Pamela W’s Paper
RE: Maslow’s Need Hierarchy
Maslow’s Need Hierarchy
Definition: “Abraham Maslow was a famous contributor to the field of human relations. In 1943, Maslow suggested that humans had five levels of needs” (Satterlee, 2018, p.34). These five needs are: “Psychological-food, water, sex, shelter; Safety or security-protection against threat or deprivation; Social-friendship, belonging, and love; Ego-independence, achievement, freedom, status, recognition, and self-esteem; and Self-actualization-realizing one’s full potential: becoming everything one is supposed to be” (Satterlee, 2018, p.267)
Summary: While it is important to understand the needs of people, understanding how to motivate them is another way of helping people reach their full potential in life and business. In Maslow’s Need Hierarchy, the five needs are in order. The first need being, Psychological; this is the basis of all needs, and the fifth being the more complex of the needs is Self-actualization. When in a work environment, the most basic of these needs is the foundation of one’s future success. If the basics of these needs are not met, how will one make it to the more complex need and reach one’s potential? Stewart, Nodoushani, and Stumpf talk about how each need pertains to the business environment, the physiological need is the wage and work structure as in breaks, vacations, and understanding of personal time, Safety is defined job structure a clear understanding of what the job entails, social is positive work culture, ego is the relationship between the management and employee, and self-actualization is a harder one to achieve because it is seeing and finding what each employee is fully capable of, helping them find out how far one can go within a company as well as within a days work (2018). If any of the first needs are not met, an employee may feel unappreciated, unhappy, and most importantly, unsatisfied within the company. Many needs can be met within this structure if there is great communication between employee and employer. The employer can constantly help the employee to achieve the most difficult of needs, self-actualization. Building strong teams can build a strong business.
Discussion: Understanding the need hierarchy based on business can seem basic and self-explanatory. However, it can become complicated if one does not understand people and desires to help guide them to self-actualization. Self-actualization is more complicated for all to reach. Many people spend their entire lives trying to figure out their full potential. Many managers choose only to pick one or two employees they see as potential and help them achieve self-actualization. If self-actualization were easy to achieve, then there would be no need for a manager to help guide employees to grow and give them the tools needed to find all the employee has within themselves to be the greatest version of oneself.
According to Tripathi, Nashi, and Moakumla, the progression of these five steps are within each person outside of one job and the progression of age and the experience they get overtime, they make a comparison of “Maslow’s need hierarchy and one’s career/degree pathways” (2018). Tripathi, Nashi, and Moakumla break it down in a table. The first is a psychological career path and school at the beginning of adulthood, graduating high school, and starting an entry-level job (2018). Progressing to Safety, and now one is growing into promotions and gaining skills (2018). Now that one is reaching older and graduating college or trade school is gaining more responsibility, respect, and maturity while love and belonging are being fulfilled (2018). If one chooses to advance their education or gain more knowledge to build and move on to esteem, one will become a management expert (2018). Now that one will reach their final stage of the hierarchy, Tripathi, Nashi, and Moakumla say that at this point, one has come to know who they are and how they want to live and what they want to do, and this comes with age and experience. Many find themselves changing careers or retiring, and some may choose to further their education to grow and fine-tune their already strong knowledge (2018).
The difference between Stewart, Nodoushani, and Stumpf and Tripathi, Nashi and Moakumla is that Stewart, Nodoushani, and Stumpf talk about how to build an employee up in the position and Tripathi, Nashi, and Moakumla talk about how one builds themselves up over a lifetime, and each person moves at their own speed. Both views are constructive in understands humans and their needs to reach their potential. You can use Maslow’s Need Hierarchy in so many ways when viewing others and understanding that everyone has needs for personal growth in business and life.
Biblical Integration: Fulfilling the need hierarchy with spirituality can help one find self-actualization faster. Many people walk through life trying to find the meaning and purpose, why they are there, and what makes them different in this world full of people. Having a full understanding of who one is from a deeper spiritual side can help one fund self-actualization because one must fully understand oneself from a work view and an inner view to see one’s potential. Palms 57:1-11 talks about David singing out to God about his purpose and prays for protection and strength. David knew God had a purpose for him, and he had a job to do. So as Christians, we must know that God has a purpose for us, especially in our modern-day works. God also wants one to find inner purpose and an outer purpose, so there is an understanding of self-actualization. As Christians, when times get stressful work, one can stop and pray to the Lord, find clarity and peace, and a healthy balance of understanding importance in priorities. In conclusion, having God as your shepherd in the workplace and life can help one find self-actualization faster than one who does not know the Lord.
References
Satterlee, B. (2018). International Business: with Biblical Worldview Accessed on 6/7/2021 [E-book]. https://player-ui.mheducation.com/#/epub/sn_ceee9#epubcfi
King James Bible (1987), Bible Gateway Online. https://www.biblegateway.com (Original work published 1769
Stewart, C., Nodoushani, O., & Stumpf, J. (2018). Cultivating Employees Using Maslow’s Hierarchy of Needs. Competition Forum, 16(2), 67-75. http://ezproxy.liberty.edu/login?qurl=httpswww.proquest.comscholarly-journalscultivating-employees-using-maslows-hierarchydocview2369806244se-2accountid12085
Schulte, M. (2018). Adult learning degree and Career Pathways: Allusions to Maslow’s hierarchy of needs. The Journal of Continuing Higher Education, 66(1), 62–64. https://doi-org.ezproxy.liberty.edu/10.1080/07377363.2017.1368767
Tripathi, N., & Moakumla. (2018). A valuation of Abraham Maslow’s theory of self-actualization for the enhancement of quality of life. Indian Journal of Health and Wellbeing, 9(3), 499-504. http://ezproxy.liberty.edu/login?qurl=httpswww.proquest.comscholarly-journalsvaluation-abraham-maslows-theory-selfdocview2030131162se-2accountid12085
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