Abstract
Maslow's Hierarchy of Needs Theory holds that the five needs “physiological,” “safety,” “belonging and love,” “esteem,” and “self-actualization”, constitutes a series of hierarchical needs of human beings. More and more companies apply this theory to employee motivation management to improve employee enthusiasm, creativity and work efficiency. However, this theory has obvious limitations in practical application. Enterprises tend to ignore the phenomenon of the coexistence of the five needs levels, and cannot effectively deal with the problem of lack of new employee incentives caused by the coexistence of five needs levels. Therefore, based on enterprise cases, this study explores the rationality and limitation of "Maslow's Hierarchy of Needs” Theory from the perspective of theoretical integration and contingency theory. The research conclusions are helpful to optimize "Maslow's Hierarchy of Needs” Theory in its development, expand its application scope, and has certain reference significance for the incentive management of contemporary enterprises.
Highlights
Maslow's Hierarchy of Needs Theory holds that the five needs “physiological,” “safety,” “belonging and love,” “esteem,” and “self-actualization”, constitutes a series of hierarchical needs of human beings
This part is not clearly reflected in the case, the author believes that when two levels of needs appear at the same time and it is difficult to make a choice, the choice can be made from the weight. When another level of need cannot be realized, it does not prevent employees from pursuing their vision for the future. At this time, according to the contingency theory, starting from the specific conditions, an appropriate intermediate value can be selected from the perspective of incentives by "knocking at both ends and exhausting", so as to achieve "no more and no less"; this intermediate value comes from the contingency theory that varies with the environment
The integration of Maslow's hierarchy of needs theory and contingency theory is conducive to breaking the inherent thinking framework of Maslow's hierarchy of needs theory and optimizing the formulation of employee incentive scheme
Summary
Maslow's Hierarchy of Needs Theory is one of the theories of behavioral science, which was put forward by American psychologist Abraham Maslow in "Theory of Human Motivation" in 1943. The book divides human needs into five levels from low to high like a ladder, namely: physiological needs, safety needs, social needs, esteem needs and self-actualization needs.[1]
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