Maslow's Holistic-Dynamic Theory

Table of Contents

Introduction3

Discussion3

Physiological or Basic Needs5

Physiological or Basic Needs of Employee5

Security Needs6

Security Needs of Employee7

Love/belonging Needs8

Belonging Needs of Employee9

Self-Esteem Needs10

Self-esteem Needs of Employee11

Self-Actualization Needs12

Self-Actualization Needs of Employee13

Conclusion13

References14

Maslow's Holistic-Dynamic Theory

Introduction

Maslow's holistic-dynamic theory assumes that people are continually motivated by one or more needs, and that under the proper circumstances, they can reach a level of psychological health called self-actualization (Jourard, 1994.p.12).

According to Shostrom (2000) Maslow proposed a theory of self-actualization, according to which the maturity of the human individual comes in the realization of his personal potential (p.207). He distinguished between four types of deficit needs (in ascending order): 1) physiological needs or survival needs (food, sex, sleep, etc.), 2) the need for security, 3) the need for love and belonging (the need for friends and acquaintances), 4) the need for recognition of (self-esteem). Among the needs for personal growth are highlighted: 1) the need for self-actualization (the disclosure of personal potential), 2) the desire to know and understand (cognitive momentum), and 3) aesthetic needs (the desire for beauty and harmony) (p.208).

Requirements related to personal growth, being the main motivator of human behavior itself can not, however, be realized before the needs of deficit. Satisfying the past, we will remove psychological tension and restore our equilibrium (homeostasis), but the tension that arises due to the need for personal growth, likely increases the feeling of fullness of life. Thus, personal growth, or self-actualization, is a criterion of mental health (Schwartz, 2000.p.995).

Discussion

According to Maslow (1975), each need has to be satisfied substantially in order for an individual to progress to the next level. Managers are able to motivate their employees by providing rewards that help satisfy the need that is operational and prevalent at any point in time. Once a need has been satisfied substantially, it ceases to be a motivator (p.23). Then, employees move to the next level in the need hierarchy and work on satisfying those needs. The following sections define Maslow's five needs that companies can adopt to satisfy these needs (p.45).

Maslow's Holistic-Dynamic Hierarchy

Physiological or Basic Needs

Tosi and Lindamood stated (2002) that the basic needs include basic physiological needs to maintain human life and survival of the species. In these basic needs are the basics of feeding, respiration and hydration as well as domestic requirements for temperature and pH (p.217).The basic needs of life, of course, are the biological and physiological needs for air, food, shelter, sleep, and(for the adult) sex. In countries and situations in which poverty and hunger reign, the daily focus, the individual's focus, can only be on the acquisition of food and shelter (p.222).

Physiological needs are directly related to the survival of individuals or species. These are typically concrete needs (hunger, thirst, sexuality).

Physiological or Basic Needs of Employee

Maslow defined the physiological need as the most basic. It includes the need for food, air, water and shelter as well as the need to be active, to rest and to sleep.

Robert (2009) explained that the most obvious motivational item in employee motivation category ...