The fact that no body is a
citadel of knowledge makes it possible for Maslow’s theory to still face
some criticisms. Some of the criticisms
are expressed below:
v
Maslow’s hierarchy does not describe a universal
human motivational process, it is culture bound, and the theory has also been
criticized for its rigidity, different people may have different priorities,
and it is difficult to accept that people’s needs progress steadily up the
hierarchy. Hofstede (1980).
Mullins (2007) found the
following to be the weaknesses of Maslow’s theory :-
v
There is doubt about the time lapses between the
satisfaction of a lower-level need and emergence of a higher –level need.
v
Some rewards or outcomes at work satisfy more
than one need. Higher salary or promotion, for example can be applied to all
levels of the hierarchy.
v
Maslow views satisfaction as the main
motivational outcome of behaviour. Yet job satisfaction does not necessarily
lead to improved work performance
v
People do not necessarily satisfy their needs;
especially higher-level needs, just through the work situation, they satisfy
them through other area of their life as well. Therefore, the manager would
need to have complete understanding of employee’s private and social lives, not
just their behaviour at work
v
Even for people within the same level of the
hierarchy, the motivating factors will not be the same. There are many
different ways in which people may seek satisfaction, for example, their esteem
needs.
However, despite the above flaws,
the needs hierarchy model provides a useful basis for the evaluation of
motivation at work in this research.