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Maslow’s Hierarchy of Needs Theory

APPLES APPLICATION OF MASLOW’S HIERARCHY OF NEEDS

THEORY

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Maslow’s Hierarchy of Needs Theory 1

Company Background

Apple is an American multinational that deal with technological gadgets. The company

has its headquarters in Cupertino in California. The company was started in the year 1976. The

company was formerly called apple computer; Inc. It is a public limited company that allows the

members of the public to subscribe its shares. The company was started by three people; Steve

Jobs, Steve Wozniak, and Ronald Wayne. As at 2017, the company had 499 retail stores in

different parts of the world.

Introduction

The research paper is going to look at Abraham Maslow's hierarchy of needs theory and

its application in Apple company. The paper will also compare the theory with motivation of

employees as well as draw conclusions from the findings of the paper.

Abraham Maslow’s Hierarchy of Needs Theory

This is a psychological motivational theory that was developed by Abraham Maslow in

1943. The theory contains a five-tier model where the needs of employees are grouped into five

categories. The needs are presented in a pyramid. Maslow in his paper indicated that people are

motivated to perform some task by certain needs. He appreciated that some needs were needed

more urgently than others. He noted that the needs that were needed for human survival were

important to be met first and this was the first motivator for an individual to behave in a certain

way (Mone, 2018). Once the level is satisfied, the next motivator for the employee will be the

next level. He acknowledged that an employee could not be motivated by a need that had already

been met.

Maslow’s Hierarchy of Needs Theory 2

Classification of The Needs

The first four levels of the hierarchy can be referred to as the deficiency needs while the

last ones are called the growth or the being need.

Wood (2016) appreciates that deficiency needs is as a result of deprivation and only

motivate people when they are not met. The extent of the motivation of the employee will be

stronger depending on the duration they stay without having being met. An example, the longer a

person stays without getting anything to eat, the more they will become hungry. Such individuals

will be highly motivated to work so that they can get food and eliminate deprivation.

Maslow in his initial paper stated that an individual had to satisfy the lower needs first

before going to the higher needs. Later on, he came with a different version and stated that all the

needs of individuals were not "all-and-none" stating that the earlier version may have implied

that the lower needs needed to be satisfied 100% before an individual could move to the next

level of need.

He noted that when the deprivation has been more or less satisfied the need has a

tendency of going away and the individual moves on to the needs for the next level. As long as

the growth will continuously be felt, the more an individual continues to be engaged.

In 1970, the theory of Maslow was expanded so that it could accommodate aesthetic and

cognitive and transcendent needs of the employees. The theory changed from the five model to

eight model.

Maslow’s Hierarchy of Needs Theory 3

Biological and Physiological Needs

These are the needs that every employee will need for survival. They’re the most basic

for survival and they include, air, food shelter, drinks, warmth, sleep, and sex. An individual

would need them for life to be normal.

Safety Needs

An employee would need to have protection from elements, guaranteed security, a stable

environment where law an order is observed. The employer must ensure that the employees are

safe to continue with the work.

Esteem Needs

This is the need to belong and be loved. Employees desire trust, Intimacy, and friendship.

They also need to be accepted with their personality, and be part of a group; whether a team, a

family or even in work. This brings satisfaction to the employee where they are accepted and

their contribution valued.

He classified this class of needs into two. He said that an individual requires esteem for

oneself. This is the need for dignity, mastery, achievement, and independence. Second, the

individual requires status and prestige through praising that comes from other people. This is the

need for reputation.

Cognitive Needs

This class of need was not in the former five model and appreciates that employees are

curious, need to explore, they need to know meaning, all the quest for knowledge. Therefore,

they need to be developed so that they can better understand their role in the organization.

Maslow’s Hierarchy of Needs Theory 4

Aesthetic Needs

This class of need was also not included in the first, model. This is the need for

employees to be appreciated for their beauty, decency, form or balance. It involves noting things

that are outstanding in employees.

Self-Actualization Needs

This is the need to realize the full potential of an individual. It involves an employee’s

seeking peak experience through personal growth.

Transcendent Needs

This one also was also not in the first model of the theory. It say that employees have

needs and are motivated by values that go beyond self. They desire mystical experiences,

aesthetic experience, sexual experience, service to others, religious faith, a pursuit of science

among others.

Maslow’s Hierarchy of Needs Theory 5

Application of The Theory Apple

Apple has been able to effectively apply the theory of Abraham Maslow in various

decisions. The theory has been crucial in the management of employees and in developing

policies that are aimed at having an effective workforce that will drive growth for the company.

The company though with an initial reputation of poor employee management has evolved to

manage employees using best practices (Abeysekera, 2015).

Lower Order Needs

According to the classification of Maslow’s needs, the lower needs were physical needs.

In consideration of his theory, the company has developed a flexible schedule that allows

employees to have breaks for tea and lunch. The organization has also developed a stable

structure that clearly specifies the duties for each and every employee and this is able to cater for

the security needs of the employees. The employees in the company are appreciated and

incorporated in the various teams that are involved in certain projects for the company.

Employees with exemplary performance are recognized by rewarding them which meets the

needs for esteem. Teamwork for the employees helps them to meet the need friendship while

providing the employees with the appropriate training is important in helping the employees to

acquire knowledge as well as promote professional development (Greene, 2007).

Higher Order Needs

This order of needs according to Maslow shows the needs that are psychological.

Maslow suggested that in an organizational setup if a conducive work environment is provided

and the lower needs satisfied such as security, the employee is ready to move on and satisfy the

higher need. Apple realizes this and to ensure that the employee feels that they are progressing

Maslow’s Hierarchy of Needs Theory 6

in their career they are given appropriate work. A challenging task for the employee is also

provided to promote this advancement. Through this, the employees are able to learn new skills

and knowledge that makes them ready for future tasks as they move up the hierarchy (Miner,

2015).

Application of The Theory in Organization Development

Apple has been able to comfortably apply the theory in designing the structure of the

organization that will be effective in managing the employees and the organization. The

company realizes that having a hierarchical structure limits the extent to which the employees

can interact with their seniors and this limits chances for their professional growth. The company

further appreciates that having a matrix and team-based structures are likely to contribute to the

insecurity of workers if there is no more job after a project has been completed. The company,

therefore, chose a simple structure that allows for supporting the employees in attaining the

higher needs (Wilson, 2018). The structure of the company allows for employees of the

company to socialize and interact and this creates a sense of belonging for the employees. The

structure also allows for recognition of the performance of employees to promote their self-

esteem. The structure, therefore, is effective in ensuring that employees are in a position to fulfill

their growth needs.

Advantages of Applying the Theory in The Organization

First, the company is able to get motivated workforce that is a competitive advantage for

the company. Second, the company has been able to classify the employees and know what

motivates which employee. Third, the theory helps the managers of the organization to go

Maslow’s Hierarchy of Needs Theory 7

beyond motivating the employees with money. Money is the not the only motivator as the theory

puts it (Brewster, 2017).

The Disadvantage of Application of the Theory in Organization

First, it may bring conflict in the organization. Employees are keen about how other

employees are treated, if they deem that they do not receive equal treatment, there can be conflict

in the organization. Second, it is hard to know exactly what motivates a particular employee and

not another. Third, the order of the needs varies from employee to employee and therefore in

trying to fulfill the needs chronologically, the company risks demotivating the employees.

Maslow’s Theory and Motivation

There is a strong relationship between the theory and motivation. Having the needs of the

employees met is a great motivation for the employees. The employees become motivated in the

workplace when the managers appreciate them and appreciates their effect which is able to create

a sense of security. The employees are better encouraged when they make mistakes and the

managers correct them and encourage them to move on (Cascio, 2018). When a manager does

this they reduce the level of demotivation of workers and they become even more productive.

Though work is not a social event, making people work together as teams make them be

encouraged, feel supported and appreciated by the nice people that they work with. The theory

endeavors to promote the esteem of the workers by complimenting them as well as rating them

high. The managers in the application of the theory by praising the workers as well as providing

criticism that is positive will encourage them to be more productive. When workers see that the

organization has an opportunity for them to grow, they are likely to be more motivated to move

Maslow’s Hierarchy of Needs Theory 8

on and produce the more. The theory enhances sensitivity to the needs of the employees and this

is likely to remove demotivation of the employees.

Conclusion

Maslow developed one the most important theories of motivation. He said that the needs

of the employees are categorized into five which were later extended to eight. The first four

needs he called them depravity needs while the last four he called them growth needs.

Employees are motivated when a need is not met. After the need has been met, it no longer

motivates them and they move on to the next need. Apple is a company that has been able to

apply this theory to the management of its employees. Employees are given breaks so that the

need for food can be met. The company also allows the employees to work in groups which

helps them to appreciate on another satisfying the need for belonging. Employees that perform

exemplary well are recognized and appreciated and this meets their esteem while training and

development help them their self-actualization need. Application of the theory has helped the

company to have highly motivated employees. On the contrary, the application of the theory is

likely to bring confusion to managers since it is hard to determine the exact need that will benefit

the employee. The theory relates well to the motivation of employees.

Maslow’s Hierarchy of Needs Theory 9

References

Wilson, F.M., 2018. Organizational behavior and work: a critical introduction. Oxford

University Press.

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Brewster, C., 2017. The integration of human resource management and corporate strategy.

In Policy and practice in European human resource management (pp. 22-35). Routledge.

Greene, L. and Burke, G., 2007. Beyond self-actualization. Journal of health and human services

administration, pp.116-128.

Mone, E.M., and London, M., 2018. Employee engagement through effective performance

management: A practical guide for managers. Routledge.

Abeysekera, L. and Dawson, P., 2015. Motivation and cognitive load in the flipped classroom:

definition, rationale and a call for research. Higher Education Research & Development, 34(1),

pp.1-14.

Wood, W., and Rünger, D., 2016. Psychology of habit. Annual Review of Psychology, 67.

Miner, J.B., 2015. Organizational Behavior 1: Essential theories of motivation and leadership.

Routledge.

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