A common mis application of Maslow's Hierarchy of Needs

Realizations sometimes hit at the most unlikely times. This one hit me when I was conducting a leadership workshop for Sales Managers in Singapore recently. I was taking a session on motivation when a participant asked me whether the pyramid of Maslow's hierarchy coincided with an organization’s hierarchy.
The question meant that does an individual's needs depend on the position occupied by him / her in the organizational hierarchy?
This hypothesis if true would imply a junior manager's needs be more about food , shelter , clothing (Physiological Needs) and about providing security to family and self (Security Needs). It would also imply that only the top management would have the need for self actualization. Ridiculous as it may sound, in most situations we design our motivational programs unconsciously following this hypothesis.
Entry level sales motivational tools rely much more heavily on monetary gains and benefits and are focused on the end result. While , the end result (Targeted sales) is vital , the process leading to the targeted sales needs to be oiled with appreciation (fulfilling the love and belonging need) as well as increasing the self esteem of the individual (Esteem Needs) , is also essential. This often gets neglected.
Under no circumstance am I suggesting that monetary needs can be substituted by the other needs but a right mix of the relevant motivational programs would give a higher engagement between the employee and the organization. We also need to keep in mind that the junior high performers are most prone to be poached by rival companies by offering higher pay packages. A higher engagement creates a buffer against poaching.
Self actualization is all about finding one's potential irrespective whether the person is a CEO or a Sales Representative. Not everyone becomes a CEO. This does not mean that the person has not found his potential.  It is the mission of every single leader to help his team members to discover their own potential irrespective of the employee's position in the hierarchy.
After all that is also about finding a leader's potential.