Maslow's Hierarchy Of Needs Theory
Maslow’s Hierarchy of needs theory is the most basic motivation theory. However, there are certain elements in the theory that are questionable. The first and most basic criticism is that measurement of needs and whether they are fulfilled or not is very difficult. In this particular research, employees from Telenor were required to rate their needs on a scale of 1 to 5, however, what any research on Maslow’s theory conveniently forgoes is the fact that needs cannot be classified on a scale. They cannot be measured neither an individual can judge whether a certain need is fulfilled or not. Therefore, the ratings that they have provided for different needs are merely based on instincts.
Along with this, it is a universal principle that man …show more content…
Hence, the employees at Telenor may feel that the current working conditions are comfortable enough for them however, when compared to other organizations outside Pakistan they may not meet the required standards. Still, the employees are satisfied to a certain extent with what they get without realizing that they can desire for better. Also, there is not sufficient evidence of a direct relationship between motivation and behavior which means that even if companies; Telenor in this particular case carries out programs for motivating employees, it cannot guarantee that the acquired motivation will reflect in their …show more content…
However, as seen from the questionnaire results in the previous section, the employee force that carried out this test consisted of female employees’ as well. Since it does not cater for any kind of gender differences and applies in the same manner to both males and females it can make the whole purpose of motivating employees void as male and female employees need to be treated in different ways and they have different need preferences. In this example the male to female ratio is 2:1. It is also clear from the above observation that there is vast difference in need preferences for both the genders. The male workforce has ranked safety needs as a priority after esteem whereas the female workforce has ranked physiological needs as more important after esteem needs. Hence, it is difficult to generalize Maslow’s theory for
Along with this, it is a universal principle that man …show more content…
Hence, the employees at Telenor may feel that the current working conditions are comfortable enough for them however, when compared to other organizations outside Pakistan they may not meet the required standards. Still, the employees are satisfied to a certain extent with what they get without realizing that they can desire for better. Also, there is not sufficient evidence of a direct relationship between motivation and behavior which means that even if companies; Telenor in this particular case carries out programs for motivating employees, it cannot guarantee that the acquired motivation will reflect in their …show more content…
However, as seen from the questionnaire results in the previous section, the employee force that carried out this test consisted of female employees’ as well. Since it does not cater for any kind of gender differences and applies in the same manner to both males and females it can make the whole purpose of motivating employees void as male and female employees need to be treated in different ways and they have different need preferences. In this example the male to female ratio is 2:1. It is also clear from the above observation that there is vast difference in need preferences for both the genders. The male workforce has ranked safety needs as a priority after esteem whereas the female workforce has ranked physiological needs as more important after esteem needs. Hence, it is difficult to generalize Maslow’s theory for