than other. (p.64, p.66).The blue-collar EmployeesThe blue-collar employees in the department have the lowest level of education and are mostly from low- income families. These employees carry the burden of large families, which often includes their unemployed/dependent family members such as retired parents, spouse, children and at times even their unemployed brothers or sisters. They join the company at a scale, which is little above the minimum wages fixed by the Government of India. While I was in charge of the Compensation & Benefit section of the department, I observed that apart from optimizing maximum from the company's overtime policy, he (employee), often claimed excess amount than actually spend for the local conveyance on official work. He often asked me for money. He made all attempts to take home any extra income he could to support his family.Analysis: This employee is at the bottom of Maslow's hierarchy. His physiological needs are in a state of deprivation. His strive to satisfy these basic needs, becomes a motivational factor for him. According to a social Indicators Research on Testing Maslow's hierarchy of needs: national quality-of-life across time, there is a significant agreement between quality of life and Maslow's prediction. In other words, the quality of life for him is below standard, so he is most likely to be in the lowest level or one of the two lowest levels of the hierarchy. Thus, the needs of this employee are relevant to the Maslow's Need hierarchy.Clerical StaffThe eligibility criteria for recruitment, in the company for this category requires a bachelor degree with vocational training certificate. Their basic salary is substantially above the minimum wages. He (employee) is from fairly well -to-do family, but has always worked eligible over time hours to earn that extra money. However, I noticed that, two days in a week this employee requested permission to go home early, which he seldom does. After ...
