Welcome to Psychology 101. Today’s lecture will be on human motivation.
If you’re still reading by this point, that’s a good sign.
The basis of Abraham Maslow’s hierarchy of needs theory is founded upon the notion that we are motivated by unmet needs. In simple terms, humans strive for improvement, but cannot move forward until the lower level needs are satisfied. While much of this theory is best exemplified by human behavior in extreme situations (starvation, in the wake of a natural disaster, or a cast-away on a deserted island) the theory is still applicable to returning injured workers to a state of wellness after work-related injury. To return an injured worker to wellness, there are certain needs that must be addressed in order to smoothly and effectively transition an injured worker back to wellness.
Biological Needs
Before putting effort into relationships or gaining prestige, humans must first take care of their very basic needs – to eat, to breathe, etc. At this point we’re not concerned with enjoying life – we’re concerned about extending or even maintaining it.
How can an employer help satisfy this need?
An employer can make sure the injured worker receives prompt and appropriate medical attention. Before we can discuss RTW, the injured worker needs to be treated for his injuries and cleared to do some type of work, safely.
Safety Needs
Similarly to the biological needs, we’re still scrambling to make sure that we’re going to physically survive. Safety needs are a level higher than biological needs. Think of it as surviving, but in an improved environment.
The need for stability and order, as well as protection from the elements, is evidenced by an injured worker’s initial concerns after an accident– when will I get paid, how will I keep food on the table, or pay my rent to keep a roof over my head? How frequently will I receive a check and for how much? Will I still have a job to return to?
Sometimes injured workers are scrutinized for asking questions about pay and benefits right away, but what would your top concern be if you were disabled from working?
Note that many of these questions are answered by an employer’s communication after a work injury. An employer can contribute to an injured worker’s sense of stability and security by maintaining contact with them, re-assuring them that they will work with them to bring them back to modified duty, and by letting the injured worker know what the next steps are in the process. The claim representative and nurse case manager may also assist in reassuring the injured worker of the benefit, recovery and RTW process.
This is a critical point in a claim, and sometimes an injured worker will seek out reassurance and guidance from an attorney if this need is not being met.
Belongingness Needs
Everyone wants to feel as if they belong, or have a place. Remember the theme song from Cheers? Everyone just wants to be where everybody knows your name…where your troubles are all the same. In all seriousness, work plays a vital role in how we define ourselves, as well as providing a network of social relationships and a sense of belongingness. Sometimes co-workers don’t get along, sometimes they gripe about each other, but when people spend 40+ hours per week in close contact with people, it’s inevitable that a relationship develops, creating a sense of belongingness and identity.
How can an employer help satisfy this need?
Maintain contact (and encourage co-workers to maintain contact) with the injured worker. Help the injured worker out by mowing their lawn or stopping by for a quick chat or cup of coffee. An even simpler, but equally impactful gesture is to send a card or a note of well wishes from the team. Do so in good faith, not to pry for more information.
Most importantly, by offering modified duty, the employer restores an injured worker's connection with the work environment and the daily work habit.
Next week's post will address the highest two "needs" of Maslow's theory. Stay tuned.
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