The Theory of Human Motivation

We bring value to your organization…what do you value?

Balanced Wellness LLC believes well-being begins with ‘core values’ (what you believe is important in life). When looking for deep engagement from our employees, one of the best strategies we can implement is having talent that aligns with our organizational core values. We spend such a large amount of our time at work – we must agree with the values of our organization for true job satisfaction. If you want your talent to value their work, they should value your organization’s values.

The center of our circle identifies the core values of the organization or individual with which we work. Centered around those core values are the following Dimensions of well-being. Occupational, physical, social, emotional, and environmental. Some organizations identify additional or different components such as financial or intellectual. Developing a wholistic approach helps integrate well-being into your organization and the lives of your employees. Well employees exhibit a higher level of productivity and performance.

Going one step deeper, our comprehensive Complete Care Solution offers a solid base for well-being. According to Maslow’s Theory of Human Motivation, we must meet an individual’s’ physical needs and offer a sense of security. This applies to our personal and work life. At the tip of the Maslow pyramid lies fulfillment and self-actualization. Self-actualization is expressed through creativity and growth – what we may call performance and productivity – as well as presenteeism (all words we have used to express employee engagement). What comes between the security and self-actualization is a sense of belonging and building of self-esteem. How does this relate to employee engagement?

According to the 2017 SHRM Employee Job Satisfaction and Engagement report, “The five factors that employees assessed as the leading job satisfaction contributors were: Respectful treatment of all employees at all levels (a sense of security, belonging and self-esteem); Compensation/pay (physical needs); Trust between employees and senior management (safety); Job security (safety); and, Opportunities to use their skills and abilities at work (self-actualization).” Read more: SHRM 2017 Employee-Job-Satisfaction and Engagement

When we are looking for well-being engagement from our employees, we need to consider their motivation and wholistic well-being. Not only does aligning with our core values matter, understanding the Hierarchy of Needs should be taken into consideration. Talent is now expecting great benefits including well-being, being valued, and a sense of belonging from their employer. See the SHRM Employee Benefits Report for more on benefits.