Biological and Physiological Needs: These are basic human needs including food, water and shelter. Organisations can buy them lunch, offer gift cards and give time off for necessary day-to-day tasks. It not only makes their life easier but also gives them a chance to retain with the organisation.
Safety Needs: Safety needs include good shelter, protection, safety, security, law and order and stability. Once human beings have enough for food, water and shelter, they want to live a comfortable and safe life. Again the mantra of keeping them with the organisation is to pay. Pay for food and loan them an amount to build their own home or buy a vehicle. Organisations can also support their children education.
Belonging Needs: It is a basic human need that they always want to be associated with something. They want to belong and to be belonged. The managers can establish friendly relationships with their subordinates so that they feel that they are an important asset of the organisation and they add value to it. Including them in decision making process or any other sensitive issue springing up within the workplace is a good idea. Also involve them in improvement teams where they really can contribute something substantial.
Self Esteem: According to Maslow’s Hierarchy model, the fourth stage of one’s life is to attain a status in the society as well as in professional life. Besides this, a sense of achievement and recognition of their efforts play a vital role. Organisations which are successful in recognising the efforts of employees and reward them for their performance and contribution are able to retain their talent. Issuing newsletters recognising their contribution or giving a think you card or awarding them with a trophy can serve the purpose.
Self Actualisation: It is the last stage in the Maslow’s Hierarchy model that is about growth and fulfilment in personal and professional life. By this time, individuals are well settled in life and are able to contribute through their work experiences. It is the time when organisations can make them feel empowered by giving them leadership authority, autonomy to take decisions and training opportunities.
Employee engagement is a science as well as an art. It takes into account all tangible and intangible factors related to human life directly or indirectly.
Matt LeClair on 29 May 13Welcome to the companion website to our ELI presentation on Assessing Learning Spaces. We have made many of our instruments and resources available for your reference. However, since we have worked in cooperation with several institutions and modified their instruments for our use, we'd ask that you contact them directly to get permission to do the same. The San José State University Academic Success Center opened in October 2006 with a goal to increase student success by providing 21st-century technology, informal and formal learning spaces, and the services and support. The objective was to build an integrative center that provides students with an innovative space and technology tools for collaboration and promotes faculty pedagogical innovation through the use of our Incubator Classroom, winner of the 2007 Campus Technology Innovators Award. By combining physical space, technology tools, and an intensive professional development program, the ASC exemplifies a new synergistic model for the campus.
