Professional Documents
Culture Documents
Physiological Needs
Safety and Security
Protection
Stability
Pain Avoidance
Routine/Order
.*These needs
consist of staying
Safety Needs away from harm,
secure
employment, and
health.
Love and Belonging
Affection
Acceptance
Inclusion
*You need to find
Social Needs people that accept
you for who you are
so that you
can identify with
someone.
Social Needs
• The desire to belong
• We want to be needed
• We want to be accepted
• We need to feel loved by others
Esteem
Self-Respect
Self-Esteem
Esteem Needs Respected by
Others
*When we have
mastered this level,
we don’t have to
impress others.
We are comfortable
with ourselves.
Esteem Needs
• Two types
• Competency
• Attention and recognition
• Admiration has to do with the need for power
• Self-Concept comes into play
• How I see myself + how I think other see me
Achieve full potential
Fulfillment
Self-Actualization
They live simple,
ordered lives.
They have
characteristics of
goodness,
truthfulness, and
beauty.
They are independent
and resist conforming
to culture.
Very few people reach
this stage.
Summary Self-Actualization
Esteem
Belonging
Safety
Physiological
Concept
• You have to meet your needs at each level before you can progress to
higher levels.
• Once your lower level needs are met, you are no longer motivated by
them.
Theory X – Sigmund Freud
• Assumes that people:
• Are lazy
• Hate work and avoid it
• Have no ambition or initiative
• Avoid responsibility
• Only want security
• Muse be rewarded, coerced,
intimidated, and punished
Theory X – Sigmund Freud
• Assumes that managers must:
• Give rewards or punishments to
get others to work
• Constantly police their staff
because they do not trust them
to work on their own
• Intimidate others with authority
Theory X – Sigmund Freud
• The work climate is:
• Frustrating to both workers and managers
• Oppressive and harsh
• Divisive (managers vs. employees)
• Not productive
• Not a creative
• Not personally fulfilling to employees
Theory Y – Douglas McGregor
• Assumes that people:
• Want to learn
• View work as natural as play
• Develop self-discipline
• Want personal growth and
development
• Want freedom to do
challenging work
• Rise-up and lead amongst
themselves
Theory Y – Douglas McGregor
• Assumes that managers must:
• Fit the human wish for self-
development into the organizations
need for maximum productive
efficiency.
• Allow employee imagination to
drive productivity
• Carefully select employees to form
a like minded group
• Share the power with employees
Theory Y – Douglas McGregor
• The work climate is:
• Positive in nature
• One that supports innovation and
new ideas that meet the company
goals
• Cooperative and group oriented
• productive
• creative
• Personally fulfilling to employees
• Shared leadership
Theory Z – Abraham Maslow
• Assumes that people:
• All people are inherently good (at least at birth – it can be
lost)
• People need meaning and significance in their work
• Man’s behavior is dominated by constant unsatisfied needs
• Man’s highest needs are self-actualization – focusing on
problems external to themselves.
Maslow’s Hierarchy of Needs
Theory Z – Abraham Maslow
• Assumes that managers must:
• Provide for basic needs – proper monetary compensation and
benefits to take care of the physiological and safety needs