Let's see a practical example and understand how we can use Maslow's theory. In the practical world. JOHN is actively looking for a job. And after some time of struggle, he's able to find a suitable one. He gives the interview and later on. He gets a call from the HR that he is selected.
He's really happy and he joins the company. JOHN starts working there and likes everything about his new company. He's happy, but after working for the month, he'll be getting the salary and would first meet his basic needs like food clothing shelter. Note that this is the first level of the mass flow theory that states basic or physiological needs are most efficient. Next, john also desires some security in relation to his job. He's happy that after three months of probation, he would become a permanent employee.
So here we are talking about the second stage, which is more safety and security needs. After working for a while, john makes some really good friends, which gives him a sense of belonging at his workplace. You must have noticed that at this stage, john has satisfied the third stage, which is social needs. Now, he feels that he's working hard and dedicating himself towards his job, so that he can help in fulfilling the company's objectives. He wants to be praised and recognized and his department. Employee notice But john is a great employee and is giving his best.
So the employer awards him and gives him the title of employee of the month. The esteem needs of the Maslow theory are satisfied at this stage in case of john. After working in the company for few years, john has gained the experience and expertise in his field. He helps his juniors to perform better by guiding them. He feels like a leader when he helps others and he wants to discover his full potential. Again, his employer notices this and promotes him by making him the manager of his department.
I know you have already noticed that at this stage. John's self actualization needs are fulfilled and he has moved towards the top of the hierarchy level of Maslow's Motivation theory. So, what are the key takeaways from this real life example? If there's one thing that I want you to remember from this entire section, it's going to be this satisfy their needs and they'll serve the company well. As a part of talent management team, you must fulfill the basic needs of an employee by offering him reasonable salary depending upon his experience, skills and qualifications. Second, you should make him feel safe and secure at the workplace by offering employee insurance or medical health and a permanent job.
Third, you must meet the employee feel comfortable in the workplace. encourage him to make social interactions with his colleagues, teammates and seniors. satisfied the F needs so that they could stay in the organization for a longer time. Once you have healthy employees in satisfying the first three stages, help him to meet his esteem needs. Otherwise, the employment not be motivated to work, and he may start under performing. This would ultimately lead to resignation, or termination.
So, as a part of the talent management team, it's your duty to recognize the efforts of your employees and make them feel respectful and valuable in the organization. Finally, you should help the employee in discovering his true potential by lifting him and providing him opportunities to show the talent. If you can satisfy every need of the employee, you can retain him in the company until he retires. That's by satisfying their needs. And they will serve the company well. So Maslow's theory is the secret behind understanding your employee and fulfilling your responsibility as a part of talent management team.
Throughout this course, we will be taking the help of Maslow's theory and becoming a better talent management persona and satisfying the needs of the employees.