BUISSNESS AND THEORY

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A Project Report
Submitted in the partial fulfillment for the diploma in “A detailed
study of guideline required for presentation skill”
Mechanical Engineering
Maharashtra State Board of Technical Education, Mumbai
Project Title –Study of Abraham Maslow’s Theory of
motivation and its implementations
Allotted to:
Pratham Tamgadge (13)
Guided by :
Lect. A.L. Ghotkar
2021-2022

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Department Of Mechanical Engineering
Aacharya Shrimanarayan Polytechnic Pipri Meghe, Wardha
2021-2022
CERTIFICATE
By
Lect. A.L. Ghotkar
In partial fulfillment for the award of diploma of
Diploma Engineering In Mechanical Engineering Of
Maharashtra
State Board Of Technical Education, Mumbai
At Aacharya Shrimanarayan Polytechnic pipri Meghe, Wardha
During the academic year 2021-2022, under the guidance and to the
satisfaction.
Prof. Dr. Pachpor Lect. R.M. Kasare
(Principal, Aacharya Shrimanarayan) (HOD Mechanical Engineering)

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INDEX PAGE
SR.
NO
CONTENT PAGE
NO.
1 Who is Abraham
Maslow’s
4-5
2 What is Abraham
Maslow’s Theory
6-10
3 Abraham Maslow’s Theory
Organizational/Managerial
Applications
And
Implementation
11-12
4 Conclusion 12

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Who is Abraham Maslow’s?
Abraham Maslow was an American
psychologist who developed a
hierarchy of needs to explain human
motivation. His theory suggested
that people have a number of basic
needs that must be met before people
move up the hierarchy to pursue
more social, emotional, and self-
actualizing needs.
Abraham Maslow
(1908-1970)
Abraham Maslow was born on April 1, 1908, in
Brooklyn, New York, where he grew up the first of seven
children born to his Jewish parents who emigrated from
Russia. Maslow later described his early childhood as
unhappy and lonely. He spent much of his time in the
library immersed in books.
Maslow studied law at City College of New York
(CCNY). After developing an interest in psychology, he
switched to the University of Wisconsin and found a
mentor in psychologist Harry Harlow who served as his
doctoral advisor. Maslow earned all three of his degrees
in psychology (a bachelor's, master's, and doctorate) from
the University of Wisconsin.

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Contributions to Psychology
Maslow made a number of important contributions to the
field of psychology. Today, he is remembered as one of
the most influential psychologists of the 20th century.
Among his contributions:
His theories focused on the positive aspects of
human nature. At a time when most psychologists
focused on aspects of human nature that were considered
abnormal, Abraham Maslow shifted focus to look at the
positive sides of mental health.
His work influenced how we see mental health. His
interest in human potential, peak experiences, the
improvement of mental health, and personal growth had
a lasting influence on psychology.
His work continues to exert an influence today.
While Maslow’s work fell out of favor with many
academic psychologists and some suggest his hierarchy
might be due for an update, his theories are enjoying a
resurgence due to the rising interest in positive
psychology.
Maslow died in California on June 8, 1970 of a
heart attack.

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what is abrahaM Maslow’s theory?
Career and Humanistic Theories
Abraham Maslow began teaching at Brooklyn College in
1937 and continued to work as a member of the school's
faculty until 1951. During this time, he was heavily
influenced by Gestalt psychologist Max Wertheimer and
anthropologist Ruth Benedict.
Maslow believed that they were such exceptional people
that he began to analyze and take notes on their behavior.
This analysis served as the basis for his theories and
research on human potential.
Humanistic Psychology
During the 1950s, Maslow became one of the founders
and driving forces behind the school of thought known as
humanistic psychology. His theories—including the
hierarchy of needs, self-actualization, and peak

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experiences—became fundamental subjects in the
humanist movement.
How did Maslow's ideas compare to other theories that
were popular at the time? Some key differences:
 Maslow felt that Freud's psychoanalytic theory and
Skinner's behavioral theory were too focused on the
negative or pathological aspects of existence.
 He also felt that these theories neglected all of the
potential and creativity that human beings possess.
 Maslow's theories were more focused on maximizing
well-being and achieving one's full potential.
#1: Physiological Needs
Physiological needs are the lowest level of Maslow’s
hierarchy of needs. They are the most essential things a
person needs to survive. They include the need for
shelter, water, food, warmth, rest, and health. A
person’s motivation at this level derives from their
instinct to survive.
#2: Safety Needs
The second level of Maslow’s hierarchy of needs consists
of safety needs. Safety, or security needs, relate to a
person’s need to feel safe and secure in their life and
surroundings. Motivation comes from the need for law,
order, and protection from unpredictable and
dangerous conditions.

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There are many examples of safety needs in modern
society. To find stability and security, a person must
consider their physical safety. This means seeking
protection from the elements, violent conditions, or
health threats and sickness. Additionally, an individual
needs economic safety to live and thrive in modern
societies. This refers to the need for job security, stable
income, and savings. One method of achieving
economic safety is to learn proper investment
strategies.
#3: Love and Belonging Needs
The third level of Maslow’s hierarchy of needs is love and
belonging needs. Humans are social creatures that
crave interaction with others. This level of the
hierarchy outlines the need for friendship, intimacy,
family, and love. Humans have the need to give and
receive love; to feel like they belong in a group. When
deprived of these needs, individuals may experience
loneliness or depression.
#4: Esteem Needs
The fourth level of Maslow’s hierarchy of needs is esteem
needs. Esteem needs are related to a person’s need to
gain recognition, status, and feel respected. Once
someone has fulfilled their love and belonging needs,
they seek to fulfill their esteem needs.
Maslow broke up esteem needs into two categories: the
need for respect from others and the need for respect

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from oneself. Respect from others relates to achieving
fame, prestige, and recognition. Respect from oneself
relates to dignity, confidence, competence,
independence, and freedom.
#5: Self-Actualization Needs
The fifth and final level of Maslow’s hierarchy of needs is
self-actualization needs. Self-actualization relates to
the realization of an individual’s full potential. At this
level, people strive to become the best that they possibly
can be.
The need for self-actualization can manifest in different
ways, such as:
Obtaining skills (e.g., financial modeling skills)
Continued education (e.g., online training courses)
Utilizing skills, knowledge, and talents
Pursuing life dreams
Seeking happiness
One person may strive to become the best parent and
everyone’s best friend. Another person might aim to
become a millionaire and philanthropist. Others may
work toward becoming a famous athlete. In general,
self-actualization is the pursuit of personal growth.
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Growth vs. Deficiency Needs
Maslow separated his hierarchy into two different
overarching types of needs: growth needs and
deficiency needs.
The main difference between growth and deficiency
needs is the change in motivation as needs are met.
Motivation increases are growth needs are met.
Conversely, motivation decreases as deficiency needs
are met.
As mentioned previously, self-actualization is the pursuit
of personal growth, thus making it a growth need.
Growth needs originate from a desire to become better
and grow as a person. As a person fulfills growth needs,
their motivation increases as their desire to become
even better increases.
Conversely, deficiency needs pertain to the four levels
below self-actualization: physiological, safety, love and
belonging, and esteem needs. Deficiency needs stem
from a person’s desire to get rid of deficiencies or obtain
things they are lacking. As a person obtains the things
they lack, their motivation to obtain these things
decreases.

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Organizational/Managerial
Applications
The greatest value of Maslows need theory lies in the
practical implications it has for every management of
organisations (Greenberg & Baron 2003 p.195). The
rationale behind the theory lies on the fact that it’s able
to suggest to managers how they can Maslow’s Need
Hierarchy Theory: Applications and Criticisms 1063
make their employees or subordinates become self-
actualised. This is because selfactualised employees are
likely to work at their maximum creative potentials.
Therefore it is important to make employees meet this
stage by helping meet their need organisations can take
the following strategies to attain this stage Recognise
employee’s accomplishments: Recognising employee’s
accomplishments is an important way to make them
satisfy their esteem needs. This could take the form of
awards, plagues etc.
According to (Greenberg & Baron 2003, p197) research
carried out in GTE Data services in Temple Terrace,
Florida shows that awards are given to employees who
develop ways of improving customer’s satisfaction or
business performance. But it should be noted that
according to Greenberg &Baron awards are effective at
enhancing esteem only when they are clearly linked to
desired behaviours. Awards that are too general fail to
meet this specification. Provide financial security:
Financial security is an important type of safety need.
So organisations to motivate their employees need to
make them financially secured by involving them in
profit sharing of the organisation. In a research carried

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out with AT&T and Wang showed that 50% of their
employees received financial outplacement services to
assist laid-off employees in securing new jobs.
Provide opportunities to socialise:
Socialisation is one of the factors that keep employees
feel the spirit of working as a team. When employees
work as a team they tend to increase their performance.
Research conducted on IBM shows that it holds a
“family day” picnic each spring near its Armonk, New
York headquarters. Promote a healthy work force:
Companies can help in keeping their Employees
physiological needs by providing incentives to keep
them healthy both in health and mentally. In a research
carried out at the Hershey Foods Corporation and
Southern California Edison Company showed that
Employees are provided with insurance rebates with
health lifestyles while extra premiums were given to
those with risk habits like smoking.
. Conclusion
Nonetheless and regardless of the heavy criticism levied
at the hierarchy of need theory, I believe that this
theory has a made a significant contribution in the field
of organisational behaviour and management
especially in the area of employee motivation and
remains attractive to both researchers and managers
alike. The incorporation of the need theory into the
work environment today could be as a result of the
contributions made so far by Maslows Hierarchy of
need theory.