Why People Do What They Do: Applying Maslow’s Hierarchy to Leadership, Family, and Society

Shreya Chaturvedi
May 11
4 min read

Updated: May 14

What is Maslow’s Hierarchy of Needs?

Maslow’s Hierarchy is a psychology theory by Abraham Maslow that explains human motivation in five levels: Physiological, Safety, Love/Belonging, Esteem, and Self-Actualization. Later, Self-Actualization was expanded and broken down into: Cognitive, Aesthetic, Self-Actualization, and Transcendence.

The central idea is that people are motivated to fulfill basic needs before moving on to more advanced psychological and self-fulfillment needs. Understanding this framework helps you lead, manage, communicate, and build with real empathy.

Whether you're leading a team, managing a household, or navigating relationships, Maslow's hierarchy offers a simple yet profound lens to understand others better. It helps us recognize that behind every action is an unmet or fulfilled need.

Let’s walk through each level with real-life examples and insights.

1. Physiological Needs – The Foundation of Survival

These are the most basic human needs—food, water, warmth, sleep, and shelter. Without these, survival itself is in question.

Ever wondered why someone votes for ₹500 or ₹1000?

Because that money buys food. For someone struggling at the bottom of the pyramid, abstract ideas like democracy or long-term change don’t matter. Survival comes first.

In our Jivisha program, we saw this firsthand. We started with awareness campaigns about hygiene, family planning, and rights, but they didn’t stick. Why? Because people needed income. Once we began paying women to learn skills, things changed. We made basic awareness—on sending girls to school, separating waste, and attending literacy classes—a condition to stay in the program. We saw a significant change in our enrollments as well as the cleanliness of the area.

The Mid-Day Meal program is a good example of getting people at the bottom of the pyramid to prioritize growth and esteem.

2. Safety Needs – Security, Stability, and Freedom from Fear

Once basic survival is assured, people seek safety and stability: job security, health, protection from violence, and emotional safety.

Safety isn’t just physical. It’s emotional, financial, and social.

Many religious conversions happen because people are promised safety, whether from violence or social inequalities.

Women often leave high-paying jobs or seemingly "perfect" lives because they don’t feel safe—from harassment, toxic relationships, or internal fear.

If safety is missing, nothing else matters.

As a leader or changemaker, if someone is operating from this level, don’t preach purpose or morals, provide protection first.

3. Love and Belongingness – Human Connection and Affection

When physiological and safety needs are met, we long for connection, friendship, intimacy, family, and community.

Why is marriage traditionally emphasized after a certain age or stage in life?

Because love and belonging become important once people feel physically and emotionally secure.

4. Esteem Needs – Respect, Status, Recognition

These include self-esteem (confidence, independence) and external esteem (status, recognition, reputation).

Why do many middle-class parents care so deeply about “what people will say”?

Because they’re navigating the esteem level of the pyramid. Having secured survival, safety, and social connection, they now seek validation and recognition.

Why do young people want to “break cycles” and “pursue passions”?

Because they’re often born with a head start—their physiological to esteem needs are already somewhat met by the efforts of the previous generation. That generational privilege fuels their drive toward self-actualization.

This generational gap can breed conflict—but if viewed through Maslow’s lens, you can also fosters solutions. If the younger generation feels gratitude for the head start and the older feel humility understanding the scope of actualization beyond their esteem need, an amicable family bonds is possible.

5. Self-Actualization – Realizing One’s Potential

At this stage, people seek personal growth, authenticity, growth, purpose, creativity, and peak experiences.

But this doesn’t happen automatically.

Want motivated, purpose-driven employees?

Then ensure every level below this is fulfilled:

Physiological: Fair compensation, rest breaks, and health support
Safety: Job security, clear policies, emotional wellbeing
Belonging: Team culture, inclusion
Esteem: Recognition, promotions, rewards

When these are in place, individuals feel free to pursue their best, most fulfilled selves.

Want innovation, leadership, ownership?

Start with human needs.

The Expanded Hierarchy: Beyond Self-Actualization

Maslow later expanded his model with four higher-order needs:

a. Cognitive Needs – Curiosity, exploration, understanding.

Cognitive needs drive our pursuit of knowledge and understanding.

A traveler’s love for exploring cultures
An employee’s desire to upskill
Meeting these needs facilitates personal growth, comprehension, and a deeper understanding of life and its complexities.

b. Aesthetic Needs – Beauty, Balance, Harmony

Fulfilling these needs leads to a deeper sense of satisfaction and balance in life. People seek environments and experiences that are pleasing and harmonious with their sense of beauty.

This could mean art, music, nature—or a clean, inspiring work environment.
Even work-life balance, hobbies, or side hustles.

These fulfill the emotional and psychological joy of beauty and order.

c. Self-Actualization– personal growth and self-fulfillment

Living your true potential.
Doing meaningful work.
Seeking personal growth and peak experiences.

d. Transcendence Needs – Altruism and Purpose Beyond Self

Going beyond the self—helping others grow, spiritual connection, or creating a legacy.

This is where great leaders operate.
They don’t just grow themselves—they create room for others to grow too.
They don’t just actualize themselves; they help others do so too.
Transcendence brings unity, purpose, and deep fulfillment that goes beyond personal gain.

The Core Insight: Needs Drive Behavior

In any conversation, conflict, or collaboration, people bring their needs to the table. But they may not articulate them. That’s where leadership, empathy, and connection come in.

Whether it’s your employee, parent, child, friend, or someone from a different background, pause and ask: “Which need of theirs is unmet?”

Maybe it’s survival. Maybe it’s security. Maybe it’s love.

When you meet people where they are on Maslow’s pyramid, you communicate better, lead better, and build better solutions.

Maslow’s Pyramid helps us decode motivations—why people vote, rebel, obey, conform, flee, or strive.

When we recognize which level someone is operating from, we stop judging and start understanding.

This awareness can transform families, workplaces, classrooms, and communities. It makes space for both compassion and action.

Every behavior makes sense when you see the need behind it.