EAST WEST UNIVERSITY

Title: Maslow’s Hierarchy of Needs

Name: Md. Shah Alam

ID: 2022-1-91-007

Management and Organization Behavior

Dr. Ashoke Kumar Shah
Paper Submission Date
May 9, 2022
Hierarchy of needs executive summary:
Psychologist Abraham Maslow’s “Hierarchy of Needs” illustrates the biological, social, and
personal necessities each person must satisfy to become a “fully functioning person”, known as
reaching Self-actualization (Olson, 2013). The “Hierarchy of Needs” is pyramid of five steps can
be seen as a ladder: The Physiological, Safety, Love/Belonging, and Esteem are all “Deficiency
needs” or D-needs, must be climbed before you can reach the peak (McLeod, 2016). Once an
individual conquers each rung of the ladder, they can attempt to satisfy their “Being needs” or B-
needs, solely Self-actualization. Maslow’s specified B-values that a self-actualized person strives
for and accomplishes in daily life. Oneness is incorporated into life through meditation.
Meditation centers the body and removes distractions from the physical world. Silently relaxing
alone is an everyday activity but funneling energy into an appreciation for the world around us is
not done every day. Animals, plants, and humans are all united through the innate will to
maintain and create life by satisfying biological needs. Appreciating affinity within the world can
enrich self-esteem, leading to a person accomplishing other steps to self-actualization. A creator
struggles with perfection. Perfection is subjective because only the creator knows what his best
is, but he must be pushed to find it. Whether a person is working on a portrait or formulating a
feisty Facebook post, the dilemma “is this good enough” arises. Painting needs a focus to be
expressed in an impulsive way, but the end result must meet an individual’s standards of what is
perfect, or his best. Accepting the ending of a relationship is a stressful and emotional. Realizing
a happy moment slipped away can make it harder to find other ones. Accepting the end is like
gold panning, there’s a mess that is made, and you have to go through dirt to find the treasure.
The treasure can be joy or independence, but it helps a person find their self-actualized self.
Justice is delegated to be handled by law enforcement and the judicial system, but a person can
implement it in day to day experiences. People can be afraid of crossing boundaries, or becoming
the victim when witnessing bullying, so.

(a) needs human beings are motivated by a hierarchy of needs.

(b) needs are organized in a hierarchy of prepotency in which more basic needs must be more or
less met (rather than all or none) prior to higher needs.
(c) the order of needs is not rigid but instead may be flexible based on external circumstances or
individual differences.
(d) most behavior is multi-motivated, that is, simultaneously determined by more than one basic
need.

Maslow looks at the complete physical, emotional, social, and intellectual qualities of an
individual and how they impact on learning.

Applications of Maslow's hierarchy theory to the work of the classroom teacher are obvious.
Before a student's cognitive needs can be met, they must first fulfill their basic physiological
needs.
For example, a tired and hungry student will find it difficult to focus on learning. Students need
to feel emotionally and physically safe and accepted within the classroom to progress and reach
their full potential.

Maslow suggests students must be shown that they are valued and respected in the classroom,
and the teacher should create a supportive environment. Students with a low self-esteem will not
progress academically at an optimum rate until their self-esteem is strengthened.
Maslow’s hierarchy of needs says that all humans share the same types of needs, and that these
categories of needs have a hierarchy. Loosely speaking, this hierarchy goes from the basic things
we need for survival through to a sense of fulfilling our potential and finding our purpose in life.

The hierarchy is important as, from a motivational perspective, it acts as a ladder. What this
means is that individuals must have fully met their needs at their current level within the
pyramid, before they are motivated by achieving the needs of the next level up. Put more bluntly,
an individual who is struggling to to put a roof over their head will focus on that before exploring
their true calling in life.
Introduction:
Motivation theory plays a very crucial role in any organization since it inspires the staff to work
collectively to arrive at a previously defined target by the management (Kamasheva et al., 2015).
We have discussed some of the motivational theories in the below-drafted report which are
widely accepted by organizations all over the world. The adoption of various motivational
theories in the firm would make an impact on various sections of the operation of the business
consequently resulting in the elevated performance of the human resources working in a very
professional environment (Friederichs et al., 2015). A great part of the organizations in the world
utilize the motivational theories which seem to be appropriate for their business environment and
hence bring crucial changes in the operations and outcome. It is the primary objective of all the
organizations to satisfy the customers by fulfilling their demands and requirements and thus to
achieve it the companies are ready to implement any sort of developmental and strategic steps
(STARLIGHT TELECAST, INC v VIRGIN MEDIA LTD ROVI SOLUTIONS,
CORPORATION v VIRGIN MEDIA LTD, 2015). The major part of their strategic advancement
comprises of the motivational programs. Below are given some prominent type of motivational
theories implemented by the organizations:
 Vroom’s Theory
 McClelland’s Theory
 Maslow’s Theory of Motivation
 Herzberg's two-factor theory
To enhance the productivity of the staff, increase job satisfaction among the employees, and
identification of appropriate reward system motivation theories are implied by the management
of the company. The manager’s role in a motivational program is to observe each employee in
the organization and encourage them at the individualistic level to attain the goals of the
organization. The primary motive of drafting this report is to provide a better summary of two
selected theories that would define the ideology of motivation in the place of work along with
addressing the issue of job satisfaction. By implementing the below given motivational theories,
you could be able to emphasis more on the internal forces, course of every action, and the
effectiveness of the actions.
Hierarchy:
Maslow’s hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and
most fundamental levels of needs at the bottom, and the need for self-actualization at the top.
The most fundamental and basic four layers of the pyramid contain what Maslow called
“deficiency needs” or “d-needs”: esteem, friendship and love, security, and physical needs.
Except for the most fundamental (physiological) needs, if these “deficiency needs” are not met,
the body gives no physical indication, but the individual feels anxious and tense. Maslow’s
theory suggests that the most basic level of needs must be met before the individual will strongly
desire (or focus motivation upon) the secondary or higher-level needs. Maslow also coined the
term Metamotivation to describe the motivation of people who go beyond the scope of the basic
needs and strive for constant betterment. Metamotivated people are driven by B-needs (Being
Needs), instead of deficiency needs (D-Needs).

Maslow’s Hierarchy Theory of Motivation:

This theory was put forward by the American psychologist Abraham Maslow in his paper which
highlighted mainly on Maslow’s hierarchy theory to desire (Taormina and Gao, 2013). In his
research, Maslow had made an effort to recognize the factors which would contribute to the
constructive growth of mental fitness and happiness rather than focusing only on the illness of
the mind. As a part of its Maslow had initiated a new movement in the field of psychology ‘third
waves’ which was also termed by him as ‘humanistic psychology’ (Pereira, de Campos, and
Camarini, 2012).
 Fig: Hierarchy of needs
(Pereira, de Campos, and Camarini, 2012)

With the help of this figure, Maslow had defined various necessities of Human Psychology. A
short account of it is given below:

Physiological Needs:
Physiology needs are human basic needs which are critical for human living in various
participating communities in the society. Physiological needs are
such human basic needs as food, water, clothing, shelter (accommodation or housing), sleep
as well as procreation. Anyanwu, Omolewa, Adeyeri, Okanlawon and Siddiqui (1985) state
that physiological needs include basic needs such as food, water, shelter, sleep, clothing
and reproduction. Essentially, human race or human society will just die out or go into
extinction without the human basic needs in the society. Indeed, human basic needs are
very important for survival and sustainability of human race in the society.
Understandably, community development is perceived as the efforts of members of the
participating communities uniting with those of the governmental authorities, non-
governmental organizations (NGOs), corporate organizations, wealthy individuals and
other relevant stakeholders in order to meet human basic needs which will ultimately
improve the living conditions of people in the society. Mulwa (2008) rightly observes that
there is no dispute on the simple fact that community development is viewed as an effort
to meet people’s basic needs in form of tangible material provisions in the society.
Rondinelli (1993) states while quoting International Labour Organisation (ILO) that the
basic needs consist of two components of minimum family requirements for consumption
which include adequate food, shelter, household equipment and furnishing as well as
clothing; and essential community services such as water, health services, sanitation,
educational services and public transport services in the society. Essentially, some needs
help to keep people alive in the society. It is obvious that without such needs that life will
not only be difficult but will go into extinction in the society.
Understandably, Abraham Maslow was among the founding fathers of the study of human
psychology, motivation and human needs. Mulwa (2008) states that Abraham Maslow’s
hierarchy of needs is built on the premise that human behavior is motivated by the desire
to meet specific human needs in the society. The theory of Abraham Maslow’s hierarchy
of needs considers certain human needs as more basic and critical needs than some other
needs in the society. Hope and Timmel (1995) note that in Abraham Maslow’s theory of
needs that some needs are, indeed, more basic and more urgent than others. It is, therefore
appropriate that more basic and pressing human needs are considered first before any other
need is given consideration in the participating communities in the society.
Fundamentally, availability of food for the teeming population is considered as an
important development indicator in the contemporary global environment. It is obvious that
if a country is unable to meet the basic human needs of food, water, shelter, health, clothing,
reproduction among others that it is a clear indication of underdevelopment. Todaro and
Smith (2009) refer to human basic needs of food, shelter, health and reproduction as life-
sustaining basic human needs. It has been observed that Nigeria has been relying greatly
on importation of rice in order to be able to feed the teeming human population for many
years now. It has also been observed that many communities and cities in Nigeria do not
have access to treated water supply for human consumption in the country. It is only in
Calabar in Cross River State that a great number of the population enjoys treated water
supply, which is certified to be good enough for human consumption in Nigeria. A
condition of underdevelopment manifests clearly when any of the human basic needs of
food, shelter, health, water, reproduction among others is inadequate in a country.

Safety Needs:
With their physical needs relatively satisfied, the individual’s safety needs take precedence and
dominate behavior. In the absence of physical safety — due to war, natural disaster, or, in cases
of family violence, childhood abuse, etc. — people (re-)experience post-traumatic stress disorder
and trans-generational trauma transfer. In the absence of economic safety — due to economic
crisis and lack of work opportunities – these safety needs manifest themselves in such things as a
preference for job security, grievance procedures for protecting the individual from unilateral
authority, savings accounts, insurance policies, reasonable disability accommodations, and the
like.

Safety and Security needs include:

 Personal security
 Financial security
 Health and well-being
 Safety net against accidents/illness and their adverse impacts

Safety requirements – It should be given attention by the management that the major factor of
safety is the psychological aspects of the human needs. Nobody would pose a risk to himself
deliberately. Although a considerable level of tangible comfort should be provided to the
employees to cope up with the unprecedented actions and confusing environment. The divisions
of human needs like physical security of humans come under thus classification (Pereira, de
Campos and Camarini, 2012).
Requirements for esteem – The presence of confidence that stages a crucial part in the
presentation and satisfaction in the job of the employees. The renowned researcher in the field of
psychology had termed this type of requirement as the need for esteem. As per the observation of
McClelland, it is the differences amongst the needs of the individuals who are causing
differences in their personality and only a gradual transfer is possible in this regard. Having self-
acknowledgment and the feeling of prestige comes under the tag of self-esteem.

Belongingness and love need:

After physiological and safety needs are fulfilled, the third layer of human needs are social and
involve feelings of belongingness. The need is especially strong in childhood and can over-ride
the need for safety as witnessed in children who cling to abusive parents. Deficiencies with
respect to this aspect of Maslow’s hierarchy – due to hospitalism, neglect, shunning, ostracism
etc. – can impact individual’s ability to form and maintain emotionally significant relationships
in general, such as:

 Friendship
 Intimacy
 Family

Humans need to feel a sense of belonging and acceptance, whether it comes from a large social
group, such as clubs, office culture, religious groups, professional organizations, sports teams,
gangs, or small social connections (family members, intimate partners, mentors, close
colleagues, confidants). They need to love and be loved (sexually and non-sexually) by others. In
the absence of these elements, many people become susceptible to loneliness, social anxiety, and
clinical depression. This need for belonging can often overcome the physiological and security
needs, depending on the strength of the peer pressure; an anorexic, for example, may ignore the
need to eat and the security of health for a feeling of control and belonging.

Esteem Needs:
All humans have a need to be respected and to have self-esteem and self-respect. Esteem
presents the normal human desire to be accepted and valued by others. People need to engage
themselves to gain recognition and have an activity or activities that give the person a sense of
contribution, to feel self-valued, be it in a profession or hobby. Imbalances at this level can result
in low self-esteem or an inferiority complex. People with low self-esteem need respect from
others. They may seek fame or glory, which again depends on others. Note, however, that many
people with low self-esteem will not be able to improve their view of themselves simply by
receiving fame, respect, and glory externally, but must first accept themselves internally.
Psychological imbalances such as depression can also prevent one from obtaining self-esteem on
both levels.

Most people have a need for a stable self-respect and self-esteem. Maslow noted two versions of
esteem needs, a lower one and a higher one. The lower one is the need for the respect of others,
the need for status, recognition, fame, prestige, and attention. The higher one is the need for self-
respect, the need for strength, competence, mastery, self-confidence, independence and freedom.
The latter one ranks higher because it rests more on inner competence won through experience.
Deprivation of these needs can lead to an inferiority complex, weakness and helplessness.

Maslow also states that even though these are examples of how the quest for knowledge is
separate from basic needs he warns that these “two hierarchies are interrelated rather than
sharply separated” (Maslow 97). This means that this level of need, as well as the next and
highest level, are not strict, separate levels but closely related to others, and this is possibly the
reason that these two levels of need are left out of most textbooks.

Self-actualization:
“What a man can be, he must be.” This forms the basis of the perceived need for self-
actualization. This level of need pertains to what a person’s full potential is and realizing that
potential. Maslow describes this desire as the desire to become more and more what one is, to
become everything that one is capable of becoming. This is a broad definition of the need for
self-actualization, but when applied to individuals the need is specific. For example, one
individual may have the strong desire to become an ideal parent, in another it may be expressed
athletically, and in another it may be expressed in painting, pictures, or inventions. As mentioned
before, in order to reach a clear understanding of this level of need one must first not only
achieve the previous needs, physiological, safety, love, and esteem, but master these needs.
Although it should not be misunderstood that the hierarchical arrangement is proposing that the
factors at the top position are better than others in any way and thus initial prejudice should be
avoided in this case. As per the aforesaid opinion, it could be deducted that the fulfilling of the
lower requirements is very important rather than focusing just on fulfilling the higher demands
(Pereira, de Campos, and Camarini, 2012). If considered a situation that an employee is
tolerating severe hunger and cold, the individual has been deprived of basic requirements thus
the issue of self-esteem would not come into his primary list of preferences (STARSIGHT
TELECAST, INC v VIRGIN MEDIA LTD ROVI SOLUTIONS, CORPORATION v VIRGIN
MEDIA LTD, 2015).
Maslow has adopted a strategy to recognize more efficient and famous personalities like Albert
Einstein, Frederick Douglass, Eleanor Roosevelt, and Jane Adams by his theory as compared to
the people with a fearful and unstable mind. As per his observation, the lecture based on the
novice and immature mind would only provide an imperfect and crippled psychology (Pereira,
de Campos and Camarini, 2012). For this purpose of research, Maslow had considered the 1%
people of the college in the community of the academy (STARSIGHT TELECAST, INC v
VIRGIN MEDIA LTD ROVI SOLUTIONS, CORPORATION v VIRGIN MEDIA LTD, 2015).
Maslow had presented his completed form of theory in the year of 1954 which referred to the
level of inspiration and behavior. The remaining sequence in this theory is considered to be a
major prospect in the subject of sociology and employee training.
The shape of a pyramid is generally used to demonstrate the Maslow's hierarchy of requirements.
In this pyramid hierarchy, the very requirements are kept at the bottom and the physical aspects
like self-actualization are placed at the peak of the figure. The figure designed by Maslow is very
apt and efficient to display the classification of the human requirements.
The Maslow’s theory of motivation has very relevant stages which are being represented as in
the mode of 4 stages in the hierarchical pyramid which was termed by him as the deficiency
needs which was comprised of factors like security, love, self-esteem, etc. If the requirements
described in Maslow's theory of motivation remain unfulfilled and unattended, the forthcoming
situation would cause the employees to be very troublesome and stressful. In this concept, it is
recommended that the basic needs of the persons should be covered on a very crucial basis by
referring to Maslow's theory of motivation. In his studies, Maslow had referred to a new term
called “meta motivation” that went into the matter of motivating the employees at the office or
place of work and also give caution that to go beyond a level to attain the most needed and basic
requirements and thus create a general progress (Kohte, 2015).
Characteristics of self-actualizers:
1. They perceive reality efficiently and can tolerate uncertainty;
2. Accept themselves and others for what they are;
3. Spontaneous in thought and action;
4. Problem-centered (not self-centered);
5. Unusual sense of humor;
6. Able to look at life objectively;
7. Highly creative;
8. Resistant to enculturation, but not purposely unconventional;
9. Concerned for the welfare of humanity;
10. Capable of deep appreciation of basic life-experience;
11. Establish deep satisfying interpersonal relationships with a few people;
12. Peak experiences;
13. Need for privacy;
14. Democratic attitudes;
15. Strong moral/ethical standards.

Behavior leading to self-actualization:

(a) Experiencing life like a child, with full absorption and concentration;
(b) Trying new things instead of sticking to safe paths;
(c) Listening to your own feelings in evaluating experiences instead of the voice of
tradition, authority or the majority;
(d) Avoiding pretense ('game playing') and being honest;
(e) Being prepared to be unpopular if your views do not coincide with those of the
majority;
(f) Taking responsibility and working hard;
(g) Trying to identify your defenses and having the courage to give them up.
The characteristics of self-actualizers and the behaviors leading to self-actualization are
shown in the list above. Although people achieve self-actualization in their own unique
way, they tend to share certain characteristics. However, self-actualization is a matter of
degree, 'There are no perfect human beings' (Maslow,1970a, p. 176).
It is not necessary to display all 15 characteristics to become self-actualized, and not only
self-actualized people will display them.
Maslow did not equate self-actualization with perfection. Self-actualization merely
involves achieving one's potential. Thus, someone can be silly, wasteful, vain and
impolite, and still self-actualize. Less than two percent of the population achieve self-
actualization.

Deficiency needs vs. growth needs:

This five-stage model can be divided into deficiency needs and growth needs. The first
four levels are often referred to as deficiency needs (D-needs), and the top level is known
as growth or being needs (B-needs).
Deficiency needs arise due to deprivation and are said to motivate people when they are
unmet. Also, the motivation to fulfill such needs will become stronger the longer the
duration they are denied. For example, the longer a person goes without food, the more
hungry they will become.
Maslow (1943) initially stated that individuals must satisfy lower level deficit needs
before progressing on to meet higher level growth needs. However, he later clarified that
satisfaction of a needs is not an “all-or-none” phenomenon, admitting that his earlier
statements may have given “the false impression that a need must be satisfied 100 percent
before the next need emerges” (1987, p. 69).
When a deficit need has been 'more or less' satisfied it will go away, and our activities
become habitually directed towards meeting the next set of needs that we have yet to
satisfy. These then become our salient needs. However, growth needs continue to be felt
and may even become stronger once they have been engaged.
Growth needs do not stem from a lack of something, but rather from a desire to grow as a
person. Once these growth needs have been reasonably satisfied, one may be able to
reach the highest level called self-actualization.

Every person is capable and has the desire to move up the hierarchy toward a level of
self-actualization. Unfortunately, progress is often disrupted by a failure to meet lower
level needs. Life experiences, including divorce and loss of a job, may cause an
individual to fluctuate between levels of the hierarchy.
Therefore, not everyone will move through the hierarchy in a uni-directional manner but
may move back and forth between the different types of needs.

The evaluation of the tools utilized to execute each theory in a real-life

organization:
In the ideology of Malow the factors of the motivation are depicted and classified in the form of
a pyramid. Five kinds of requirements are comprised of Malow's pyramid model which are social
needs, self-actualization, safety needs, self-esteem and, substantial requirements (Poorsheikhali
and Alavi, 2013). These factors would comprise various requirements that would suffice the
various needs of the customers at a personal level. The first factor discussed in the pyramid
pertains to basic needs like food, water, drinks, shelter, and eventually the issue of self-
actualization. These sets of requirements hold very crucial significance in their life and are basic.
Without satisfying these requirements, it is impossible to generate job satisfaction among the
employees of the company. There was also much criticization of the model put forward by
Malow since it was being implied by him that the requirements could be fulfilled successfully
since the primary set is being given the priority before fulfilling the factors mentioned later in his
model (Stone and Lukaszewski, 2009).
If taken an instance, the major firm which has implied the theory of Maslow is Virgin Media.
The Virgin Media utilize this theory to motivate its staff (Virgin Media employs a managed-
learning company, 2011). In a well-organized firm, a specific framework is retained to record the
progress and development of each worker which is termed as Your story framework
(McPherson, 2014). In the document of Your story framework, the information regarding the day
to day official meetings and their significant activities, developments and decisions made in
general meetings, targets met by the concerned employee, various plans and strategies proposed
to enhance the performance, other achievements made by the official in the business career,
amenities and provisions provided to sustain the efficient working in the company etc. are
recorded (Virgin Media employs managed-learning company, 2011). By keeping this record
organization could guarantee itself a steady course of growth. By the strategies implied by the
company Virgin Media, steadiness and balance in the performance were attained which satisfied
all the requirements denoted in Maslow's theory of motivation pyramid. It was being observed by
the managers of the company that if the working environment is amiable and well maintained, it
would motivate the workers to function up to their maximum capacity and thus help the
company to attain new heights in the operational market (STARSIGHT TELECAST, INC v
VIRGIN MEDIA LTD ROVI SOLUTIONS, CORPORATION v VIRGIN MEDIA LTD, 2015).

Recommendation on how to imply these theories in your organization more

efficiently
By using Maslow’s theory of motivation many companies had implemented an innovative
motivational ideology in their office which had created a large sense of satisfaction in the
employees towards their company which eventually had resulted in the increasing performance
and outcome of the firms. It is high time that the Virgin Media company should explore other
new aspects of this theory like the requirements of physical nature and that of self-actualization.
A perfect balance should be made between different stages mentioned in the pyramid of
Maslow’s theory of motivation by providing a united effort on the overall sides (Virgin Media
employs managed-learning company, 2011).

Criticisms:
In their extensive review of research based on Maslow’s theory, Wahba and Brudwell found
little evidence for the ranking of needs Maslow described, or even for the existence of a definite
hierarchy at all. Chilean economist and philosopher Manfred Max-Neef has also argued
fundamental human needs are non-hierarchical and are ontologically universal and invariant in
nature—part of the condition of being human; poverty, he argues, may result from any one of
these needs being frustrated, denied or unfulfilled.

The order in which the hierarchy is arranged (with self-actualization as the highest order need)
has been criticized as being ethnocentric by Geert Hofstede. Hofstede’s criticism of Maslow’s
pyramid as ethnocentric may stem from the fact that Maslow’s hierarchy of needs neglects to
illustrate and expand upon the difference between the social and intellectual needs of those raised
in individualistic societies and those raised in collectivist societies. Maslow created his hierarchy
of needs from an individualistic perspective, being that he was from the United States, a highly
individualistic nation. The needs and drives of those in individualistic societies tend to be more
self-centered than those in collectivist societies, focusing on improvement of the self, with self-
actualization being the apex of self-improvement. Since the hierarchy was written from the
perspective of an individualist, the order of needs in the hierarchy with self-actualization at the
top is not representative of the needs of those in collectivist cultures. In collectivist societies, the
needs of acceptance and community will outweigh the needs for freedom and individuality.

Maslow’s hierarchy has also been criticized as being individualistic because of the position and
value of sex on the pyramid. Maslow’s pyramid puts sex on the bottom rung of physiological
needs, along with breathing and food. It views sex from an individualistic and not collectivist
perspective: i.e., as an individualistic physiological need that must be satisfied before one moves
on to higher pursuits. This view of sex neglects the emotional, familial and evolutionary
implications of sex within the community.

Some of the more recent critiques suggest that Maslow was inspired by the belief systems of the
Blackfoot nation, with several lectures given by tribal members theoretically connected with his
pyramid of needs and resulted in misattributions.

Others add to this critique by indicating that Maslow's original study of the Northern Blackfoot
tribe was conducted as an anthropologist. However, this foundational basis disappeared over
time, causing him to misuse the concepts he was originally there to assess.

Conclusion:
Maslow’s hierarchy of needs is a pyramid of the needs that motivate people. Individuals most
basic needs, at the base of the pyramid, are physiological. Once they have fulfilled these needs,
people move on to their safety needs, social well-being, self-esteem then ultimately their need for
self-actualization.
Reference:

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-96.

Maslow, A. H. (1954). Motivation and personality. New York: Harper and Row.

Maslow, A. H. (1962). Toward a psychology of being. Princeton: D. Van Nostrand Company.

Maslow, A. H. (1970a). Motivation and personality. New York: Harper & Row.

Hoffman, E. (1988). The right to be human: A biography of Abraham Maslow. Los Angeles, CA:
Jeremy P. Tarcher.

Kenrick, D. T., Neuberg, S. L., Griskevicius, V., Becker, D. V., & Schaller, M. (2010). Goal-driven
cognition and functional behavior: The fundamental-motives framework. Current Directions in
Psychological Science, 19(1), 63-67.

Maslow, A. H. (1970b). Religions, values, and peak experiences. New York: Penguin. (Original
work published 1966)

Maslow, A. H. (1987). Motivation and personality (3rd ed.). Delhi, India: Pearson Education.

Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world. Journal of
Personality and Social Psychology, 101(2), 354-356.

Wahba, M. A., & Bridwell, L. G. (1976). Maslow reconsidered: A review of research on the need
hierarchy theory. Organizational behavior and human performance, 15(2), 212-240.

Wulff, D. M., & Maslow, A. H. (1965). Religions, values, and peak-experiences. The Journal of
Higher Education, 36(4), 235.