchers and an 8-step
hierarchy of needs pyramid has been developed. These 8 needs are: (1) physiological
needs, (2) Safety needs, (3) social needs, (4) Esteem needs, (5) Cognitive needs, (6) Aesthetic
needs, (7) Self-actualization needs, (8) Transcendence needs.

Level 3 (social) relates to our need to belong. It has been said that cutting someone out of the
group is devastating to that individual. Isolation is an effective punishment. Conversely, giving
an individual the opportunity to be part of the group by feeling important and needed will
motivate that person. If possible, employees should be provided with both formal social areas
such as a cafeteria and conference rooms and informal areas such as water coolers and bulletin
boards. Being a member of a team is a good way to bring employees into the group. Level 4
(esteem) relates to pride and self worth. Everyone, regardless of position or job assignment,
wants to be recognized as a person of value to the organization. Where possible, employees
should be given offices or personal spaces with aesthetics. Business cards, workspace size, and
office protocols also provide employees with a certain level of self-esteem within an organization.
Seeking advice or input into business or production processes is a good way of telling employees
that they are of value. This activity requires giving employees control and freedom of their jobs
by providing trust. Level 5 (self-actualization) says that individuals must be given the opportunity
to go as far as their abilities will take them. Many organizations have a policy of promoting
from within. It is that some employees do not want to move up the corporate ladder, which is
understandable. However, those who do want to move up know that it is possible.

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