Final answer:
Maslow's hierarchy of needs is a motivational theory outlining that basic needs must be met before higher-level needs can be addressed. Managers can use this theory by ensuring basic employee needs are met and then by promoting higher-level needs such as belonging and recognition. Maslow's theory has been critiqued for being subjective and lacking practical evidence, but it still helps in understanding employee motivation.
Step-by-step explanation:
Abraham Maslow’s hierarchy of needs is a popular framework for understanding human motivation. According to Maslow, individuals have a set of needs that must be fulfilled in a specific order: physiological needs, safety needs, social needs, esteem needs, and finally, self-actualization needs. Within an organisational context, managers can use this theory to motivate employees by ensuring that the most basic level of needs are met first, such as providing a safe work environment and fair pay (physiological and safety needs), before moving on to fulfill higher-level needs like belonging through team activities (social needs) and recognition for accomplishments (esteem needs).
Critique of Maslow's theory highlights its subjectivity and lack of empirical evidence in real-world scenarios. However, the model serves as a useful guide for managers seeking to understand and promote employee motivation. To practically apply Maslow’s theory, managers should strive to facilitate achievement and personal development opportunities, fostering an environment where self-actualization can be pursued once other needs are satisfied.
It's also important to note that Maslow later added a level above self-actualization, called self-transcendence, which focuses on the pursuit of meaning and purpose beyond oneself. Managers applying this extended model might encourage and recognize contributions that employees make towards the greater good or community-related projects, satisfying this higher-order need.