What is the PRACTICAL Value of Maslow's Need Hierarchy for an ORGANIZATION?

Why Maslow's Needs are Important for Organizations
Janet Kemi Kehinde, Nigeria, Member
The theory of needs is very important in an organization. Employees whose psychological, safety needs, love and belongingness needs are met make better employees, which in the long run is essential for an organization's growth.

Maslow Needs are Outdated
Draht
Maslow's Hierarchy of Needs is outdated. Plus it has never been empirically validated.
I find Marshall Rosenberg's approach (see introduction into non-violent communication by him) to human needs and addressing them much more effective.
For addressing needs in sales I typically refer to Interpersonal CircumPlex (ICP) models such as DISC which provide the users with a wide array of tools for recognizing and addressing needs / motives / buying-signals, and so on.

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Editor: see also the separate discussion: Is Maslow's Hierarchy of Needs Still Valid Today?

Satisfied Needs Means Happy and Productive Employees
Tony Cunningham, Consultant, Australia, Member
Satisfaction of an employees basic needs promotes job satisfaction and raised levels of productivity. This has been demonstrated time and again in my organisation.

Practical Value of Maslow's Hierarchy
Gregory Johnson, Coach, United States, Premium Member
The Value of Maslow's theory in my professional deliverables is that of an integrated template that orients me into looking at professional interventions with people and organizations, by looking at the articulated levels as levels of appreciation.
I have problems with the structure of the pyramid as a top down perspective and thusly INVERT the pyramid as a Leader/Manager looking up at each of the levels of interaction.
With the newly researched perspectives and behaviors of the so-called millenials, I thank them for wanting to be heard, when prepared properly; and make contributions to their work, careers and society, versus working and living within the parameters of traditional expectations. As such, I present a different focus for clients that is more horizontal than the traditional hierarchical dynamics of organizational structure.
We employ a structure we have branded as a Concentric Organization, which is both structure and behavior of the leadership and organizational palette.