Organizational Behaviour Topic: Maslow’s Hierarchy of Needs

Maslow’stheoryof Motivation
1
Subject: Organizational Behaviour
Topic: Maslow’s Hierarchy of Needs
Project submitted to: Prof. D.I. Cabral
Project submitted by: Jayesh dhanur.
Class: eMBA (Semester I)
Roll No: 15

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Index
Sr.No. Topics Page No.
1.
Acknowledgement
3
2.
Summary
4
3.
Company Profile – Kotak Mahindra
5
4.
Objective of Study
6
5.
Research and Methodology
9
6.
Project questionnaire
10
7. Data Analysis and Interpretation 14
8.
Analysis & Findings
20
9.
Conclusions
22
10.
Recommendations
23
11.
Bibliography
24
12.
Annexures
25

3
Acknowledgement
I have taken effort in this project. However, it would not have been
possible without the kind support and help of many individuals and I
would like to extend sincere thanks to all of them.
I would like to express my special gratitude and thanks to my project
guide, PROF. D.I. Cabral for giving me such attention and time.
My thanks and appreciations also go to my college mates in developing
the project and people who have willingly helped me out with their
ability.
Above all I sincerely thank and also extend my gratitude towards, MET
College for providing me this opportunity. I am ineffably indebted to
Kotak Mahindra bank for letting me take this survey and accomplish
my project. And also to my elder brother, and friends, who in one way
or another shared their support, either morally, financially or physically.
Any omission in this brief acknowledgement does not mean lack of
gratitude.
Thanking you
Jayesh Dhanur.

4
Summary
Motivation is processes that account for an individual’s intensity,
direction, and persistence of efforts toward attaining a goal.
Key elements
1. Intensity – how hard a person tries.
2. Direction – towards beneficial goal.
3. Persistence- how long a person tries.
For which an individual should be motivated by various factors
which can be identified by the theory called Maslow’s theory.
In this project I had conducted a survey with the employees of kotak
Mahindra bank at (Aktruti mall thane) touching upon the factors of
Maslow’s theory to identify and analyze the need and wants full
filled by their company to employees regarding motivation.
In this survey, a questionnaire consisting of 12 questions the
primary data was gathered by circulating the questionnaire in
phone banking officers, and assistant manager of kotak Mahindra
bank (Aktruti mall thane).
The primary data was distributed and collected by my elder brother
Mr Ishwar Dhanur (assistant manager).
The project statistic shows that employee’s basic needs are fulfill
And there is security of job for employees working culture for
employees is also supportive and some people are fully satisfied with
the job but there need to more friendly environment in work and
some more seminars should be organized in order to motivate
employee’s

5
Company Profile
Kotak Mahindra Bank is an Indian private
sector banking headquartered in Mumbai, Maharashtra, India. In
February 2003, Reserve Bank of India (RBI) gave the licence to
Kotak Mahindra Finance Ltd., the group's flagship company, to
carry on banking business.
It offers a wide range of banking products and financial services
for corporate and retail customers through a variety of delivery
channels and specialized subsidiaries in the areas of personal
finance, investment banking, life insurance, and wealth
management.
Kotak Mahindra Bank has a network of 1,336 branches and 2,044
ATMs spread across 702 locations in the country. In 2016, it was
the third largest private bank in India by market capitalization
 Merger with ING Vysya Bank
In 2014, Kotak Bank acquired ING Vysya Bank for a deal valued
at 15,000 crore (US$2.2 billion). With the merger, the total human
resource count will jump to almost 40,000 heads and the count of
branch reached 1261. Post the merger, ING Group which
controlled ING Vysya Bank will own 7% share in Kotak Mahindra
Bank.

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Objective of Study
Maslow's hierarchy of needs is often portrayed in the shape of a pyramid
with the largest, most fundamental levels of needs at the bottom and the
need for self-actualization at the top.
The most fundamental and basic four layers of the pyramid contain what
Maslow called "deficiencyneeds" or "d-needs":esteem,friendship and
love, security, and physical needs. If these "deficiencyneeds" are not met –
with the exceptionof the mostfundamental (physiological) need – there
may not be a physical indication, but the individual will feelanxious and
tense
Physiologicalneeds
Physiologicalneeds are the physical requirements for human survival. If
these requirements are not met, the human body cannot function properly
and will ultimately fail. Physiologicalneeds are thought to be the most
important; they should be met first.
Air, water, and food are metabolic requirements for survival in all animals,
including humans. Clothing and shelter provide necessary protectionfrom
the elements.While maintaining an adequate birth rate shapes the intensity
of the human sexual instinct, sexual competitionmay also shape said
instinct.
Safety needs
Once a person's physical safety needs are relatively satisfied,their safety
needs take precedenceand dominate behaviour. In the absence of
physical safety – due to war, natural disaster, family violence, childhood
abuse, etc. – people may (re-)experience post-traumatic stress
disorderor transgenerational trauma. In the absence of economic safety –
due to economic crisis and lack of work opportunities – these safety needs
manifest themselves in ways such as a preferencefor job security,
grievance procedures forprotecting the individual from unilateral authority,
savings accounts, insurance policies,disability accommodations,etc. This
level is more likely to be found in children as they generally have a greater
need to feel safe.
Safety and Security needs include:
 Personal security

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 Financial security
 Health and well-being
 Safety net against accidents/illness and their adverse impacts
Love and belonging
After physiologicaland safety needs are fulfilled, the third level of human
needs is interpersonal and involves feelings of belongingness.This need is
especiallystrong in childhood and can override the need for safety as
witnessed in children who cling to abusive parents. Deficiencieswithin this
level of Maslow's hierarchy – due
to hospitalism, neglect,shunning, ostracism, etc. – can adversely affectthe
individual's ability to form and maintain emotionally significant relationships
in general, such as:
 Friendship
 Intimacy
 Family
Esteem
All humans have a need to feel respected;this includes the need to
have self-esteemand self-respect.Esteem presents the typical human
desire to be accepted and valued by others. People oftenengage in a
professionor hobby to gain recognition. These activities give the persona
sense of contribution or value. Low self-esteem oran inferiority
complexmay result from imbalances during this level in the hierarchy.
People with low self-esteem oftenneed respectfrom others; they may feel
the need to seekfame or glory. However, fame or glory will not help the
personto build their self-esteem until they acceptwho they are internally.
Psychologicalimbalances such as depressioncan hinder the personfrom
obtaining a higher level of self-esteem or self-respect.
Self-actualization
Main article: Self-actualization
"What a man can be, he must be." This quotation forms the basis of the
perceived need for self-actualization. This level of need refers to what a
person's full potential is and the realization of that potential. Maslow
describesthis level as the desire to accomplisheverything that one can, to
become the mostthat one can be. Individuals may perceive or focus on this
need very specifically. For example, one individual may have the strong
desire to becomean ideal parent. In another, the desire may be expressed

8
athletically. For others, it may be expressedin paintings, pictures, or
inventions. As previously mentioned,Maslow believed that to understand
this level of need, the personmust not only achieve the previous needs,but
master them.
The reason I opted for this theory is because today, the task of
motivation is becoming challenging. It is a difficult job to understand the
different needs, values, beliefs, lifestyles and perception of employees.
Hence, as a management student it is essential to analyze and make use
of these strategies to know the dynamics of needs and desires of an
employee for a successful work environment.

9
 Research and Methodology
Primary data was collected through
 Questionnaires
Sample Size
Sample size unit: - Kotak Mahindra Bank
Sample size no: - 19 staff members.
The questionnairemethod was used for this study as it is
much betterand easy to find out the responses of the
peoplethrough questionnairemethod. It also gives the
exact information that one looks for and also provides
accurate results. With the help of questionnaireand
statistical representation of the study it helps in
understandingthe data in a more logical and better
manner.
Questionnaire data was collectedby my elder brotherin
his office i.e. kotak Mahindrabank (Akhruti mall thane).
Project Questionnaire
ON MASLOW’S THEORY OF
MOTIVATION.

10
1. Since, how many years you have been working in this
organization?
a. 0-1
b. 1-5
c. 5-10
d. 10 and above
ANS: -
2. At present position what motivates you?
a. Social status.
b. Financial position.
c. Esteem work life.
d. Any other.
ANS:-
3. Do you have a feeling of job security while working in this
organization?
a. Yes
b. No
ANS:-
4. Organisation is effective in fulfilling basic needs of employee
like food, shelter and basic function in life?
a. Strongly agree

11
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
ANS:-
5. How is the working culture in your organization?
a. Supportive
b. Less supportive
c. Not at all supportive
ANS:-
6. Employee safety is the top priority of management?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
ANS:-
7. Does the organisation provide medical facilities for employees
and families?

12
a. Yes
b. No
ANS:-
8. Does the top management involve you in decision making
which are connected to your department?
a. Yes
b. No
c. Occasionally
ANS:-
9. Do you think a feeling of self-satisfaction is developed due to
current policies of employee motivation in organisation?
a. Yes
b. No
ANS:-
10. What is your aim in life?
a. Social status
b. Financial position
c. Esteem work life
d. Any other

13
ANS:-
11. Does the organisation policies motivates for achieving
your aims and objective?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
ANS:-
12. Do you have any opinion for your organisation regarding
employee motivation?
ANS:-
Data Analysis and Interpretation
1. Since, how many years you have been working in this
organisation?

14
2. At present position what motivates you?
3.Do you have a feeling of job security while working in this
organization?
0
2
4
6
8
10
12
14
16
18
0-1 years 1-5 years 5-10 years 10 and above
16%
67%
17%
strongly agree
agree
neutral

15
4.Organisation is effective in fulfilling basic needs of employee like
food, shelter and basic function in life?
5.How is the working culture in your organization?
79%
21%
yes
no
16%
63%
16%
5%
strongly agree
agree
neutral
disagree
strongly disagree

16
6.Employee safety is the top priority of management?
7.Does the organisation provide medical facilities for employees and
families?
0
2
4
6
8
10
12
14
16
supportive less supportive not at all supportive
0
2
4
6
8
10
12
strongly
agree
agree neutral disagree strongly
disagree
Series1 3 12 3 1
3
12
3
1

17
8.Does the top management involve you in decision making which
are connected to your department?
9.Do you think a feeling of self-satisfaction is developed due to
current policies of employee motivation in organisation?
79%
21%
yes no
79%
21%
yes
no

18
10.What is your aim in life?
yes
no
24%
43%
14%
19%
social status
financial position
esteem work life
any other

19
11.Does the organisation policies motivates for achieving your
aims and objective?
12.Do you have any opinion for your organisation regarding
employee motivation?
0
2
4
6
8
10
12
strongly agree agree neutral disagree strongly
disagree
3
12
3
1
0
2
4
6
8
10
12
14
1 1 1 1 1
14
Opinion regarding motivation

20
Analysis & Findings
 The organisation focus not only on experienced employees but
it also recruiter fresher’s who can grab the opportunities and
work with their innovative skills which is indicated in Q.1
interpretation.
 People working is mostly motivated with financial position or
esteem work life as per the survey.
 It is very good step by the organization that its policy provides
employees job security which is very important factor
according to employees perception.
 Many employees according to the survey as satisfied to the
fulfilment of basic needs of employee like food, clothing and
shelter.
 However the working culture is must supportive in nature but
still have to work in it by the company.
 Top priority of management is safety according to employee
some of them strongly agree to it and most of them agree to it
which is a positive factor.
 Each employee is provided by medical facilities by company
which shows good care for employees.
 Management should focus more than they should involve each
employees in decision making of company. If employee are not

21
included in decision making then their perception are like they
are not part of company and hence the productivity will
decrease which is a negative sign for the company
 Company should come up with more innovative policy, so that
employees have a self-satisfaction developed in them contently
as now they are satisfied
 As many people have their main aim of esteem work life which
should be taken into consideration more seriously than before
to maintain and understand employees in the company
 As the current policy mostly motivates the employees to
achieve their aims and objectives which indicated that the
company has good relation with employees and it cares for
them
 As employees opinion is to have active participation of whole
team or departments and urge to conduct more seminars, fun
activity, concerts etc. in order to overcome workload, which
indirectly helps to increase productivity in work.

22
Conclusion
.
 In kotak people are comfortable in working
environments kotak is providing facilities and
policies in order to motivate employees
 People need to have more friendly environment
between each other
 There should be more seminars conducted for
employees
 There should be proper appreciations in salary
 And continue with proper working culture in
company
 Employees in spite of having a feel of job
security, they have not reached a stage of job
satisfaction. The needs have not been fulfilled
and the employees are looking for further
opportunities for self-growth and advancement.

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Recommendations
 People need to be more friendly relation
between each other.
 There should be some events organized by kotak
in order to reduce work load of employees.
 Proper increments as well as bonus should be
given to employees as many of the employees
are focusing more on money factor.
 Management should involve employees in
decision making.
 Try to understand your employees and
accordingly treat that person.
 Motivate more to employees such that they fell
togetherness as a family bonding between work
and himself.
 Treat your employees as an asset and help them
out whenever necessary.
 Reward the person whoever is doing good and
guide the person who is not performing well.

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Bibliography
 https://en.wikipedia.org/wiki/Kotak_Mahindra_Bank
 http://www.businessballs.com/images/maslow_hiera
rchy.htm
 Class notes provided by Prof. D.I. Cabral
 Reference book on Understanding Organizational
Behavior - Udai Pareek

25
Annexures
Sr.No Names
1. Mital .M.tilve
2. Shweta Khatri
3. Vinay bangera
4. Varsha Mehta
5. Ranjana ravi
6. Tasin shaikh
7. Akshay r. futak
8. Bhakti joshi
9. Tosha patne
10. Aditi chouthini
11. Bhavesh dhobale
12. Monica dhale
13. Pooja sonawane
14. Smit sambre
15. Kinjal sampat
16. Vincent cardoz
17. Sayyed rehmat
18. s.varghese
19. Ishwar dhanur

26

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