In his 'Hierarchy of Needs', Abraham Maslow investigates the human feelings of concern and desire, focusing his research on the more intellectual people of his day. Maslow identified five interdependent levels which make up the 'Hierarchy' - Physiological, Safety, Love and Belonging, Esteem and Self Actualization. Maslow contends that in attempting to meet unfulfilled needs, those at the lower level must be met before going on to tackle those at a higher level. This shows that while considering the status of each individual may be important, it is vital to understand where the team sits overall as an entity unto itself.

Basic, human physiological concerns comprise the lowest level. A leader must ensure that his employee's basic needs and comforts are met if they are to achieve their fullest potential. Basic survival needs such as hunger, thirst, fresh air, cleanliness and the need for social contact must be addressed, otherwise employees will be distracted and unhappy. For example, if an employee is working in a cold work place, they will not work as quickly or efficiently as they would if they felt comfortable.

Safety and security occupy the second tier of needs that humans have to fulfill. For adults, safety is achieved by having employment and monetary security. At work, employers should create a secure environment for the workers. Employees who fear layoffs or termination will not invest as much care or effort as they could. Without job security, employees might do sub-par work. Even worse, insecure employees might resort to causing harm to the company as a form of revenge.

The third step covers a person's desire to belong and feel loved. By helping employees establish friendships with one another, an employer can help create an environment in which employees enjoy working. Scheduling social events or pairing compatible individuals on tasks are ways an employer can provide bonding opportunities.

The fourth level involves a person's esteem. Humans have the desire to feel as though they are part of a group. In group situations, we have the ability to feel emotions of achievement and confidence. We start to gain the respect of others which in return boosts our self esteem. An employer can create activities outside of work to help engage his employees. Whether it is a team sport or relay picnic event, co-workers can bond over the activities, have a great time, and boost their confidence in themselves.

Self-actualization is the last of Maslow's levels. This level includes our ability to solve problems, reach moral decisions, and use our creativity. This level cannot be reached until all of the previously summarized levels have been accomplished. Once we have achieved self-actualization, we become fully mature adults.

Daiv Russell is a management and marketing consultant with Envision Consulting in Tampa, Florida. Find more Team Building Ideas, techniques, and exercises or learn more about finding the root cause of your organization's teamwork issues.

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