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MASLOW IN THE WORKPLACE Featured
06 September 2018 Posted by 

MASLOW IN THE WORKPLACE

Being human is where it counts
DAVID AMANEDDINE
MANY business men and women have studied psychology throughout their formal schooling curriculum. 
We were first introduced to Sigmund Freud's psychoanalytic theory of personality development, which argued that personality is formed through conflicts among three fundamental structures of the human mind: the id, ego, and superego.
 
For the esoterically inclined, Carl Jung like Freud, Jung emphasized the importance of the Collective unconscious including the concept of archetypes, and the use of synchronicity in psychotherapy.
 
Yet for the application of psychology in the workplace, it was Abraham Maslow’s hierarchy of needs that furnished us with the necessary insight into this complex thing called being human.
 
In his 1943 paper, “A Theory of Human Motivation,” Abraham Maslow highlighted five interconnected levels of goal attainment known as Physiological Needs; Safety Needs; Love and Belonging Needs; Esteem Needs; and finally, Self-Actualization Needs.
 
Maslow stated that each level explained humans’ needs and motivators; once our basic physiological needs — like air, food, shelter, and sleep — are fulfilled, we then proceed to the next level in the pyramid chart until we finally reach Self-Actualization.

Maslow’s pyramid in companies - How can Maslow’s hierarchy relate to my business?
 
Innovative companies are adapting to a different generation of employees. Simpler communication, higher standards of integrity and ensuring employees’ holistic needs, where possible, are met are a prerequisite to any modern workplace to succeed.
 
As business leaders, striving to meet our team’s needs both morally and monetarily is not only plausible, but detrimental to overcoming costly staff turnover.
 
What can business leaders do to ensure employees’ needs are being met? We’ll delve deeper into each level of the hierarchy to portray some of the benefits to the overall corporate culture.
 
Physiological Needs:Air to breathe.
● Food to eat.
● Water to drink.
● Shelter.
● Warmth.
● Sleep.
 
For employees to perform at their optimum best, they need clean air, sufficient water to keep hydrated, and adequate rest intervals during shifts.
 
Maslow goes on to explain in his 1965 industrial psychology book, Maslow on Management, when basic survival needs aren’t being met, employees become apathetic to developing ambition.

Safety Needs
 
Safety in the literal sense like protection from the elements, absence of violence, and financial stability, but notwithstanding abstract needs like systems, law and order and clearly defined job roles are imperative to employee’s primitive safety needs. How does this look like in a corporate setting? It means a safe workspace that’s free from the threat of injury but also extends further to encompass an employee’s emotional wellbeing, as well.
 
Love and Belongingness Needs
 
Companies can ensure their employees’ Love and Belongingness Needs — which include friendship, intimacy, trust, and acceptance — are being fulfilled.
 
Build a Collaborative Company Culture by having an office environment where staff chat, have common interests and share experiences ensures a happier and more vibrant atmosphere. Getting staff to spend a time together after work also helps build a collaborative company culture and reduces staff attrition.
 
Self Esteem Needs
 
Maslow defined this as: self-esteem, confidence, achievement, and having the respect of those around us. An employer plays a vital role in acknowledging staff for their achievements. The Esteem Needs was further refined by Maslow into two categories, external and internal motivators. Companies can play crucial parts in each.
 
For external motivators, bonuses, gift cards and awards go a long way in rewarding staff for their great work. Internal motivators, on the other hand, are personal goals that employees individually set for themselves; as these personal goals are conquered, their self-esteem conversely increases.
 
Self-actualization
 
In Maslow’s Motivation and Personality, the drive and desire to attain the best that one can be was his definition for a self-actualized person.
 
The development of one's potential can only be acquired through growth; but this growth needs to be tested by employees making decisions, mistakes, gaining experiences and attaining knowledge. As business leaders, we need to espouse autonomy and allow employees to take chances, make mistakes, adopt corrective action and gain industry experience.
 
The crystallization of this path is valuable experiential wisdom. Once self-actualization is achieved, we can now break out of the limited human form and enter the field of transcendence.
 
This is where we overcome our ego desires and are able to wish for humanity what we wish for ourselves. Altruism, benevolence, philanthropy and respect for all are the fruit of Transcendence. We have conquered competition and welcomed unity and synchronicity.
 
William Blake succinctly put it: To see the world in a grain of sand, and to see heaven in a wild flower, hold infinity in the palm of your hands, and eternity in an hour.
 
David Amaneddine is the CEO of AAA City Removalist and a Mind, Body, Medicine Kinesiologist.


editor

Publisher and editor, Michael Walls.
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