Maslow’s theory of needs in individualistic and collectivist cultures Malika Kassymova Essay

1. Abstract Maslows hierarchy of needs is a motivation theory expatiate by a humanistic psychologist Abraham Maslow in 1943. Maslows theory consists of 5 main levels of needs that normal a pyramid Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization (Janet A. Simons, 1987). Even though this theory is most commonly used in individualist cultures, some findings suggest that it may also be applied in collectivist culture. However, the results will dissent from those in individualistic cultures. In a collectivist culture, the staple need is belonging to the society self-esteem is eliminated, and self-actualization is attained in terms of meeting societal development needs (Gambrel, P. A.& Cianci, R., 2003). Thus, contrary to the belief that the basic concept of self-actualisation applies to any human being in any culture, the current findings suggest that an individuals needs be partially bound by culture. Implications include important impact on the workplace, as the concept of self-actualization shouldnt be forced upon a collectivist culture and vice versa (Nevis, 1983).2. Introduction 2.1 check into Most famous authors that have investigated international implications of Maslows hierarchy of needs include Geert Hofstede, Edwin C. Nevis. Other individualism-collectivism studies by Hampden-Turner and Trompenaars, Schwartz, Bilsky, Ivtzan and Tanaka have a direct relation to theories of motivation as well.2.2 PurposeThe purpose of this literature check over is to organise, comp ar and synthesize academic papers related to the Maslows theory of motivation and to indicate the sources of obtained data.3. application of Maslows theory in individualistic and collectivist cultures 3.1 Beginning of studies Individualism collectivism is one and only(a) of quartette dimensions of culture in different countries developed by Geert Hofstede. According to (Hofstede, National Cultures in Four Dimensions, 1983), in an individualistic society individ uals look after themselves and immediate family members. He defines collectivism as a discernment for a close social framework where family members and other in-group members look after them in exchange for inscription individualism, on the contrary, refers to a much self-oriented approach to socialization. 3.2 Methodology & FindingsSource www.geert-hofstede.com In a recent ruminate (Ivtzan, 2010) the heathenish validity of self-actualization is tested using the Personal Orientation Inventory (POI) questionnaire developed by (Shostrom, E.L, 1980) as a comprehensive measure of the self-actualizing characteristics originally highlighted by Maslow. The POI questionnaire was tested on c British participants and 100 Indian participants as these two cultures belong to 2 different cultures (Hofstede, geert-hofstede.com, 2004). In champion of the hypothesis, the results showed British participants scored importantly higher than the Indian participants on 10 out of the 12 scales, mean ing that Individuals from an individualistic culture are more likely to be closer to the self-actualizing ideal, as measured by these scales, than individuals from a collectivistic culture.Thus, ones cognition and motivation are affected by the social system in which they are raised and fulfilling ones potential is expressed differently in these cultures. Collectivistic cultures are more other orientated with strong emphasis on approval, acceptance and adherence to social groups (Erez & Earley, 1993). In support of this, Tanaka (1978) tested individualistic and collectivistic differences in agreeable responses to various behavioural storys. For example, in response to the statement To do something good for society, participants from Indonesia, Pakistan and India scored the highest and those from Australia and New Zealand the lowest.However, in response to the statement To achieve personal comfort, the pattern of results was reversed. Similarly, Riesman et al (1953) describe that t he other-directed person hardly thinks of himself as an individual (p.33) further suggesting that collectivists that define themselves in much(prenominal) an other-directed way are less likely to be inner orientated than individualists. Therefore, prestigious companies such as Royal Bank of Scotland (RBS, 2007) that actively use Maslows motivational theory may locomote to effectively reach out their more collectivist employees. Source www.geert-hofstede.com4. Summary Hofstede (1983) and Nevis (1983) both conclude that the hierarchy of needs developed by Maslow stresses individual achievement rather than collective, since it was developed on the basis of individualistic US model. However, Hofstede (1983) and Trompenaars (1993) agree that the American way of circumspection does not apply across all cultures, oddly as those in Asia. Living to our fullest potential is a universal theme and the route towards unlocking this potential and fulfilling it capability be dependent on our c ultural values. Therefore, the results of using Maslows model will differ in individualist and collectivist cultures. Further research is needed to establish whether the fulfilment of the individual in a non-Western, collectivistic culture is idealised in a different way (Ivtzan, I., Gardner, H. E., Bernard, I., Sekhon, M., & Hart, R., 2013).5. Implications for Managers Individualistic countries desiring to invest in collectivist countries (e.g. China) can increase their profitability through understanding of collectivist culture and vice versa. Companies where management models are based on individualism shouldnt force their management practices upon a collectivist environment. For example, in a collectivist culture like China, Nevis (1983) suggests that Chinese business practices should be governed by being a good member of society and placing group needs before individual needs. Therefore, a team-based organizational building should be put in place by the investing firm.The huma n resource management visualise should also design a benefits plan that centres on the work group with a focus on housing, medical care, and education. Cultural research is important in human resource management in launch to divide between individualistic and collectivistic cultures, allowing both to work efficiently and effectively, side by side, in the same organisational environment (Ivtzan, I., Gardner, H. E., Bernard, I., Sekhon, M., & Hart, R., 2013). Also, the human resource management plan should implement a comprehensive cultural training program designed to increase understanding and awareness of a collectivist culture to overturn confrontations and situations that would cause one to lose face (Gambrel, P. A.& Cianci, R., 2003).