Authors: Elizabeth Chambakata Chitanda, DR Leena Jenefa
Abstract: This review study focuses on how the Maslow Hierarchy of Needs Theory is related to Employee engagement. It reviews the assumptions of the theory by Maslow, the stages, challenges or limitations of the theory, importance of the theory to managers and management and proposals for future studies. Past research has concurred with Maslow that humans are need beings and they are affected by their achievements. Maslow Hierarchy theory highlights that the needs are fulfilled in a hierarchy, and for one to go to another level of needs, the first level must be satisfied. Research also clearly indicates that the Maslow hierarchy of needs theory is applicable to many fields like Human resource management, organizational Culture, psychology, sociology, economics among others. The limitations with the Abraham Maslow Theory of Needs by those who critique it are (among others) mainly in similarity of needs by people at the same level, prioritization and order of some needs at the expense of the other. Critics of the theory claim that the theory misses it by not considering other needs as important than physiological needs. In example, a person may value or prioritize other needs eg spiritual being needs than the physical needs based on culture or religion. This ends in rearrangement of the levels in the Maslow hierarchy proposed pyramid. More empirical studies are being encouraged to fill the gaps especially those on the direct relationship of the theory and the diverse population at the workplace eg the Millennial, women workers etc. This will help us to fully understand the different needs of the diverse employees and assist in identifying ways of helping them to achieve them and be engaged
