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Maslow’s hierarchy of needs is a conceptualisation of the needs that motivate human behaviour, which was proposed by the American psychologist Abraham Maslow. According to Maslow’s original formulation, there are five sets of basic needs that are related to each other in a hierarchy of prepotency. Typically, the hierarchy is depicted in the form of a pyramid although Maslow was not himself responsible for the iconic diagram. The pyramid begins at the bottom with physiological needs and culminates at the top with self-actualization needs. In his later writings, Maslow added a sixth level of ‘meta-needs’ and metamotivation.
Abraham Harold Maslow was an American psychologist who created Maslow's hierarchy of needs, a theory of psychological health predicated on fulfilling innate human needs in priority, culminating in self-actualization. Maslow was a psychology professor at Brandeis University, Brooklyn College, New School for Social Research, and Columbia University. He stressed the importance of focusing on the positive qualities in people, as opposed to treating them as a "bag of symptoms". A Review of General Psychology survey, published in 2002, ranked Maslow as the tenth most cited psychologist of the 20th century.
Humanistic psychology is a psychological perspective that arose in the mid-20th century in answer to two theories: Sigmund Freud's psychoanalytic theory and B. F. Skinner's behaviorism. Thus, Abraham Maslow established the need for a "third force" in psychology. The school of thought of humanistic psychology gained traction due to Maslow in the 1950s.
Expectancy theory proposes that an individual will behave or act in a certain way because they are motivated to select a specific behavior over others due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.
A need is dissatisfaction at a point of time and in a given context. Needs are distinguished from wants. In the case of a need, a deficiency causes a clear adverse outcome: a dysfunction or death. In other words, a need is something required for a safe, stable and healthy life while a want is a desire, wish or aspiration. When needs or wants are backed by purchasing power, they have the potential to become economic demands.
The two-factor theory states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. It was developed by psychologist Frederick Herzberg.
The psychology of learning refers to theories and research on how individuals learn. There are many theories of learning. Some take on a more behaviorist approach which focuses on inputs and reinforcements. Other approaches, such as neuroscience and social cognition, focus more on how the brain's organization and structure influence learning. Some psychological approaches, such as social constructivism, focus more on one's interaction with the environment and with others. Other theories, such as those related to motivation, like the growth mindset, focus more on individuals' perceptions of ability.
Content theory is a subset of motivational theories that try to define what motivates people. Content theories of motivation often describe a system of needs that motivate peoples' actions. While process theories of motivation attempt to explain how and why our motivations affect our behaviors, content theories of motivation attempt to define what those motives or needs are. Content theory includes the work of David McClelland, Abraham Maslow and other psychologists.
The ERG theory is a theory of human need proposed by Clayton Alderfer, which developed Maslow's hierarchy of needs by categorizing needs relating to existence, relatedness and growth.
Theory Z is a name for various theories of human motivation built on Douglas McGregor's Theory X and Theory Y. Theories X, Y and various versions of Z have been used in human resource management, organizational behavior, organizational communication and organizational development.
A peak experience is an altered state of consciousness characterized by euphoria, often achieved by self-actualizing individuals. The concept was originally developed by psychologist Abraham Maslow in mid-1940s and term was coined by him in 1956. According to T. Landsman, "Maslow described them [peak experiences] as rare, exciting, oceanic, deeply moving, exhilarating, elevating experiences that generate an advanced form of perceiving reality, and are even mystic and magical in their effect upon the experimenter." There are several unique characteristics of a peak experience, but each element is perceived together in a holistic manner that creates the moment of reaching one's full potential. Peak experiences can range from simple activities to intense events; however, it is not necessarily about what the activity is, but the ecstatic, blissful feeling that is being experienced during it.
Dependency need is "the vital, originally infantile needs for mothering, love, affection, shelter, protection, security, food, and warmth."
Self-actualization, in Maslow's hierarchy of needs, is the highest personal aspirational human need in the hierarchy. It represents where one's potential is fully realized after more basic needs, such as for the body and the ego, have been fulfilled. Long received in psychological teaching as the peak of human needs, Maslow later added the category self-transcendence.
The Jonah complex is the fear of success or the fear of being one's best. This fear prevents self-actualization, or the realization of one's own potential. It is the fear of one's own greatness, the evasion of one's destiny, or the avoidance of exercising one's talents. As the fear of achieving a personal worst may serve to motivate personal growth, likewise the fear of achieving a personal best may hinder achievement.
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors to actually influence behavior and performance. Results from a 2012 study, which examined age-related differences in work motivation, suggest a "shift in people's motives" rather than a general decline in motivation with age. That is, it seemed that older employees were less motivated by extrinsically related features of a job, but more by intrinsically rewarding job features. Work motivation is strongly influenced by certain cultural characteristics. Between countries with comparable levels of economic development, collectivist countries tend to have higher levels of work motivation than do countries that tend toward individualism. Similarly measured, higher levels of work motivation can be found in countries that exhibit a long versus a short-term orientation. Also, while national income is not itself a strong predictor of work motivation, indicators that describe a nation's economic strength and stability, such as life expectancy, are. Work motivation decreases as a nation's long-term economic strength increases. Currently work motivation research has explored motivation that may not be consciously driven. This method goal setting is referred to as goal priming.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". Also, "Motivation can be thought of as the willingness to expend energy to achieve a goal or a reward. Motivation at work has been defined as 'the sum of the processes that influence the arousal, direction, and maintenance of behaviors relevant to work settings'." Motivated employees are essential to the success of an organization as motivated employees are generally more productive at the work place.
Human Givens is a niche theory in psychotherapy proposed by Joe Griffin and Ivan Tyrrell in the late 1990s, and amplified in the 2003 book Human Givens: A new approach to emotional health and clear thinking. Human Givens therapy draws on several psycho therapeutic models, such as motivational interviewing, cognitive behavioural therapy, psychoeducation, interpersonal therapy, imaginal exposure therapy and NLP such as the Rewind Technique.
Maslow on Management is a work on industrial psychology by Abraham Maslow, first published in 1965. Maslow's work is frequently invoked in attempts to explain and predict work behavior. In his work Maslow advocated the eupsychian management as the ideal model for industrial organizations. Maslow took a keen interest in the application of humanistic psychology beyond one-on-one therapy to larger endeavors in organizations and education settings, where greater numbers of people could be positively affected.
Motivation and Personality is a book on psychology by Abraham Maslow, first published in 1954. Maslow's work deals with the subject of the nature of human fulfillment and the significance of personal relationships, implementing a conceptualization of self-actualization. Underachievers have a need for social love and affection, but a self-actualized person has these "lower" needs to be gratified and is able to pursue his or her own path towards self-actualization.
Employee recognition is the timely, informal or formal acknowledgement of a person's behavior, effort, or business result that supports the organization's goals and values, and exceeds their superior's normal expectations. Recognition has been held to be a constructive response and a judgment made about a person's contribution, reflecting not just work performance but also personal dedication and engagement on a regular or ad hoc basis, and expressed formally or informally, individually or collectively, privately or publicly, and monetarily or non-monetarily.
References
- ↑ Goble, F. The Third Force: The Psychology of Abraham Maslow. Richmond, Ca: Maurice Bassett Publishing, 1970. Pg. 62.
- ↑ Maslow, A. Farther Reaches of Human Nature. New York, NY: McGraw-Hill, 1971. Pg 299.
- ↑ Rajamanickam, M. Contemporary Fields Of Psychology And Experiments. New Delhi, India: Ashok Kumar Mittal, 1999. Pg 142.
- ↑ Maslow, A. Farther Reaches of Human Nature. New York, NY: McGraw-Hill, 1971. Pg 300.
- ↑ "To summarize, the major changes in the state of the problem of B-knowledge, or illumination-knowledge, are: (A) shifting it away from the question of the reality of angels, etc., i.e naturalizing the question; (B) affirming experientially valid knowledge, the intrinsic value of the enlarging of consciousness ... (C) realizing that the knowledge revealed was there all the time ... Finally (D) this kind of knowledge can be achieved in other ways, we need not rely solely on peak-experiences or peak-producing drugs for its attainment" Religions, Values, and Peak-Experiences Appendix D, p 80. A. H. Maslow. 1970 ISBN 014019487-8
- ↑ Engler, B. Personality Theories. 8th Edition. Boston, MA: Houghton Mifflin, 2009. Pg 351.
- ↑ Schultz, D, and Schultz, S. Theories of Personality. 9th. New York, NY: Wadsworth, 2009. Pg. 214.
- 1 2 Zastrow, C, and Kirst-Ashman, K. Understanding Human Behavior and the Social Environment. 9th Edition. Belmont, CA: Brooks/Cole, 2010. Pg 448.
- ↑ Full Text Lecture given at First Unitarian Church, Sept. 14 1967, Esalen Institute, Big Sur. Transcription with errors due to James Fadiman.
- ↑ Maslow, A. Farther Reaches of Human Nature. New York, NY: McGraw-Hill, 1971. Pg 301.
- ↑ APA college dictionary of psychology. (2009) Washington, DC: America Psychological Association. Pg. 241.
- ↑ APA college dictionary of psychology. (2009) Washington, DC: America Psychological Association. Pg. 24o2.
- ↑ Coon, D. Introduction of Psychology. Wadsworth, 2004. Pg. 451.
- ↑ Schultz, D, and Schultz, S. Theories of Personality, 9th. New York, NY; Wadsworth, 2009. Pg. 309.