Rafael's son wants to know more about motivating employees. Identify and explain four levels of Maslow's hierarchy of needs as they might apply to Rafael's employees.

Mark scheme

Marking points from the official mark scheme (Oct/Nov 2015). The mark or mark type is shown in brackets.

1. [8] 1 mark for each level of the hierarchy named plus 1 mark for explanation of the level possibly applied to this business.
2. [8] Level: Physiological/Basic needs. Explanation of the level including examples in context: Obtaining food, paying for essentials – Rafael pays his workers well.
3. [8] Level: Safety/security needs. Explanation of the level including examples in context: Feeling secure in job – not likely to lose job – good working conditions – business well established – 15 years – workers remain in the business for many years. Health and safety training provided.
4. [8] Level: Social needs /love and belonging. Explanation of the level including examples in context: Working in a team with colleagues – Rafael is a democratic leader – only 10 workers so have close working relationship.
5. [8] Level: Esteem needs. Explanation of the level including examples in context: Given recognition for job well done – praised – Rafael seeks workers views – paid high wages.
6. [8] Level: Self-actualisation. Explanation of the level including examples in context: Realising full potential – promotion giving new job assignments – workers feel valued and appreciated as shown by Rafael's concern to maintain motivation.
7. [8] Indicative response: Physiological needs (1) which requires wages to be high enough to meet weekly bills and his workers are paid well (1).
8. [12] Relevant points might include:
9. [12] Age: Young may not have any training or experience but willing to learn/older workers may be more experienced; age they are legally allowed to work.
10. [12] Experience: If experienced then training costs saved but may not be trained in the skills wanted by Rafael; becomes effective in the business faster; more ideas gained from previous work places; workers will expect higher wages.
11. [12] Reason for leaving last job: If left last job because of inefficiency then will not want to recruit them but this may not be fair and may be as a result of a personality clash; bad attitude cannot be changed easily.
12. [12] Knowledge/Analysis/Evaluation – award up to 10 marks using the levels-based mark scheme below.
13. [12] Level 3: At least 2 × Level 2 + 9-10 marks for well justified judgement shown in conclusion comparing the most important factor when choosing between job applicants and why other factors are less important.
14. [12] Level 2: 7-8 marks for some limited judgement shown in conclusion of the most important factor when choosing between job applicants. 4-6 marks Detailed discussion of why each of the factors affects who is recruited or balanced discussion of benefits and drawbacks of using each factor.
15. [12] Level 1: 1-3 marks Outline of how each of the factors affects who is recruited. 1 mark for each L1 statement (max of 3 marks) e.g. If the applicant is experienced then training costs may be saved.
16. [12] Level 2 - 1 x L2 explanation can gain 4 marks and a further mark can be awarded for each additional L2 explanation (max 6 marks) e.g. If the applicant is experienced then training costs are saved but they may not be trained in the skills of repairing motorbikes which is what is wanted by Rafael. (4 marks for L2 answer).
17. [12] Level 3 - For L3 to be awarded there needs to be at least two L2 marks awarded and then a well justified conclusion as to which factor is the most important when recruiting a new employee.