Maslow‘s Hierarchy of Needs - Revision history

S217075 at 11:51, 22 March 2022

2022-03-22T11:51:12Z

S217075 at 13:36, 16 March 2022

2022-03-16T13:36:03Z

← Older revision		Revision as of 13:36, 16 March 2022
Line 1:		Line 1:

	~~This article is written as an assignment in the class “Advanced Engineering Project, Program and Portfolio Management”.~~ This article consist of an introduction to Maslow's hierarchy of needs, where I have chosen to present the five basic levels of his theory ~~and its applications in the workspace~~. ~~I will also present some criticisms~~ of the theory as well as ~~mention other theories~~ of ~~motivation~~.		This article consist of an introduction to Maslow's hierarchy of needs, where I have chosen to present the five basic levels of his theory with some examples. The focus of the article is the application of Maslow's theory in the workspace regarding management, as well as some limitations and critics of the theory.


	[[Image:Maslow_apppm.PNG\|right\|450px\|thumb\|Figure 1: Maslow's Hierarch of Needs, https://www.simplypsychology.org/maslow.html, 03.03.2022]]		[[Image:Maslow_apppm.PNG\|right\|450px\|thumb\|Figure 1: Maslow's Hierarch of Needs, https://www.simplypsychology.org/maslow.html, 03.03.2022]]

Line 76:		Line 74:

	The motivational applicability of the self-actualization need appears to be a source of debate and criticism. The first concern comes from a fear that the concept is vague and based on wishful thinking about what an employee should be like. Part of this skepticism roots in a statement from Maslow himself where he explains that most people in our society is partially satisfied and partially unsatisfied in each needs-category. A realistic percentage of satisfaction decreases as you go up the hierarchy, where only a few people is likely to reach 10% of self-actualization. It has been challenged, in particular, how and who Maslow chose as "self-actualizers". Maslow chose people who were unusually fulfilled, accomplished and creative. The list includes names like Abraham Lincoln, Albert Einstein, Eleanor Roosevelt and Spinoza (6). This was a deliberate selection that was also limited to a specific segment of the American population based on their respected traits. This, according to critics, has affected the idea and reduced its validity in terms of prejudice. The concept of self-actualization was criticized as a result of this confusion and doubt. Maslow's approach to selecting self-actualizers, even the small 10% of actualization, was anything from typical. Maslow's statement can be interpreted to mean that self-actualization is a privileged idea that only applies to those who are thought to be capable of self-actualization theoretically (6).		The motivational applicability of the self-actualization need appears to be a source of debate and criticism. The first concern comes from a fear that the concept is vague and based on wishful thinking about what an employee should be like. Part of this skepticism roots in a statement from Maslow himself where he explains that most people in our society is partially satisfied and partially unsatisfied in each needs-category. A realistic percentage of satisfaction decreases as you go up the hierarchy, where only a few people is likely to reach 10% of self-actualization. It has been challenged, in particular, how and who Maslow chose as "self-actualizers". Maslow chose people who were unusually fulfilled, accomplished and creative. The list includes names like Abraham Lincoln, Albert Einstein, Eleanor Roosevelt and Spinoza (6). This was a deliberate selection that was also limited to a specific segment of the American population based on their respected traits. This, according to critics, has affected the idea and reduced its validity in terms of prejudice. The concept of self-actualization was criticized as a result of this confusion and doubt. Maslow's approach to selecting self-actualizers, even the small 10% of actualization, was anything from typical. Maslow's statement can be interpreted to mean that self-actualization is a privileged idea that only applies to those who are thought to be capable of self-actualization theoretically (6).


	----		----


	== Annotated bibliography ==		== Annotated bibliography ==

S217075 at 13:26, 16 March 2022

2022-03-16T13:26:37Z

← Older revision		Revision as of 13:26, 16 March 2022
Line 75:		Line 75:
	People who grew up in an environment where their needs were not met, according to Maslow, are less likely to be healthy, well-adjusted adults. Research into Maslow's theory has confirmed the distinction between deficiency and growth needs, but it has also revealed that not everyone can meet their higher-order needs at work. According to the findings of the study, higher-level managers are able to meet both their growth and deficiency needs on the job, whereas lower-level managers are only able to meet their deficiency needs (8). Maslow's theory has received little support in terms of the precise concepts it presents. According to some, this model is particularly helpful in characterizing the behavior of high-growth persons who require strength, because employees who are unfamiliar with the concept of enhancing their growth will have no physiological reaction to their jobs (8).		People who grew up in an environment where their needs were not met, according to Maslow, are less likely to be healthy, well-adjusted adults. Research into Maslow's theory has confirmed the distinction between deficiency and growth needs, but it has also revealed that not everyone can meet their higher-order needs at work. According to the findings of the study, higher-level managers are able to meet both their growth and deficiency needs on the job, whereas lower-level managers are only able to meet their deficiency needs (8). Maslow's theory has received little support in terms of the precise concepts it presents. According to some, this model is particularly helpful in characterizing the behavior of high-growth persons who require strength, because employees who are unfamiliar with the concept of enhancing their growth will have no physiological reaction to their jobs (8).

	The motivational applicability of the self-actualization need appears to be a source of debate and criticism. The first concern comes from a fear that the concept is vague and based on wishful thinking about what an employee should be like. Part of this skepticism roots in a statement from Maslow himself where he explains that most people in our society is partially satisfied and partially unsatisfied in each needs-category~~, and that a~~ realistic percentage of satisfaction decreases as you go up the hierarchy, where only a few people is likely to reach 10% of self-actualization. It has been challenged, in particular, how and who Maslow chose as "self-actualizers". Maslow chose people who were unusually fulfilled, accomplished and creative. The list includes names like Abraham Lincoln, Albert Einstein, Eleanor Roosevelt, and Spinoza. This was a deliberate selection that was also limited to a specific segment of the American population based on their respected traits. This, according to critics, has affected the idea and reduced its validity in terms of prejudice. The concept of self-actualization was criticized as a result of this confusion and doubt. Maslow's approach to selecting self-actualizers, even the small 10% of actualization, was anything from typical. Maslow's statement can be interpreted to mean that self-actualization is a privileged idea that only applies to those who are thought to be capable of self-actualization theoretically.		The motivational applicability of the self-actualization need appears to be a source of debate and criticism. The first concern comes from a fear that the concept is vague and based on wishful thinking about what an employee should be like. Part of this skepticism roots in a statement from Maslow himself where he explains that most people in our society is partially satisfied and partially unsatisfied in each needs-category. A realistic percentage of satisfaction decreases as you go up the hierarchy, where only a few people is likely to reach 10% of self-actualization. It has been challenged, in particular, how and who Maslow chose as "self-actualizers". Maslow chose people who were unusually fulfilled, accomplished and creative. The list includes names like Abraham Lincoln, Albert Einstein, Eleanor Roosevelt and Spinoza (6). This was a deliberate selection that was also limited to a specific segment of the American population based on their respected traits. This, according to critics, has affected the idea and reduced its validity in terms of prejudice. The concept of self-actualization was criticized as a result of this confusion and doubt. Maslow's approach to selecting self-actualizers, even the small 10% of actualization, was anything from typical. Maslow's statement can be interpreted to mean that self-actualization is a privileged idea that only applies to those who are thought to be capable of self-actualization theoretically (6).

	----		----
Line 84:		Line 84:
	This article is written by Robert J. Taormina from the University of Macau and Jennifer H. Gao from the Macao Polytechnic Institute. The article was published in the American Journal of Psychology, Volume 126, issue 2.		This article is written by Robert J. Taormina from the University of Macau and Jennifer H. Gao from the Macao Polytechnic Institute. The article was published in the American Journal of Psychology, Volume 126, issue 2.
	The article goes in depth in each of the parts of Maslow's hierarchy and presents some good examples in each category.		The article goes in depth in each of the parts of Maslow's hierarchy and presents some good examples in each category.


			(6) Fallatah, R. H. M., & Syed, J. (2017). Employee motivation in Saudi Arabia: An investigation into the higher education sector. Springer.

			This book is written by Rodwan Hashim Mohammed Fallatah from the University of Kent, Canterbury, UK and Jawad Syed from Lahore University of Management Sciences Lahore, Pakistan. In chapter 2, "A Critical Review of Maslow’s Hierarchy of Needs", they present counter-evidence to Maslow's theory that paved the way for criticisms. The chapter helps to shed light on some of the limitations of the theory.


Line 89:		Line 94:

	This article is written by Avneet Kaur, from the Jesus and Mary College, University of Delhi. It is published through the Global Journal of Management and Business Studies, volume 3, by Research India Publications.		This article is written by Avneet Kaur, from the Jesus and Mary College, University of Delhi. It is published through the Global Journal of Management and Business Studies, volume 3, by Research India Publications.
	This paper attempts to define the motivational theory propounded by ~~maslow~~ known as need hierarchy theory.In this the theory is well defined with literature reviews. It also explains the managerial applications of this theory in organizations and the criticism faced by it.		This paper attempts to define the motivational theory propounded by Maslow known as need hierarchy theory. In this the theory is well defined with literature reviews. It also explains the managerial applications of this theory in organizations and the criticism faced by it.


Line 117:		Line 122:
	(9) Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s		(9) Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s
	performance. International journal of business and management invention, 2(3), 39-45		performance. International journal of business and management invention, 2(3), 39-45



	(2) Benson, S. G., & Dundis, S. P. (2003). Understanding and motivating health care employees: integrating Maslow's hierarchy of needs, training and technology. Journal of nursing management, 11(5), 315-320.

	~~(3) Salado, & Nilchiani, R. (2013). Using Maslow's hierarchy of needs to define elegance in~~
	~~system architecture. Procedia Computer Science, 16, 927–936.~~

S217075 at 13:10, 16 March 2022

2022-03-16T13:10:04Z

← Older revision		Revision as of 13:10, 16 March 2022
Line 73:		Line 73:
	Some critics have argued that physiological needs may not be as important as social needs. In order to argue that physiological needs (food) may not be as important as social needs (relationships), a commonly used anecdote is people at a banquet in China delaying eating until the guest of honor arrives. Maslow, on the other hand, was referring about "chronic intense hunger,"(4) which he believed was uncommon in typically functioning society. As a result, the hierarchy is determined not by valuing what is "essential," but by whether one is physiologically deprived of something, causing the desire. Ignoring these concepts leads to a misunderstanding of basic requirements. (3)		Some critics have argued that physiological needs may not be as important as social needs. In order to argue that physiological needs (food) may not be as important as social needs (relationships), a commonly used anecdote is people at a banquet in China delaying eating until the guest of honor arrives. Maslow, on the other hand, was referring about "chronic intense hunger,"(4) which he believed was uncommon in typically functioning society. As a result, the hierarchy is determined not by valuing what is "essential," but by whether one is physiologically deprived of something, causing the desire. Ignoring these concepts leads to a misunderstanding of basic requirements. (3)

	People who grew up in an environment where their needs were not met, according to Maslow, are less likely to be healthy, well-adjusted adults. Research into Maslow's theory has confirmed the distinction between deficiency and growth needs, but it has also revealed that not everyone can meet their higher-order needs at work. According to the findings of the study, higher-level managers are able to meet both their growth and deficiency needs on the job, whereas lower-level managers are only able to meet their deficiency needs. (8). Maslow's theory has received little support in terms of the precise concepts it presents. According to ~~them~~, this model is particularly helpful in characterizing the behavior of high-growth persons who require strength, because employees who are unfamiliar with the concept of enhancing their growth will have no physiological reaction to their jobs (8).		People who grew up in an environment where their needs were not met, according to Maslow, are less likely to be healthy, well-adjusted adults. Research into Maslow's theory has confirmed the distinction between deficiency and growth needs, but it has also revealed that not everyone can meet their higher-order needs at work. According to the findings of the study, higher-level managers are able to meet both their growth and deficiency needs on the job, whereas lower-level managers are only able to meet their deficiency needs (8). Maslow's theory has received little support in terms of the precise concepts it presents. According to some, this model is particularly helpful in characterizing the behavior of high-growth persons who require strength, because employees who are unfamiliar with the concept of enhancing their growth will have no physiological reaction to their jobs (8).

			The motivational applicability of the self-actualization need appears to be a source of debate and criticism. The first concern comes from a fear that the concept is vague and based on wishful thinking about what an employee should be like. Part of this skepticism roots in a statement from Maslow himself where he explains that most people in our society is partially satisfied and partially unsatisfied in each needs-category, and that a realistic percentage of satisfaction decreases as you go up the hierarchy, where only a few people is likely to reach 10% of self-actualization. It has been challenged, in particular, how and who Maslow chose as "self-actualizers". Maslow chose people who were unusually fulfilled, accomplished and creative. The list includes names like Abraham Lincoln, Albert Einstein, Eleanor Roosevelt, and Spinoza. This was a deliberate selection that was also limited to a specific segment of the American population based on their respected traits. This, according to critics, has affected the idea and reduced its validity in terms of prejudice. The concept of self-actualization was criticized as a result of this confusion and doubt. Maslow's approach to selecting self-actualizers, even the small 10% of actualization, was anything from typical. Maslow's statement can be interpreted to mean that self-actualization is a privileged idea that only applies to those who are thought to be capable of self-actualization theoretically.

	----		----
Line 96:		Line 97:
	This article was written by Dr. Nyameh Jerome from the Department of Economics Taraba State University Jaling, and published in the International Journal of Business and Management Invention.		This article was written by Dr. Nyameh Jerome from the Department of Economics Taraba State University Jaling, and published in the International Journal of Business and Management Invention.
	The article explores the relevance of Maslow's theory on organizational culture, human resource management and employee’s performance and its application towards achieving results in the attainment of organizational goals and objectives.		The article explores the relevance of Maslow's theory on organizational culture, human resource management and employee’s performance and its application towards achieving results in the attainment of organizational goals and objectives.


	== Bibliography ==		== Bibliography ==
Line 111:		Line 111:
	(6) Fallatah, R. H. M., & Syed, J. (2017). Employee motivation in Saudi Arabia: An investigation into the higher education sector. Springer.		(6) Fallatah, R. H. M., & Syed, J. (2017). Employee motivation in Saudi Arabia: An investigation into the higher education sector. Springer.

	(7~~)(11~~) Schmid, B., & Adams, J. (2008). Motivation in project management: The project manager's perspective. Project Management Journal, 39(2), 60-71.		(7) Schmid, B., & Adams, J. (2008). Motivation in project management: The project manager's perspective. Project Management Journal, 39(2), 60-71.

	(8) Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies, 3(10), 1061-1064.		(8) Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies, 3(10), 1061-1064.

S217075 at 12:20, 16 March 2022

2022-03-16T12:20:32Z

Show changes

S217075 at 12:04, 16 March 2022

2022-03-16T12:04:12Z

← Older revision		Revision as of 12:04, 16 March 2022
Line 79:		Line 79:

	== Annotated bibliography ==		== Annotated bibliography ==
	(1)		(1) Taormina, R.J. and Gao, J.H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American Journal of Psychology, 126(2), pp.155–177.

	~~(5)~~		This article is written by Robert J. Taormina from the University of Macau and Jennifer H. Gao from the Macao Polytechnic Institute. The article was published in the American Journal of Psychology, Volume 126, issue 2.
			The article goes in depth in each of the parts of Maslow's hierarchy and presents some good examples in each category.

	(8)
			(8)Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s
			performance. International journal of business and management invention, 2(3), 39-45

			This article was written by Dr. Nyameh Jerome from the Department of Economics Taraba State University Jaling, and published in the International Journal of Business and Management Invention.
			The article explores the relevance of Maslow's theory on organizational culture, human resource management and employee’s performance and its application towards achieving results in the attainment of organizational goals and objectives.


			(9) Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies, 3(10), 1061-1064.

			This article is written by Avneet Kaur, from the Jesus and Mary College, University of Delhi. It is published through the Global Journal of Management and Business Studies, volume 3, by Research India Publications.
			This paper attempts to define the motivational theory propounded by maslow known as need hierarchy theory.In this the theory is well defined with literature reviews. It also explains the managerial applications of this theory in organizations and the criticism faced by it.

S217075 at 11:07, 16 March 2022

2022-03-16T11:07:55Z

← Older revision		Revision as of 11:07, 16 March 2022
Line 1:		Line 1:

	This article is written as an assignment in the class “Advanced Engineering Project, Program and ~~Prtfolio~~ Management”. This article consist of an introduction to Maslow's hierarchy of needs, where I have chosen to present the five basic levels of his theory and its applications in the workspace. I will also present some criticisms of the theory as well as mention other theories of motivation.		This article is written as an assignment in the class “Advanced Engineering Project, Program and Portfolio Management”. This article consist of an introduction to Maslow's hierarchy of needs, where I have chosen to present the five basic levels of his theory and its applications in the workspace. I will also present some criticisms of the theory as well as mention other theories of motivation.


Line 8:		Line 8:
	== Introduction ==		== Introduction ==
	Maslow’s hierarchy of needs is one of the most famous theories of needs, which was developed by the Russian-American psychologist Abraham Maslow in 1943. His theory search to find fundamental needs to explain our doings and motivation (4).		Maslow’s hierarchy of needs is one of the most famous theories of needs, which was developed by the Russian-American psychologist Abraham Maslow in 1943. His theory search to find fundamental needs to explain our doings and motivation (4).

	Maslow’s theory is often presented with a pyramid consisting of 5 horizontal parts, as shown in figure 1, where the needs must be fulfilled from the bottom and up. Maslow’s hierarchy of needs from the bottom and up: Physiological-, safety-, social-needs, esteem and self- actualization. Maslow categorized the first four needs as “deficiency needs” which appear when the person is missing something. These needs are what creates the drive and motivation until they are fulfilled, like for example food and a steady job. The last need is categorized as “growth needs”. In comparison with the first four steps, these cannot be fulfilled but they are rather needs to strive for, like setting your own goals.		Maslow’s theory is often presented with a pyramid consisting of 5 horizontal parts, as shown in figure 1, where the needs must be fulfilled from the bottom and up. Maslow’s hierarchy of needs from the bottom and up: Physiological-, safety-, social-needs, esteem and self- actualization. Maslow categorized the first four needs as “deficiency needs” which appear when the person is missing something. These needs are what creates the drive and motivation until they are fulfilled, like for example food and a steady job. The last need is categorized as “growth needs”. In comparison with the first four steps, these cannot be fulfilled but they are rather needs to strive for, like setting your own goals.
	Regarding Maslow’s theory of needs, science supports his thoughts regarding ~~that he separates~~
	between the “deficiency needs” and “growth needs”. However regarding Maslow’s amount of needs and their particular order is something that some sciences disproves. Some sciences proves that humankind is more flexible than these “easy” steps of motivation and needs, where the human mind cannot be explained by laws like Maslow’s hierarchy of needs (10).		Maslow's hierarchy of needs is a commonly used theory among project managers. In order to optimize a teams efficiency and productivity, the project manager have to be able to lead the team and take difficult decisions, but something that is as important and far less measurable is the teams motivation. A motivated team, and a team striving to reach a goal is a crucial component of a successful project.

			Regarding Maslow’s theory of needs, science supports his thoughts regarding the separation between the “deficiency needs” and “growth needs”. However regarding Maslow’s amount of needs and their particular order is something that some sciences disproves. Some sciences proves that humankind is more flexible than these “easy” steps of motivation and needs, where the human mind cannot be explained by laws like Maslow’s hierarchy of needs (10).


Line 75:		Line 78:
	----		----

	== ~~References~~ ==		== Annotated bibliography ==
			(1)

			(5)

			(8)


			== Bibliography ==
	(10) Alderfer, C. P. (1972). Existence, relatedness, and growth: Human needs in organizational settings.		(10) Alderfer, C. P. (1972). Existence, relatedness, and growth: Human needs in organizational settings.

S217075 at 17:06, 3 March 2022

2022-03-03T17:06:26Z

← Older revision		Revision as of 17:06, 3 March 2022
Line 1:		Line 1:

	This article is written as an assignment in the class “Advanced Engineering Project, Program and Prtfolio Management”. I have chosen to present the basic theory and ~~analyzation of Maslow’s hierarchy of needs (1943)~~ in the workspace.		This article is written as an assignment in the class “Advanced Engineering Project, Program and Prtfolio Management”. This article consist of an introduction to Maslow's hierarchy of needs, where I have chosen to present the five basic levels of his theory and its applications in the workspace. I will also present some criticisms of the theory as well as mention other theories of motivation.


	[[Image:Maslow_apppm.PNG\|right\|450px\|thumb\|Figure 1: Maslow's Hierarch of Needs, https://www.simplypsychology.org/maslow.html, 03.03.2022]]		[[Image:Maslow_apppm.PNG\|right\|450px\|thumb\|Figure 1: Maslow's Hierarch of Needs, https://www.simplypsychology.org/maslow.html, 03.03.2022]]

S217075 at 16:53, 3 March 2022

2022-03-03T16:53:51Z

← Older revision		Revision as of 16:53, 3 March 2022
Line 54:		Line 54:

	== Maslow’s theory in the workspace ==		== Maslow’s theory in the workspace ==
			Every company's success is dependent on the effective management of resources committed to executing projects on time and on budget. A project manager's ability to ensure timely delivery, stick to budget limits, and manage scope and quality specifications, is critical to the project's success. Although a project manager may possess the required skills to lead a project team through multiple project stages and life cycles, team motivation, which is something far less measurable, is a crucial component of a successful project. (11)

	Maslow’s hierarchy of needs theory is highly applicable to organizational orientation and employee motivation. The theory can advise managers how to help their employees or subordinates to achieve self-actualization. This is due to the fact that self-actualized employees are more likely to work to their full creative potential (9). The concept implies that the theory serves both organizations and employees, on the basis that both the organization and the employees must decide on the organization's performance. When employees give their all in the service of the organization, the culture and human resource of the organization should ensure that the employees' level of needs are reflected in the values that the organization holds in high regard (8).		Maslow’s hierarchy of needs theory is highly applicable to organizational orientation and employee motivation. The theory can advise managers how to help their employees or subordinates to achieve self-actualization. This is due to the fact that self-actualized employees are more likely to work to their full creative potential (9). The concept implies that the theory serves both organizations and employees, on the basis that both the organization and the employees must decide on the organization's performance. When employees give their all in the service of the organization, the culture and human resource of the organization should ensure that the employees' level of needs are reflected in the values that the organization holds in high regard (8).

Line 91:		Line 93:
	(3) Salado, & Nilchiani, R. (2013). Using Maslow's hierarchy of needs to define elegance in		(3) Salado, & Nilchiani, R. (2013). Using Maslow's hierarchy of needs to define elegance in
	system architecture. Procedia Computer Science, 16, 927–936.		system architecture. Procedia Computer Science, 16, 927–936.

			(11) Schmid, B., & Adams, J. (2008). Motivation in project management: The project manager's perspective. Project Management Journal, 39(2), 60-71.

	(1) Taormina, R.J. and Gao, J.H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American Journal of Psychology, 126(2), pp.155–177.		(1) Taormina, R.J. and Gao, J.H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American Journal of Psychology, 126(2), pp.155–177.

S217075 at 13:15, 3 March 2022

2022-03-03T13:15:36Z

← Older revision		Revision as of 13:15, 3 March 2022
Line 1:		Line 1:

	This article is written as an assignment in the class “Advanced Engineering Project, Program and Prtfolio Management”. I have chosen to present the basic theory and analyzation of Maslow’s hierarchy of needs (1943) in the workspace.		This article is written as an assignment in the class “Advanced Engineering Project, Program and Prtfolio Management”. I have chosen to present the basic theory and analyzation of Maslow’s hierarchy of needs (1943) in the workspace.
			[[Image:Maslow_apppm.PNG\|right\|450px\|thumb\|Figure 1: Maslow's Hierarch of Needs, https://www.simplypsychology.org/maslow.html, 03.03.2022]]