Hierarchy of Needs in the Workplace

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Brief Biography: Abraham Maslow
Abraham H. Maslow was born April 1, 1908 in Brooklyn, New York. As the eldest of seven children he was pushed hard for academic success. As a child he was smart yet shy and unhappy; as result he took refuge in reading books. Forty years later, after extensive education and research, Maslow developed the theory of human motivation known as “Maslow's Hierarchy of Needs.” As a psychologist, he noted that some human needs were more powerful than others. Therefore he divided those needs into five general categories ranging from most urgent to most advance. Maslow first published his theory in the 1940s, which later became a widely accepted concept in the fields of psychology and anthropology. During his late years (1951 to 1969) he was a professor at Brandeis University until he died of a heart attack in 1970. Abraham Maslow saw a human beings needs arranged like a ladder, with the most basic needs at the bottom. First there are physical needs such as air, water, food, and sex. Next are safety needs (security and stability), followed by psychological or social needs (sense of belonging, love, and acceptance). At the top are the self-actualizing needs, such as self-fulfillment. Maslow felt that unfulfilled needs lower on the ladder would keep a person from climbing to the next step. He also felt that individuals who dealt in managing the higher needs were “self-actualized”. He generalized that self-actualizing people tend to focus on problems outside of themselves, have a clear sense of what is genuine, are spontaneous as well as creative, and do not feel the need to strictly attend social gatherings.

“Hierarchy of Needs” in the Workplace
To my beliefs, Abraham Maslow has had a significant impact on the practices which compose the field of organizational management, many of which I have been able to experience during my employment as an Avionics supervisor for the United States Marine Corps and as a Site Supervisor for Rio Salado...
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