To understand human motivation and what drives us, we need to understand the interplay between our wants and needs and how they shape our actions, aspirations, and, ultimately, our achievements.
While wants and needs may seem similar, they represent distinct psychological drivers that influence our behaviour differently. On a personal level, exploring the nuanced relationship between wanting something and needing something unveils profound insights into one’s own decision-making and motivation which has implications for personal and professional growth.
From an organisational perspective, workplace motivation is frequently overlooked in HR Work Culture strategy, yet it is an essential aspect of building a thriving work culture. Unfortunately, at the managerial level, many companies need help understanding what motivates their employees and how to facilitate change to motivate them better.
The interplay between wants and needs shapes our actions, aspirations, and, ultimately, our achievements, thus affecting our psychological wellbeing. The power of goal setting and defining a path that leads to employee development and progression is essential towards the ultimate destination – fulfilment.
Defining Wants and Needs
At its core, a “want” refers to a desire or preference for something that enhances our quality of life, satisfaction, or fulfilment. Wants are often driven by emotions, aspirations, and societal influences, reflecting our individual preferences and values. They encompass a broad spectrum of desires, from material possessions and experiences to intangible goals such as recognition, success, or happiness.
From the world of e-commerce, we know that emotions drive decisions rather than the logical brain. This is no doubt why we make so many bad purchasing decisions, and yet it’s an itch we just have to scratch because it feels good.
On the other hand, “needs” represent fundamental requirements for survival, wellbeing, and psychological fulfilment. Maslow’s hierarchy of needs highlights five levels of human needs, these are arranged in a hierarchical order: physiological, safety, love/belonging, esteem, and self-actualisation. These needs form the foundation of human motivation, as individuals strive to fulfil them to achieve a sense of security, belonging, and self-fulfilment.
Regarding needs, the foundational research of psychologists such as Abraham Maslow and Frederick Herzberg has provided insights into the complex nature of motivation. Maslow’s hierarchy of needs suggests that individuals are driven by a progression of needs, while Herzberg’s work emphasises the diminishing returns of meeting basic needs. Moreover, David McClelland’s theory highlights three primary motivators: power, achievement, and affiliation.
A crucial aspect of motivation theory is its dual nature, encompassing absolute and relative dimensions. While individuals strive for self-improvement and meaning, perceptions of equity and fairness relative to others can significantly impact job satisfaction; “wants” and “needs” can be hard to separate here. Autonomy emerges as a central theme, allowing individuals the freedom to pursue challenges and reach their full potential. The concept of “flow” describes an immersive state of engagement where effort merges with gratification.
Despite compelling evidence supporting these principles, many companies need help implementing them due to inertia and entrenched traditions. There’s a misconception that creating a great work environment necessitates significant financial investment, perpetuating resistance to change. However, the “great resignation” phenomenon and evolving workforce expectations, particularly among Gen Z, underscore the importance of authenticity and substance in the workplace.
Integrating Wanting and Needing: Achieving Balance and Fulfillment
While wants and needs may diverge in their focus and significance, they are intrinsically linked in shaping our motivations, aspirations, and actions. Balancing our desires and requirements is essential for achieving holistic wellbeing, fulfilment, and success in life. By acknowledging the importance of wanting and needing, we can cultivate a balanced approach to motivation that integrates personal desires with fundamental human needs.
Achieving this balance requires self-awareness, introspection, and intentional decision-making as we discern between fleeting desires and genuine needs. By aligning our wants with our deeper values, aspirations, and purpose, we can pursue meaningful goals that contribute to our wellbeing and fulfilment. Similarly, by prioritising fulfilling our fundamental needs, we lay the foundation for sustainable growth, resilience, and happiness.
Recognising the broad spectrum of individual motivations is essential, as people have varying needs and preferences. Despite these differences, the fundamental principles of motivation—such as the desire for appreciation—remain universal, offering a framework applicable to all individuals regardless of personality type.
To become advocates for scientifically grounded employee motivation, organisations can take several steps:
- Ensuring competitive pay and benefits
- Fostering meaningful work
- Promoting fairness and transparency in the workplace
- Prioritising authenticity in management practices
- Aligning with a compelling purpose
- Recognising progressive achievement/improvements
References:
Image generated by Magic Studio (Canva).
Employee Motivation Theories and Engagement – DecisionWise.
Mastering the Art of Team Motivation and Engagement: A Sales Leadership Toolkit – Qstream.
