Maslow's Hierachy and Google

916 words 4 pages
1.) Maslow’s hierarchy of needs theory is based on a pyramid of five needs. The only way you can reach the top is by starting at the bottom and fulfilling each need. The list starts with physiological needs, safety needs, social needs, esteem needs, and finally self-actualization. Maslow said that most people do not reach self-actualization.
Physiological needs are the basics of survival, such as food, oxygen, water, and sleep.
Safety needs are not only physical safety needs but also employment, resources, morality, family, health and property.
Social needs are where the desire for strong relationships comes into play. This includes friendships and family.
Esteem needs is confidence, self-esteem, achievement, respect of others and
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This is one reason why Google has a wide variety of employees. The diversity not only helps the creativity but also the ability to solve different types of problems.
The last step in Maslow’s hierarchy of needs is self-actualization. If the other needs are not met this cannot be satisfied. In the case of Google, this is the most important need. Google is all about creativity and problem solving. This is why the campus is setup in a way to satisfy the other needs with cafés and gyms, and open, communicative work spaces. Having the campus set up in this ways allows for constant dialogue and exchange of ideas. Most of rooms within the Google campus have at least one white board in order to post ideas and start conversation.
3.) In order to create a creative and successful company employees need have basic needs met, need to feel like they are a part of a community, and know that they are respected and respect others as well. Once these are met the creativity, problem solving skills, spontaneity, and morality become a part of the company culture. Clearly, Google does a wonderful job with meeting the needs of its employees in order to produce and create new products and techniques. And this is just one example of a company that knows how to motivate and encourage their employees to do their absolute best.
Google. (2011). Corporate Information. Retrieved from http://www.google.com/intl/en/corporate/index.html
Heylighen, F. (1992). A

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