Study Shows How to Fulfill Employees Psychological Needs

Summary of:

Potential Model to Fulfill Employees Psychological Needs and Develop Inner Resources 

Kazulaske , E. (2020, August 5). Potential Model to Fulfill Employee Needs. Retrieved April 28, 2022, from An Amalgamated Potential Model to Fulfil Employees’ Psychological Needs and Develop Inner Resources 

Background & Theory

This article focuses on conflicts that arise in organizations and how to fulfill the psychological needs of employees and leaders. Positive psychology, cognitive coaching, leading through empowerment, and appreciation is highlighted in this article. The main focus is around conflicts such as: stress, burnout, ineffective leadership styles, constant pressure to change and grow, and job insecurity. 

Research Question(s)

  1. What are the components of positive psychology? 
  2. What characteristics do leaders have to inhibit to fulfill the psychological needs of employees? 


Self Determination Theory: 

This method elucidates what humans are drawn to and the psychological needs that must be met and focused on in any organization. These are categorized as: competence, relatedness, and autonomy. Competence indicates that the employee has the skill set to perform in the job and be efficient in the steep learning curve. Relatedness, in a nutshell, shows how people need people! We must be supporting one another and accepting of each other. Autonomy relates to self regulation and shows how they are fully endorsed in the work they are producing. In giving employees autonomy, it builds confidence and translates into more productivity. 

Cognitive Behavioral Coaching Model: 

This method is known to be a well established practice and tool to use with employees. In coaching employees through their job function and performance, it has been shown that this enhances well-being and performance in their personal lives while also affecting their professional productivity. This model comprises solution-focused and positive psychology approaches. Therefore in coaching employees, consultants can identify their cognitive patterns and make them more self aware of how to course correct. In adjusting our mindset, we can shift them to enhance innovation and self-growth. 


The results shown through the research are clear. Leaders being more inspirational and actively trying to empower their employees on a daily basis will ultimately foster a company culture of peace and inclusion. It is pertinent that leaders identify the strengths of their employees, but also help them recognize areas of improvement in a constructive and encouraging way. In giving employees the flexibility to learn and grow, they will be able to achieve their personal and professional goals. 

What This Means

  • Leaders that lead by example and  show appreciation, empowerment, and resilience will ultimately aid their employees in maximum growth.
  • When the psychological needs of employees are met, there is optimal productivity and innovation.
  • It is key to have metrics that analyze the performance of employees, while also gathering data of how satisfied they are within their roles. 

Final Takeaway

For consultants: Consultants should encourage leaders to lead by empowering their staff by fulfilling and understanding their psychological needs. 

For everyone: We all should understand our own values and how they intertwine with the organization and their respected leaders.



Vanessa Chapman

Vanessa has a background in Business, Psychology, and Mediation. She is currently Director of Client Services for Peaceful Leaders Academy. Some of her hobbies include continuous learning, reading, writing, and participating in yoga retreats!

Copyright © 2024 Pollack Peacebuilding Systems