Maslow’s Hierarchy of Needs Explained | McDonald’s Example | Motivation Theory

Who wouldnt want to have motivated works? Having a motivated personnel has an essential role in many rationalizations such as the productivityand performance levels of employees alongside the general morale of the team.This video analyse Abraham Maslows Hierarchy of Needs as a belief of motivating with supportingexamples of the mannequin applied to McDonalds. In 1943 Abraham Maslow liberated a article namedA Theory of Human Motivation which suggested, that as humen, we naturally strive to fullfill 5sets of basic human needs and we are programmed do so in a particular order, this concept is wellknown today as Maslows Hierarchy of Needs. Right at the top of the hierarchy iswhere Maslow belief we can achieve our full potential as humen, naming thisstage as self-actualisation.However, Maslow argued that we must first addressour fundamental needs to have any chance of progressing through the hierarchy, startingwith what he referred to as physiological needs. Following these physiological needs, Maslowbelieved that we also require our safety, social, and reverence needs to be met beforewe can eventually become self-actualised. In the modern world, these same principlescan be applied to businesses to effectively support the development of their employeesand allow them to reach their full possible, which in turn will help the business to succeed.Lets have a look at every stage in more detail with supporting examples of how Maslows Hierarchyof Needs could be applied to McDonalds and how they aim to motivate their employeesthrough the use of the theoretical model. So, first of all, right at the bottom ofthe hierarchy is the Physiological needs, referring to the basic needs of humans which aretypically vital to our existence including food, liquid, and refuge precisely to words a few.A goodexample of the physiological needs being met by McDonalds is them adding staff with afree meal whilst at work, ensuring that they have eaten and are hydrated which helps them tofocus in their persona as they are likely to have increased concentration and vitality positions, hence maximising their accomplishment. Likewise, McDonalds furnishes works with astandard attire based on their role and plied free of charge, so they dont have the obses ofpurchasing drapes for manipulate. Now, one of the most obvious styles in which McDonalds supports theiremployees to meet their physiological needs is to ensure they pay the minimum wage, as being ableto afford to live, snack, and pay the legislations outside of the workplace is one of the main reasonsmost people are motivated to work initially. Moving up the hierarchy, the next stage is safety.Safety refers to how safe and secure an individual feels according to two main categories, healthand wealth.Having a safe working environment, which is not applied works in danger andone where they are treated with respect, whilst receiving gala pay for their serviceare all important factors in this stage. The welfare programme offered by McDonalds to itseligible employees allowing them to contribute a situated percentage of their wage to their futurepension toilet, which McDonalds also contributes too, affording employees with a sense ofsecurity in their future retirement income. Another lesson of McDonalds meeting the safetyneeds of works is the guaranteed levels of holiday and sick money it offer, whilst theseare legal obligations, they still contribute to the employees safety needs being met.Furthermore, the use of flexible scheduling caters works with the opportunityto develop a good work life balance whether this be for mothers wielding aroundchildcare commitments or students cultivating around their studies, all employees can makeflexible working request via an online pulpit. Job security, alongside fair fee which could bereferred to today as the living wage are also crucial factors which contribute to the basicneeds of Maslows Hierarchy of Needs being met. However, McDonalds approach to meeting both ofthese came under scrutiny in 2019 when McDonalds works gone on what became known as McStrikewithin which employees protested against low-toned fee and zero-hour contracts, demandingwages of fifteen per hour, guaranteed hours, and an resolve to teenager rates.Arguing that thecurrent rate of offer and variable hours implied they were sometimes left unable to pay the monies, therefore impacting their physiological needs. So, once the first two stages of the hierarchywhich are collectively known as the basic needs have been met, we can effectively progress to whatcan be known as our higher-level needs, starting with social. Social needs are based on our naturaldesire to feel affection, recognized and craved. At this stage within the hierarchy, positive relationshipsbetween employees and the business are crucial, a sense of belonging is pivotal. Feeling partof a unit, composing alliances, and organizing professional relationship all dally an influentialrole in social needs being satisfied.McDonalds views people exploitation as a very serious issue, which effectively concludes works feel demanded and invested in as beings, which in turn increasestheir loyalty and commitment to the business as their social needs are met. This is evidentin their Learning and Developing strategies which plays a huge capacity at McDonalds and is promotedas a key benefit of working for the business, they repute if employees want to learn, develop and further progress their busines, then they will be provided with theopportunity to do so, regardless of their length of service, persona, or contracted hours.Another ingredient subscribing McDonalds employees to meet their social needs is being part of aclearly structured squad, whether their role is customer facing, in the kitchen cooking the nutrient, or even the rationing centres, every employee is part of a team which allows them to buildpositive relationships and a sense of belonging. Near the top of Maslows Hierarchy is the needfor self-esteem, which is linked to the feeling of being appreciated and evaluated, whilst effortand achievement is duly recognised, providing an individual with a sense of self-worth and pride.At McDonalds, every employee has three separate act recollects within their firstly time andevery six months from then on, giving employees to truly understand how they are performingand where they need to develop as individuals. These execution evaluations not only allowemployees to be admired for their efforts and achievements which in turn increase self-esteem, but they are also linked to an annual compensate refresh, which increases the emphasis placed on personal performance.McDonalds too use an acknowledgement intrigues such as employee of the month to acknowledge andappreciate individual employees effort and achievements with the aim ofincreasing their self-worth and respect. Another strategy to boost self-esteem amongstemployees is the Service Awards within which employees are reinforced for their continuedservice and loyalty to McDonalds through a recognition and reward scheme, within whichemployees can receive retail gift vouchers which can be worth up to 1,000 for employeeswho have worked at the business for 30 years. Right at the top of Maslows Hierarchyof Needs is self-actualisation, which Maslow believes to be the stage where a personachieves their full possible as a human being. Essentially, they have developed their craftsmanship, fostered their skills, and stretched themselves to a degree where they are at their peak anddoing everything they are truly capable of at that moment in time.However, it is importantto be aware that a person rarely stays in a permanent district of self-actualisation as it is anongoing need for personal emergence and invention. Put simply, what makes a personself-actualised at one point in their life maybe completely different to what makesa person self-actualised later in life as their hungers, attitude to life, and personal circumstances deepen. At McDonalds, the opportunity for promotionnot only acts as a motivator in general, but if achieved, publicity can be the reason whyan employee progresses to the top of Maslows Hierarchy of Needs and becomes self-actualisedfor a period of time.An example of this could be an employee who has worked for McDonaldsfor a number of years in many capacities, engaged lots of different training anddevelopment opportunities and is eventually reached their ambition of becoming a Manager. This is thestory for 90% of McDonalds Managers who started at McDonalds as crew members and ran theirway up the career ladder due to the emphasis of McDonalds internally promoting employees ratherthan banking externally where possible. At this site, when the employeeis fulfilling their possible and is currently working on their full capability, theyhave the potential to become self-actualised. Nonetheless, its important to note that becomingself-actualised for employees of any business , not just McDonalds, isnt just solely centredaround publicity and a activity designation, it was feasible to through job improvement and taking on additionalresponsibilities or guiding on a challenging projection, anything that requires an employeewith the opportunity to fulfil their potential. Now that weve looked at each stage ofthe hierarchy and some examples of how McDonalds as a business potentially supportstheir employees to progress to the part of being self-actualised, its very important to consider some of the key advantages anddisadvantages of the motivational theory. A key advantage of Maslows Hierarchy of Needs isit being a very straight forward and logical representation which is easy to understand and apply to a givento business, effectively giving a manager or the owners of a business to identify any missingelements in their employee date programme. Following this, human nature is taken into accountand the assumption carefully considers the correlation between our needs and craves as human beings andthe impact of these on our levels of motivation, emphasising the importance of meeting ourbasic needs before anything else can be achieved to maximise performance in the workplace.However, humans are very complex and not every employee is going to be motivated by the samefactors.Infact each individual employee is likely to motivated to a different stage by each stageof the hierarchy. For lesson, particular employees may be highly motivated by the basic physiologicalneeds but have no desire to have other factors such as their social or reverence needs to be metdue to personal circumstances or advantages. Whereas other employees could have completelydifferent reasons for coming to work, it could be solely based on having theirsocial needs met. Therefore, they never strive to become self-actualised, so they arentmotivated by money nor advance opportunities. Therefore, to ensure all employees remainmotivated it is important that businesses get to know them on an individual basis toclarify what motivates them personally and why they come to work, rather than justassuming and applying a covering approach. A final point to consider isthe difficulty administrators face when trying to measure which stage anindividual hire is at within the hierarchy and the impact of them satisfying certainneeds as it is subjective in mood. So thats it, Malows Hierarchy of Needs.I hope youve procure the video beneficial, if you have dont forget to like the videoand subscribe to Two Teachers YouTube channel for bunches more Business Studies content.Thanks for listening and all the best.

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