Employee motivation is a vital element of achieving organisational goals. From countless studies conducted by experts such as Abraham Maslow, we have learned that you can’t just “motivate” someone. To bring about motivation in the workplace, the managers of the business must firstly understand motivation and then create a working environment that is conducive to employee motivation. This may involve utilising safe dangerous goods storage systems to reduce the risks that dangerous goods have upon the health and wellbeing of your employees. Motivated employees, along with good systems and processes are key to organisational success.
Many managers today are not aware of the effects that motivation has upon the business. Therefore, it is important to learn and understand the factors that determine positive motivation in the workplace.
Maslow's Hierarchy of Needs
Motivating your employees is no easy task. A lot of organisations have tried many methods and a great deal have failed. However, there is one motivational theory that has been around for many years, and it’s fundamentals still hold true to this day. This theory was developed by a well respected psychologist named Abraham Maslow. His theory is called; “Maslow's hierarchy of needs”.
This theory asserts that people are motivated by a hierarchy of needs. The hierarchy of needs is a five tier model of human needs, often shown as a pyramid with five hierarchical levels.
In this theory, Abraham Maslow explains that people are motivated to achieve certain needs and some needs take precedence over others. Initially, people seek their most basic need to survive. Once this need has been adequately satisfied, people seek higher level needs such as safety, belongingness, esteem and finally, self-actualisation.
Types of Motivational Needs
Within the hierarchy, there are two types of needs.
The first four levels of need within the hierarchy are deficiency needs. These needs are a result of deprivation. The longer someone is deprived of these needs, the greater their desire will be to acquire them. This can be shown by our physiological need for water. The longer someone goes without water, the more thirsty they will become.
The fifth need on Maslow's hierarchy is classified as a growth need. Growth needs do not come from deprivation, but from the longing to acquire and grow as a person. Growth needs are continually felt and once they have been engaged, they will become even stronger.
After the lower level needs have been satisfied, people will reach their highest level of motivation, which is define as “self-actualisation”. This is when people realise their possibilities and ultimate potential. This realisation motivates people to go in for personal development and self-fulfilment in view of achieving peak experiences. When your employees reach this level of motivation, they will start to make a real difference to the value of your organisation. They will not come to work for the pay packet, but for the desire to grow and to reach the highest level of achievement that their careers can afford.
The businesses responsibilities for employee motivation
Before your employees reach these high levels of motivation, you must first adequately satisfy their lower level needs and clear their path to self-actualisation. All people are capable of reaching self-actualisation, but the process can be derailed if they are deprived of the lower level needs.
Once physiological needs such as food, water, warmth and rest have been adequately satisfied, people will be motivated to satisfy their safety needs. At this point in Maslow’s hierarchy, the business plays a major role in the motivation of their employees. If your business doesn’t provide a workplace that satisfies your employee's safety needs, it will hinder them from achieving self-actualisation.
Risks of Dangerous Goods
In the workplace, one major safety concern for employees is the risks associated with dangerous goods. Dangerous goods come in many forms and they pose a number of risk upon the people in your workplace. Explosives have the ability to cause severe injury from conflagration and corrosive substances can cause acid burns and blindness. The consciousness of these safety concerns has a major effect upon the motivation of your employees. Unless your business mitigates the risk of dangerous goods, an important piece of the motivation process will be missing. Without a safe working environment, your employees will never achieve self-actualisation.
Satisfying the need for safety
To allow your employees to scale the hierarchy of needs and reach self-actualisation, it is important that you first satisfy your employees basic safety needs by eradicating the risk of dangerous goods. Managing the risk of dangerous goods is a complex task, and it can be difficult to store different classes of dangerous goods in a way that reduces risk to your employees.
There are nine classes of dangerous goods and each class has specific hazards associated with their chemical and physical properties. To make it even more complex, there are thousands of substances within each class, and these substances have varying risks and hazardous properties. To mitigate these risks, it is important that you consult a dangerous goods adviser. An adviser will conduct a dangerous goods risk assessment to identify the dangerous substances used in the workplace. A risk assessment will also outline workplace hazards, and provide clear resolutions.
To ensure that your business continues to grow in a sustainable manner, it is important to mitigate the risks of dangerous goods. This will allow your staff to progress up the hierarchy of needs in quest of self-actualisation. To determine your need for a dangerous goods risk assessment, click on the image below 👇.