要了解组织中的个人需求，就必须了解Maslow层次的需求。管理者可以用这个理论来理解这个系统。第一层次的动机是个体的生理需要。这些都是个人需要的基本需求。这可以通过向雇员提供基本工资和有形报酬来解决。下一层是安全要求的要求(Overbeck,Correll and Park,2005)。应该向人们保证一定程度的安全，让他们留在公司里。持续的不确定性，如裁员或自动化会降低公司的运作水平。第三层次是归属感的要求。这影响了整体道德的下降。公司可以通过创建团队建设活动(Brown and Capozza,2016)来提高员工的绩效。这可以提高员工的整体士气，提高员工的绩效。这可以提高人们的激情水平，增加他们对公司的承诺。一旦达到这个目标，员工通常会在公司里寻找他们的成长潜力。这种水平的增长需要被公司强制执行。这是一个棘手的水平，因为它要求员工具有功能性和创造性(Dalton,2013)。这些都是公司需要解决的困难水平。该模型有一定的先天局限性。这可以作为帮助人们发挥潜力的向导。
It is imperative to understand the Maslow Hierarchy of needs to understand the Individual needs in the organization. The managers can use this theory to understand about the system. The first level of motivation is the physiological needs of the individuals. These are the basic needs that are obligatory for the individual to sustain. This can be addressed by providing the employees with the basic salary and tangible remuneration. The next level is the requirement of safety requirement (Overbeck, Correll and Park, 2005). A certain level of safety should be promised to the people for them to stay in the company. Constant uncertainty such as lay off or automation can reduce the level of functioning by the company. The third level is the requirement of belonging. This impacts the overall morality to be down. The company can improve the performance of the employees by creating a sense of team building activities (Brown and Capozza, 2016). This can improve the overall morale of the people and increase the performance of the employees. This can improve the passion level of the people and increase their commitment to the company. Once this is reached, the employees typically look for their growth potential in the company. This level of growth need is compulsory by the companies. This is the tricky level as it requires the employees to be functional and creative (Dalton, 2013). These are difficult levels that necessaraily to be addressed by the company. The model has certain innate limitations. This can be used as a guide to help the people reach their potential.