Maslow's need hierarchy is an important theory of motivation. Piease explain this theory by taking the example of a fresher who joins a company and wants to move ahead in his career and life. Try to Arrange his level of needs according to this theory?

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I am a bit unclear as to what you mean by a "fresher" but I will respond from the perspective of a newly graduated student who is starting his or her first job with a company and wants to move up and make it a career.

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I am a bit unclear as to what you mean by a "fresher" but I will respond from the perspective of a newly graduated student who is starting his or her first job with a company and wants to move up and make it a career.

 

At the bottom of the hierarchy are physiological needs such as food, air, water, and bodily functions. A few of these things (food and sometimes water) cost money, so the first thing that might be important is making sure that at the start the job provides for those basic minimum needs (a small salary that will cover the basics).

The second level are safety needs. In the workplace, this means a job that provides some sense of security. Are you safe walking to and from your car at night? Are your belongings safe in your office? Is the atmosphere essentially healthy (as in no pollutants in the air, no overt safety dangers)? Is the job itself secure enough that you feel safe and able to provide for self and family? This could be met, for example, by moving beyond the trial period and becoming a permanent employee with benefits and job security.

The next level is love and belonging. One element of that is friendship. At this stage, once the employee is secure in his or her job, developing relationships with coworkers becomes important as a means of providing this level of need.

Esteem comes next. At the stage, the employee wants to feel that he or she is valued and makes a valuabkle contribution to the workplace. When a job is done well, the employee wants to be recognized for that fact, and from this recognition (a raise, a commendation from the boss) self-esteem and confidence develops. This is when the employee starts to "go up the ladder" so to speak.

The final level, self-actualization, is when the employee begins to move beyond "needs" and on to greater things - becoming creative, solving problems, perhaps rising from the level of worker to the level of leader. This is when the need for promotions and the need to lead instead of follow come into play.

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