Maslow Hierarchy Needs and Workplace Motivation Essay

Telecommuting and Motivation: What Works, What Doesn’t

Telecommuting means working remotely, allowing telecommunications tools and digital technologies to ensure the employee is connected with the office and able to collaborate and communicate with coworkers. There are many models of telecommuting, from full-time telecommuting arrangements to allowing workers to telecommute one or two days a week. Some of the most successful firms have telecommuting policies that allow employees to work remotely. Even companies like Yahoo, which backpedaled somewhat on the issue, have recently returned to telecommuting if for no other reason than working from home does seem to improve productivity and hours spent on the job (Peck, 2015). While being in the office does enhance team-building and collaboration opportunities, working from home means fewer distractions and longer hours. Workers can divert the time spent commuting to the office towards working on projects, and also feel better equipped to balance work with household or family obligations.

Applying Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory of Motivation can show why telecommuting is so appealing and satisfying to employees, and why employers also benefit from having a flexible telecommuting policy. Abraham Maslow proposed a needs hierarchy to demonstrate the underlying factors of human motivation. All human beings are motivated to fulfill basic needs first, such as the need for food, shelter, and clothing. Once basic needs have been fulfilled, we strive towards what Maslow considered higher needs, such as the need for security, the need for social belonging or friendship, and the need for self-fulfillment. Human resources managers readily understand the needs hierarchy, incorporating Maslow’s hierarchy of needs into effective workplace design and company policies (Tanner, 2017). At the very least, a worker is motivated by reasonable remuneration for work or labor. Yet there is much more to workplace motivation than the extrinsic reward of salary and benefits. Maslow suggested that once the lower order needs related to financial security have been met, employees also need to be motivated by higher needs like the need for social connection, the need for autonomy, and the need for self-actualization. Overall, the Maslow needs hierarchy includes the following:

1. Physiological Needs

2. Security Needs

3. Belongingness Needs

4. Esteem Needs

5. Self-Actualization Needs.

Telecommuting helps fulfill multiple needs on Maslow’s hierarchy. For example, telecommuting offers the employee a greater sense of personal responsibility and empowerment, which are esteem needs. Being trusted to work from home also contributes to a sense of autonomy. For example, telecommuting empowers employees who might feel micromanaged when they are in the office. Telecommuting cannot fulfill all the needs on the hierarchy. For example, telecommuting does not automatically offer the employee greater job security, or opportunities for self-fulfillment. Telecommuting also has the potential to leave social needs or the need for social connection unfulfilled, which could be especially important for employees who are extraverted or who thrive off of a collaborative or team-based work environment.

However, telecommuting does allow the employee to work in an environment that is comfortable and familiar, close to family. The environment is safe and can fulfill security needs. Telecommuting therefore enhances the work-life balance, which can also allow the person to pursue higher order needs that maximize self-fulfillment such as having more time for exercise or meditation. Some jobs lend themselves particularly well to telecommuting, which is why companies should consider telecommuting especially for some positions, roles, or…