Maslow's Hierarchy Of Needs Gamems. Schroll's Ela Classes

In This Article

1. Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes Similar
2. Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes For Beginners
3. Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes Offered
4. Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes List

(Click the links below to move easily to sections of this article)
What is Maslow's Hierarchy of Needs Theory
How to Apply Maslow's Theory to the Workplace
Why Maslow's Theory Works
Video: Improving Motivation with Maslow's Theory
Conclusion
Quiz: Applying Maslow's Theory to the Workplace
Scholarly Citations for this Article
Motivation in the Workplace Article Series
Member Content: Additional Resources

Maslow's Hierarchy of Needs achievement, status, reputation Meeting Children's Needs A psychologist by the name of Abraham Maslow developed a useful model for understanding human needs. It applies to adults as well as children and is helpful to parents in prioritizing various needs and in. Maslow's Hierarchy of Needs. The psychologist Abraham Maslow explained motivating forces by placing them within what he called a 'hierarchy of needs'. According to Maslow, we are motivated by what we need. Our basic needs (food, water and survival) are the most important. Impacts & Implication Of Hierarchy Of Needs Theory On HR Management. Advantages of Maslow's ‘Hierarchy of Needs' Theory. Maslow's theory has a natural appeal, in which it can be adopted and implemented in an uncomplicated manner. Unique advantage of Maslow's hierarchy of needs is its perceptive insight into human nature. Maslow proposed that people have five different sets of needs, listed below, and these can be applied in the classroom to increase students' performance. Physiological needs: All persons require to satisfy needs associated with their immediate physical survival, such as need for food, water, rest etc.

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What is Maslow's Hierarchy of Needs Theory

The psychologist Abraham Maslow developed a theory that suggests we, humans, are motivated to satisfy five basic needs. These needs are arranged in a hierarchy. Maslow suggests that we seek first to satisfy the lowest level of needs. Once this is done, we seek to satisfy each higher level of need until we have satisfied all five needs.

While modern research shows some shortcomings with this theory (for example, a lack of empirical evidence for some conclusions), Maslow's Hierarchy of Needs Theory remains an important and simple motivation tool for managers to understand and apply.

The Hierarchy of Needs is as follows:

1. Physiological Needs (basic issues of survival such as salary and stable employment)

2. Security Needs (stable physical and emotional environment issues such as benefits, pension, safe work environment, and fair work practices)

3. 'Belongingness' Needs (social acceptance issues such as friendship or cooperation on the job)

4. Esteem Needs (positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments.)

5. Self-Actualization Needs (achievement issues such as workplace autonomy, challenging work, and subject matter expert status on the job)

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How to Apply Maslow's Theory to the Workplace

Lower Level Needs

With Maslow's theory, an employee's beginning emphasis on the lower order needs of physiology and security makes sense.

Generally, a person beginning their career will be very concerned with physiological needs such as adequate wages and stable income and security needs such as benefits and a safe work environment. We all want a good salary to meet the needs of our family and we want to work in a stable environment.

Employees whose lowest level needs have not been met will make job decisions based on compensation, safety, or stability concerns. Also, employees will revert to satisfying their lowest level needs when these needs are no longer met or are threatened (such as during an economic downturn).

This places an extra obligation on managers to act humanely when difficult organizational decisions such as staff reductions have to be implemented. Callous implementation of difficult decisions will cause the remaining employees in the organization to feel threatened about the ability or desire of the organization to continue to meet their physiological and security needs.

(Meeting an employee's lower level needs is important to motivation. To read my personal story about the power of a well-timed reward at this lower level, click here.)

Once these basic needs are met, the employee will want his 'belongingness' (or social) needs met. The level of social interaction an employee desires will vary based on whether the employee is an introvert or extrovert. The key point is that employees desire to work in an environment where they are accepted in the organization and have some interaction with others.

This means effective interpersonal relations are necessary. Managers can create an environment where staff cooperation is rewarded. This will encourage interpersonal effectiveness.

Ongoing managerial communication about operational matters is also an important component of meeting employee's social needs. Employees who are 'kept in the dark' about operational matters and the future plans of the organization often feel like they are an organizational outsider. (This last point is especially important for virtual employees whose absence from the office puts an extra obligation on managers to keep these employees engaged in organizational communications.)

Higher Level Needs

With these needs satisfied, an employee will want his higher level needs of esteem and self-actualization met. Esteem needs are tied to an employee's image of himself and his desire for the respect and recognition of others. Download doc ppt pdf search engine free software.

Even if an individual does not want to move into management, he probably does not want to do the same exact work for 20 years. He may want to be on a project team, complete a special task, learn other tasks or duties, or expand his duties in some manner.

Cross-training, job enrichment, and special assignments are popular methods for making work more rewarding. Further, allowing employees to participate in decision making on operational matters is a powerful method for meeting an employee's esteem needs. Finally, symbols of accomplishment such as a meaningful job title, job perks, awards, a nice office, business cards, work space, etc. are also important to an employee's esteem.

The important consideration for managers is that they must provide rewards to their employees that both come from the organization and from doing the work itself. Rewards need to be balanced to have a maximum effect.

Finally, while work assignments and rewards are important considerations to meeting employee esteem needs, workplace fairness (equity) is also important.

With self-actualization, the employee will be interested in growth and individual development. He will also need to be skilled at what he does. He may want a challenging job, an opportunity to complete further education, increased freedom from supervision, or autonomy to define his own processes for meeting organizational objectives. At this highest level, managers focus on promoting an environment where an employee can meet his own self-actualization needs.

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Why Maslow's Theory Works

The basic idea of Maslow's Hierarchy of Needs is that our needs are constantly changing. As one need is met, we desire other needs. This makes sense.

Will the raise we received 3 years ago motivate us for the next 10 years?

Will the challenging job we began 5 years ago have the same effect on us today?

Will the performance award we received last year completely satisfy our need for recognition for the rest of our lives?

The answers to all of these questions is clearly, no.

Maslow understood these truths and this is the beauty of his theory of motivation.

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Video: Improving Motivation with Maslow's Theory

Music for this video is courtesy of www.musicrevolution.com.

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Conclusion

Finally, as you work to apply Maslow's Hierarchy of Needs Theory to your workplace, keep in mind that Maslow's Theory is always working in the background. It is not something that shuts off once you meet employees' needs.

For example, as you seek to meet objectives in the workplace, your employees will evaluate how well your objectives align with their needs. If you seek to meet an outcome that takes away a core need that your employees have (esteem for example), they will see your outcome as undesirable and they will resist working with you.

For this reason, finding ways to apply Maslow to the workplace is an ongoing duty. Resist the management trap of fix it and leave it.

Employee needs do change with time!

Back to Top

Quiz: Applying Maslow's Theory to the Workplace

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Scholarly Citations for this Article

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes Similar

• International Journal of Current Aspects: Human Resource Management Practices and Retention of Employees in Machakos County, Kenya | Kenyatta University (Ndonye Alice Atalya and Phelgonah A. Genga)
• Dissertation: The Perceptions of Elementary School Principals and Teachers Regarding Retaining Teachers in a Large Urban School System | Atlanta University & Clark Atlanta University (Kimberly L. Parks)
• Dissertation: An Exploratory Case Study of How Remote Employees Experience Workplace Engagement | Walden University (Aaron M. Lee)

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Motivation in the Workplace Article Series

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Member Content: Additional Resources

Maslow's hierarchy of needs was created by American psychologist Abraham Maslow in 1943.^[1] Maslow suggested that human needs could be put into five levels.

Hierarchy needs levels (pyramid)[change | change source]

The levels are in order of importance.

1. Basic needs. These include things such as breathing, food, water, and sleep.
2. Safety needs. This includes things such as feeling physically safe in your environment. It includes feeling healthy. It includes feeling that you have enough money and supplies to keep you alive and well.
3. Social belonging. People need to feel love, and they need to feel that they belong in society. Partners could include husbands, wives, girlfriends, or boyfriends.
4. Self-esteem. To have esteem, you need to be confident in yourself. Also, you feel like others think that you are important.
5. Self-actualization. This complicated idea is expressed as 'What a man can be, he must be'.^[1] This level is about a person having the opportunity to use their talent, and a chance to go where those talents might lead.
6. Transcendence. Giving oneself to something beyond oneself—for example, in altruism or spirituality. This was a later addition to his ideas.

Maslow says that these needs cause us to want or desire certain things. He says that there are many other things that influence our behavior.^[1] Just because we may want something, does not mean we will try to get it. There could be something else in the way that causes us to act differently.

Physiological Needs[change | change source]

The physiological level of Maslow's hierarchy includes basic human needs. These include water, breathing, food, and sleep. The physiological level contains the simplest needs. They are the most straightforward needs in the entire hierarchy. The human body tries to stay balanced inside. When a person is missing a physiological need, the body will naturally want the missing need.

In simple creatures such as rodents, physiological needs may be the only needs that have to be met. However, in humans, this is only the base of the hierarchy. After physiological needs are met, there are four higher levels in the hierarchy.^[1] People are often not aware when there physiological needs are being met. However, when these needs are not met it becomes very obvious. For example, most humans do not think about each inhale and exhale they take. This satisfies their need to breathe. However, if the oxygen supply were cut off, all people would immediately become aware of the need to breathe. Physiological needs are important from the time a person is born and throughout their entire life.^[2]

Safety Needs[change | change source]

The safety level of Maslow's hierarchy includes varying levels of safety. These include safety of the self, family, resources, jobs, health, and life. Both children and adults are very aware of their safety needs. Needs of safety are just as important as physiological needs. However, these needs deal more with the mind. They include having a sense of safety in the world. Every person's sense of safety is different depending where they live.^[2]

Adults, much like children, prefer the world to be organized. This ensures a level of safety. However, some adults are too focused on organization. People may also attempt to control the world around them in all ways possible.^[1] Adults may have their safety needs met in a different way than children. Adults can feel that the money they earn from their job allows them to feel safe. This is because there is no need for financial worry when earning a steady income.^[2]

Love and belonging (social needs)[change | change source]

The love/belonging level of Maslow's hierarchy deals with various social needs. These include a need for friendship, family, and other types of group inclusion. Love/belonging also refers to personal relationships. These include romantic relationships. It is crucial that the physiological and safety needs of a person are met first. Then they can develop needs of love and belonging. Once basic needs are met, then a person can focus on their social needs. These needs change throughout the human lifespan.

If belonging needs are not met then a person may feel depressed.^[2] The field of psychology focuses on this level of the hierarchy. In modern society, many people suffer because their needs of love and belonging are not met. This level also deals with sexual and intimate needs. Sex may or may not be part of this level of need. It can be considered necessary for love. Or it can be looked at as strictly physiological.^[1]

Esteem Needs[change | change source]

The esteem level is about how people need to feel that they play a part in the world. People want to feel that they have accomplished things that are valuable and important. They also want to feel independent, meaning that they can do things for themselves and do not need to depend on anybody else.^[1]

Self-actualization Needs[change | change source]

We cannot be truly happy without becoming everything that we want to become.^[1] People have different things that they might want in their life that go along with this level. These needs do not show themselves until all of the needs in previous levels have been taken care of. For example, if a person is worrying about feeding themselves and needs to think about their physiological needs, then they will not be thinking about self-actualization and their life goals. Making sure they have food and a home is more important. Someone only reaches the self-actualization level once all the other levels are fulfilled.

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes For Beginners

Exceptions[change | change source]

Maslow explains that there are exceptions to the hierarchy. The most important are:

1. One exception is that for some people, self-esteem is more important than love and belonging. This is the switch that happens most often. It happens because some people think that having self-esteem makes you strong, powerful, and respected. They also think that other people are more likely to love someone that has those qualities.^[1]
2. The second exception is people who are naturally very creative. Some people value creativity over everything else. Expressing your creativity would usually fall into the self-actualization level, which is the last level on the hierarchy. This means that all of the other basic needs should be met before people think about expressing their creativity. But for some people, creativity is very important and that is what they will desire, even if their needs on the lower level are not met.^[1]
3. The third exception is for people who have lived their whole life worrying about the basic needs. If you are going to be worried about having enough food and shelter, then the higher levels (such as esteem and self-actualization) will disappear.^[1]
4. The fourth exception is about psychopaths. Maslow describes these as people that were not given enough love when they were babies in the first few months of life.^[3] When this happens, a person could lose the desire for love altogether and not think that it is important anymore. Psychopaths cannot give or receive love and have lost the ability to feel it. For this type of people, the love and belonging level would not exist.^[1]

Criticism[change | change source]

Maslow's hierarchy suggests that all human behavior is motivated. However, this may not be true. Some human behavior may simply be reflexive. Maslow holds a biased opinion on the definition of self-actualization. Each individual may have a different opinion of what it means to self-actualize. Maslow believed that people who self-actualized had great characteristics. He believed these made them natural leaders and incredible people. This makes the goal of self-actualization nearly impossible for the average person. Maslow's theory states that lower level needs must be met in order to meet needs in the higher levels.

However, this is not always the case. It is possible for people who suffer from poverty and hunger to still feel love and belonging. Therefore, higher level needs can be met in some cases even if lower levels needs are neglected. Some theorists argue that the levels of the hierarchy are out of order in terms of necessity.^[4] Some needs that are higher in the hierarchy may actually appear and become important early in an infant or child's life. Maslow's hierarchy is hard to prove scientifically. It cannot be proved false easily.^[5] There may not be enough hard, scientific evidence to fully support Maslow's hierarchy.^[2]

Evidence[change | change source]

An extensive review of research based on Maslow's theory found little evidence for the ranking of needs that Maslow described, or for the existence of a definite hierarchy at all.^[6]

The order in which the hierarchy is arranged has been criticized as being ethnocentric.^[7] In turn, Hofstede's work has been criticized by others.^[8]

The Hierarchy of Needs is as follows:

1. Physiological Needs (basic issues of survival such as salary and stable employment)

2. Security Needs (stable physical and emotional environment issues such as benefits, pension, safe work environment, and fair work practices)

3. 'Belongingness' Needs (social acceptance issues such as friendship or cooperation on the job)

4. Esteem Needs (positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments.)

5. Self-Actualization Needs (achievement issues such as workplace autonomy, challenging work, and subject matter expert status on the job)

Back to Top

How to Apply Maslow's Theory to the Workplace

Lower Level Needs

With Maslow's theory, an employee's beginning emphasis on the lower order needs of physiology and security makes sense.

Generally, a person beginning their career will be very concerned with physiological needs such as adequate wages and stable income and security needs such as benefits and a safe work environment. We all want a good salary to meet the needs of our family and we want to work in a stable environment.

Employees whose lowest level needs have not been met will make job decisions based on compensation, safety, or stability concerns. Also, employees will revert to satisfying their lowest level needs when these needs are no longer met or are threatened (such as during an economic downturn).

This places an extra obligation on managers to act humanely when difficult organizational decisions such as staff reductions have to be implemented. Callous implementation of difficult decisions will cause the remaining employees in the organization to feel threatened about the ability or desire of the organization to continue to meet their physiological and security needs.

(Meeting an employee's lower level needs is important to motivation. To read my personal story about the power of a well-timed reward at this lower level, click here.)

Once these basic needs are met, the employee will want his 'belongingness' (or social) needs met. The level of social interaction an employee desires will vary based on whether the employee is an introvert or extrovert. The key point is that employees desire to work in an environment where they are accepted in the organization and have some interaction with others.

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This means effective interpersonal relations are necessary. Managers can create an environment where staff cooperation is rewarded. This will encourage interpersonal effectiveness.

Ongoing managerial communication about operational matters is also an important component of meeting employee's social needs. Employees who are 'kept in the dark' about operational matters and the future plans of the organization often feel like they are an organizational outsider. (This last point is especially important for virtual employees whose absence from the office puts an extra obligation on managers to keep these employees engaged in organizational communications.)

Higher Level Needs

With these needs satisfied, an employee will want his higher level needs of esteem and self-actualization met. Esteem needs are tied to an employee's image of himself and his desire for the respect and recognition of others. Download doc ppt pdf search engine free software.

Even if an individual does not want to move into management, he probably does not want to do the same exact work for 20 years. He may want to be on a project team, complete a special task, learn other tasks or duties, or expand his duties in some manner.

Cross-training, job enrichment, and special assignments are popular methods for making work more rewarding. Further, allowing employees to participate in decision making on operational matters is a powerful method for meeting an employee's esteem needs. Finally, symbols of accomplishment such as a meaningful job title, job perks, awards, a nice office, business cards, work space, etc. are also important to an employee's esteem.

The important consideration for managers is that they must provide rewards to their employees that both come from the organization and from doing the work itself. Rewards need to be balanced to have a maximum effect.

Finally, while work assignments and rewards are important considerations to meeting employee esteem needs, workplace fairness (equity) is also important.

With self-actualization, the employee will be interested in growth and individual development. He will also need to be skilled at what he does. He may want a challenging job, an opportunity to complete further education, increased freedom from supervision, or autonomy to define his own processes for meeting organizational objectives. At this highest level, managers focus on promoting an environment where an employee can meet his own self-actualization needs.

Back to Top

Why Maslow's Theory Works

The basic idea of Maslow's Hierarchy of Needs is that our needs are constantly changing. As one need is met, we desire other needs. This makes sense.

Will the raise we received 3 years ago motivate us for the next 10 years?

Will the challenging job we began 5 years ago have the same effect on us today?

Will the performance award we received last year completely satisfy our need for recognition for the rest of our lives?

The answers to all of these questions is clearly, no.

Maslow understood these truths and this is the beauty of his theory of motivation.

Back to Top

Video: Improving Motivation with Maslow's Theory

Music for this video is courtesy of www.musicrevolution.com.

Back to Top

Conclusion

Finally, as you work to apply Maslow's Hierarchy of Needs Theory to your workplace, keep in mind that Maslow's Theory is always working in the background. It is not something that shuts off once you meet employees' needs.

For example, as you seek to meet objectives in the workplace, your employees will evaluate how well your objectives align with their needs. If you seek to meet an outcome that takes away a core need that your employees have (esteem for example), they will see your outcome as undesirable and they will resist working with you.

For this reason, finding ways to apply Maslow to the workplace is an ongoing duty. Resist the management trap of fix it and leave it.

Employee needs do change with time!

Back to Top

Quiz: Applying Maslow's Theory to the Workplace

Back to Top

Scholarly Citations for this Article

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes Similar

• International Journal of Current Aspects: Human Resource Management Practices and Retention of Employees in Machakos County, Kenya | Kenyatta University (Ndonye Alice Atalya and Phelgonah A. Genga)
• Dissertation: The Perceptions of Elementary School Principals and Teachers Regarding Retaining Teachers in a Large Urban School System | Atlanta University & Clark Atlanta University (Kimberly L. Parks)
• Dissertation: An Exploratory Case Study of How Remote Employees Experience Workplace Engagement | Walden University (Aaron M. Lee)

Back to Top

Motivation in the Workplace Article Series

Back to Top

Member Content: Additional Resources

Maslow's hierarchy of needs was created by American psychologist Abraham Maslow in 1943.^[1] Maslow suggested that human needs could be put into five levels.

Hierarchy needs levels (pyramid)[change | change source]

The levels are in order of importance.

1. Basic needs. These include things such as breathing, food, water, and sleep.
2. Safety needs. This includes things such as feeling physically safe in your environment. It includes feeling healthy. It includes feeling that you have enough money and supplies to keep you alive and well.
3. Social belonging. People need to feel love, and they need to feel that they belong in society. Partners could include husbands, wives, girlfriends, or boyfriends.
4. Self-esteem. To have esteem, you need to be confident in yourself. Also, you feel like others think that you are important.
5. Self-actualization. This complicated idea is expressed as 'What a man can be, he must be'.^[1] This level is about a person having the opportunity to use their talent, and a chance to go where those talents might lead.
6. Transcendence. Giving oneself to something beyond oneself—for example, in altruism or spirituality. This was a later addition to his ideas.

Maslow says that these needs cause us to want or desire certain things. He says that there are many other things that influence our behavior.^[1] Just because we may want something, does not mean we will try to get it. There could be something else in the way that causes us to act differently.

Physiological Needs[change | change source]

The physiological level of Maslow's hierarchy includes basic human needs. These include water, breathing, food, and sleep. The physiological level contains the simplest needs. They are the most straightforward needs in the entire hierarchy. The human body tries to stay balanced inside. When a person is missing a physiological need, the body will naturally want the missing need.

In simple creatures such as rodents, physiological needs may be the only needs that have to be met. However, in humans, this is only the base of the hierarchy. After physiological needs are met, there are four higher levels in the hierarchy.^[1] People are often not aware when there physiological needs are being met. However, when these needs are not met it becomes very obvious. For example, most humans do not think about each inhale and exhale they take. This satisfies their need to breathe. However, if the oxygen supply were cut off, all people would immediately become aware of the need to breathe. Physiological needs are important from the time a person is born and throughout their entire life.^[2]

Safety Needs[change | change source]

The safety level of Maslow's hierarchy includes varying levels of safety. These include safety of the self, family, resources, jobs, health, and life. Both children and adults are very aware of their safety needs. Needs of safety are just as important as physiological needs. However, these needs deal more with the mind. They include having a sense of safety in the world. Every person's sense of safety is different depending where they live.^[2]

Adults, much like children, prefer the world to be organized. This ensures a level of safety. However, some adults are too focused on organization. People may also attempt to control the world around them in all ways possible.^[1] Adults may have their safety needs met in a different way than children. Adults can feel that the money they earn from their job allows them to feel safe. This is because there is no need for financial worry when earning a steady income.^[2]

Love and belonging (social needs)[change | change source]

The love/belonging level of Maslow's hierarchy deals with various social needs. These include a need for friendship, family, and other types of group inclusion. Love/belonging also refers to personal relationships. These include romantic relationships. It is crucial that the physiological and safety needs of a person are met first. Then they can develop needs of love and belonging. Once basic needs are met, then a person can focus on their social needs. These needs change throughout the human lifespan.

If belonging needs are not met then a person may feel depressed.^[2] The field of psychology focuses on this level of the hierarchy. In modern society, many people suffer because their needs of love and belonging are not met. This level also deals with sexual and intimate needs. Sex may or may not be part of this level of need. It can be considered necessary for love. Or it can be looked at as strictly physiological.^[1]

Esteem Needs[change | change source]

The esteem level is about how people need to feel that they play a part in the world. People want to feel that they have accomplished things that are valuable and important. They also want to feel independent, meaning that they can do things for themselves and do not need to depend on anybody else.^[1]

Self-actualization Needs[change | change source]

We cannot be truly happy without becoming everything that we want to become.^[1] People have different things that they might want in their life that go along with this level. These needs do not show themselves until all of the needs in previous levels have been taken care of. For example, if a person is worrying about feeding themselves and needs to think about their physiological needs, then they will not be thinking about self-actualization and their life goals. Making sure they have food and a home is more important. Someone only reaches the self-actualization level once all the other levels are fulfilled.

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes For Beginners

Exceptions[change | change source]

Maslow explains that there are exceptions to the hierarchy. The most important are:

1. One exception is that for some people, self-esteem is more important than love and belonging. This is the switch that happens most often. It happens because some people think that having self-esteem makes you strong, powerful, and respected. They also think that other people are more likely to love someone that has those qualities.^[1]
2. The second exception is people who are naturally very creative. Some people value creativity over everything else. Expressing your creativity would usually fall into the self-actualization level, which is the last level on the hierarchy. This means that all of the other basic needs should be met before people think about expressing their creativity. But for some people, creativity is very important and that is what they will desire, even if their needs on the lower level are not met.^[1]
3. The third exception is for people who have lived their whole life worrying about the basic needs. If you are going to be worried about having enough food and shelter, then the higher levels (such as esteem and self-actualization) will disappear.^[1]
4. The fourth exception is about psychopaths. Maslow describes these as people that were not given enough love when they were babies in the first few months of life.^[3] When this happens, a person could lose the desire for love altogether and not think that it is important anymore. Psychopaths cannot give or receive love and have lost the ability to feel it. For this type of people, the love and belonging level would not exist.^[1]

Criticism[change | change source]

Maslow's hierarchy suggests that all human behavior is motivated. However, this may not be true. Some human behavior may simply be reflexive. Maslow holds a biased opinion on the definition of self-actualization. Each individual may have a different opinion of what it means to self-actualize. Maslow believed that people who self-actualized had great characteristics. He believed these made them natural leaders and incredible people. This makes the goal of self-actualization nearly impossible for the average person. Maslow's theory states that lower level needs must be met in order to meet needs in the higher levels.

However, this is not always the case. It is possible for people who suffer from poverty and hunger to still feel love and belonging. Therefore, higher level needs can be met in some cases even if lower levels needs are neglected. Some theorists argue that the levels of the hierarchy are out of order in terms of necessity.^[4] Some needs that are higher in the hierarchy may actually appear and become important early in an infant or child's life. Maslow's hierarchy is hard to prove scientifically. It cannot be proved false easily.^[5] There may not be enough hard, scientific evidence to fully support Maslow's hierarchy.^[2]

Evidence[change | change source]

An extensive review of research based on Maslow's theory found little evidence for the ranking of needs that Maslow described, or for the existence of a definite hierarchy at all.^[6]

The order in which the hierarchy is arranged has been criticized as being ethnocentric.^[7] In turn, Hofstede's work has been criticized by others.^[8]

Maslow's hierarchy does not tackle the difference between the social and intellectual needs of those raised in individualistic societies and those raised in collectivist societies.

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes Offered

The needs and drives of those in individualistic societies may be more self-centered than those in collectivist societies. They may focus on improving themselves. In collectivist societies, the needs of acceptance and community may outweigh the needs for freedom and individuality.^[9]

References[change | change source]

• A Theory of Human Motivation. In Psychological Review. 1943, Vol. 50 #4, pages 370–396; A Theory of Human Motivation – online version at the University of York.

Maslow's Hierarchy Of Needs Gamems. Scrolls Ela Classes List

1. ↑ ^{1.001.011.021.031.041.051.061.071.081.091.101.11}Maslow A.H. 1943. A theory of human motivation. Psychological Review. 50, 370-396.
2. ↑ ^{2.02.12.22.32.4}Poston B. 2009. An exercise in personal exploration: Maslow's hierarchy of needs. The Surgical Technologist, 347-353.
3. ↑This was his opinion. It is not the opinion of all psychiatrists.
4. ↑McLeod S.A. 2007. Maslow's hierarchy of needs. Simply Psychology. [1]^{[permanent dead link]}
5. ↑Burton N. 2002. Hide and seek: understanding self-deception, self-sabotage, and more. Psychology Today, 1-3.
6. ↑Wahba, M. A.; Bridwell, L. G. (1976). 'Maslow reconsidered: A review of research on the need hierarchy theory'. Organizational Behavior and Human Performance. 15 (2): 212–240. doi:10.1016/0030-5073(76)90038-6.
7. ↑Hofstede, G. (1984). 'The cultural relativity of the quality of life concept'(PDF). Academy of Management Review. 9 (3): 389–398. doi:10.5465/amr.1984.4279653. Archived from the original(PDF) on 2014-11-12.
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9. ↑Cianci, R.; Gambrel, P. A. (2003). 'Maslow's hierarchy of needs: Does it apply in a collectivist culture'. Journal of Applied Management and Entrepreneurship. 8 (2): 143–161.