[Hierarchy Of Needs Advantages And Disadvantages
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Abraham Maslow was a key theorist behind motivation theory. He developed the hierarchy of needs theory which explains humans' five key needs. This hierarchy of needs can also be applied in the business contex.t
These five layers of needs are grouped into three categories. The bottom needs fall into the basic needs category which includes needs essential for human survival. Basic needs include Physiological needs, Safety needs. The psychological needs include Love and belonging and Esteem needs, these are the social needs and sense of belonging in the community. Lastly, the Self-fulfilment category covers the final step of needs called self-actualisation. These needs are not as necessary to fulfil as the basic or psychological needs but once they are fulfilled it will make the individual happier.
Each level of needs falls into one of three different categories. Which are Basic needs - Physiological and safety needs. Psychological needs - Love and belonging and esteem needs. Self-fulfilment - self-actualization.
The level of self-actualization may not be achieved by everyone as it is not an essential need as not everyone will be able to be aware of their true potential and ability to achieve their ideal self.
Dr. Karin Gepp is a clinical psychologist with experience in a wide variety of areas, including mood-related difficulties, anxiety, psychosis, trauma, addictions, personality disorders, adjustment issues, anger management, and forensic topics. She has worked in diverse settings, including inpatient, outpatient, and correctional facilities. Dr. Gepp has theoretical leanings toward psychodynamic and cognitive behavioral concepts and techniques, and she enjoys neurocognitive and diagnostic assessments, as well as supervision and consultation opportunities.
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He believed that people could not focus on the needs higher up the pyramid until they had mostly obtained the needs in the lower levels. Maslow also felt that fulfillment in life results from being able to meet the needs in all five levels.
Maslow mapped these needs onto a pyramid diagram, with each need occupying a different level of the pyramid. The lowest and biggest levels represent the basic and highest-priority needs that are essential for survival.
The pyramid diagram shows how Maslow believed that human needs are hierarchical, meaning some take priority over others. According to his theory, people cannot achieve the needs higher up the pyramid until they have taken care of the ones below. Maslow argued that it is only after meeting all five needs that humans can truly thrive.
This is different from the esteem needs of the previous section. According to Maslow, people who become self-actualized find motivation in growth and possibility rather than trying to gain something they lack. They see things that they or their community could achieve, and they pursue them, whether or not it results in an external reward.
Children in this situation experience unique challenges and may feel unsafe due to the changes happening around them. The authors explain how caregivers can meet their physical, safety, social, esteem, and personal growth needs, even in a difficult situation.
People in ICUs tend to be oversedated and immobilized. The authors contend that although these measures are necessary for a minority of patients, they are not essential for the majority. In fact, they may have a negative affect on mental health and cognitive function.
To prevent this, the authors propose changing ICU care so that it considers overall quality of life and not just physical recovery. They advocate using less sedation and promoting mobility wherever possible.
For example, some argue that a healthy relationship with oneself is an important requirement for having healthy relationships with others. Maslow himself met people who valued self-esteem more than love.
For example, a person may have a stable career for many years, fulfilling their safety needs. However, if they lose their job, they may realize that their old career was not satisfying. Needing another source of income might spur them to pursue the job they truly want.
Another criticism of the concept of self-actualization is that Maslow largely based his ideas on the biographies of notable historical figures, most of whom were educated white men. As such, the traits he observed in these successful individuals may not apply to all people.
People have applied the hierarchy in a range of ways, including in education, child development, and healthcare. Psychologists can use it to understand things that may be contributing to mental health conditions, too.
What is hierarchy culture and how may it be helping or hindering your business? HR and recruitment consultant Gemma Hart explains hierarchical business cultures and the pros and cons of this organisational structure.
It is very likely you have experienced examples of hierarchy culture throughout your professional life. However, just in case you are unsure, below are four examples of hierarchical structures within organisations:
The military is a great example of a hierarchy culture, as it is all about individuals working to perform certain tasks or roles within a particular rank. In the military, each rank reports to the one above it. One of the benefits of this is that each individual has a clearly defined role and path to achieve success. However, hierarchical structures such as those seen in the military can be the cause of slow decision-making processes.
The hierarchical structure can work well for large eCommerce businesses (take Amazon as an example) because it allows for the company to be organised into smaller teams under separate management for a more precise service that ensures attention to detail.
Political systems are hierarchical cultures as they have the president at the top, then the vice president, and so forth. Just like the military, political systems ensure everyone understands their role and is able to perform well. However, as mentioned above, such detailed hierarchy systems can make the process of decision making overly complicated, often delaying action.
Churches tend to have hierarchical cultures. For example, in the Anglican Church the monarch is at the highest level, followed by the archbishop, then the bishops, deaneries, and finally vicars. Again, each level of the hierarchy holds its own responsibilities and individuals are required to perform their roles within these set boundaries. They may progress to new levels of responsibility when the right experience has been gained and the right training has been completed (as an example).
Perhaps one of the most significant benefits of hierarchy culture is having a clearly defined chain of command. In a hierarchical structure, everyone knows where they stand, who they report to, and who reports to them. This can be important for ensuring job satisfaction, allowing room for professional development, and offering employees a sense of ownership over their roles (unless they are being micromanaged). Having a clearly defined chain of command can also make the working process more productive, which significantly benefits business growth.
Employees generally want to progress in their careers. They want to develop their skills, learn new things, and achieve success. However, to do this there need to be opportunities for professional advancement provided by the organisation. A hierarchy culture can help meet these needs, allowing passionate and motivated employees to further their skills, gain the relevant training, and accept more responsibility.
Hierarchical structures can be slow to adapt to change and are typically inflexible when it comes to bending towards the needs of their employees or meeting the demands of their customers. When these needs and demands are out of the boundaries of how a hierarchical organisation normally operates, they cannot adapt easily and this can ultimately cause hierarchy break down. Contrast this to companies who operate within an adhocracy culture, where decisions are made organically and the company can adapt and change quickly, and you can see how hierarchical cultures can become inflexible.
Internal communication is something most organisations struggle with at some point or another. However, it can be exacerbated by hierarchical cultures. In some of the worst-case scenarios, departments or individuals may purposefully withhold information. While, in less extreme scenarios, dissatisfaction may stir underneath the surface if communication within an organisation is particularly strained.
Hierarchy culture reduces the need for employee participation and this can cause many employees to feel unseen and unheard, this even affecting their sense of psychological safety within the organisation to question existing structures and put forward new ideas. Including all team members within decision-making processes and working collaboratively is one of the best ways to retain employees, increase employee engagement, and boost job satisfaction.
As you can see, there are many pros and cons to hierarchy culture within the workplace. We hope this article has provided you with a better understanding of hierarchy culture and how it affects both the employee and the wider organisation.
Gemma Hart is an independent HR professional working remotely from as many coffee shops as she can find. Gemma has gained experience in a number of HR roles but now turns her focus towards connecting with a wider community and sharing her thoughts and advice on workplace wellness and engagement within companies.
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