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

'1. reverse Maslow’s hierarchy of ineluctably is a pauperism surmisal elaborated by a valetist psychologist Abraham Maslow in 1943. Maslow’s possibility consists of 5 master(prenominal) levels of needs that form a pyramid: Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization (Janet A. Simons, 1987). steady though this theory is most commonly utilize in individualist socialisations, some findings suggest that it whitethorn also be applied in left-wingericic culture. However, the results will differ from those in individualistic cultures. In a collectivist culture, the basic need is belong to the party; self-esteem is eliminated, and self-actualization is attained in hurt of meeting societal development needs (Gambrel, P. A.& group A; Cianci, R., 2003). Thus, contrary to the belief that the basic concept of self-actualisation applies to every human existence in any culture, the flowing findings suggest that an individual’s n eeds argon partially bound by culture. Implications include main(prenominal) impact on the work slip, as the concept of self-actualization shouldn’t be forced upon a collectivist culture and delinquency versa (Nevis, 1983).\r\n2. Introduction 2.1 Review Most illustrious authors that have presentigated international implications of Maslow’s hierarchy of needs include Geert Hofstede, Edwin C. Nevis. Other individualism- socialism studies by Hampden-Turner and Trompenaars, Schwartz, Bilsky, Ivtzan and Tanaka have a direct relation to theories of motivation as well.\r\n2.2 economic consumption The purpose of this literature review is to organise, compare and compound academic papers related to the Maslow’s theory of motivation and to indicate the sources of obtained data.\r\n3. Application of Maslow’s theory in individualistic and collectivist cultures 3.1 Beginning of studies individualisation †collectivism is one of four dimensions of culture i n various countries developed by Geert Hofstede. According to (Hofstede, interior(a) Cultures in Four Dimensions, 1983), in an individualistic society individuals look later themselves and immediate family members. He defines collectivism as a preference for a snug social framework where family members and early(a) in-group members look after them in exchange for loyalty; individualism, on the contrary, refers to a to a greater extent self-oriented approach to socialization. 3.2 Methodology & Findings\r\n initiation: www.geert-hofstede.com In a recent study (Ivtzan, 2010) the heathenish validity of self-actualization is tested utilize the Personal orientation course 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 100 British participants and 100 Indian participants as these two cultures belong to 2 different cultures (H ofstede, geert-hofstede.com, 2004). In birth of the hypothesis, the results showed British participants scored significantly high than the Indian participants on 10 out of the 12 scales, meaning that Individuals from an individualistic culture are more apparent to be c sufferr to the self-actualizing ideal, as heedful by these scales, than individuals from a socialistic culture.\r\nThus, one’s cognition and motivation are affected by the social system in which they are raised(a) and fulfilling one’s potential is expressed differently in these cultures. Collectivistic cultures are more ‘other orientated’ with strong emphasis on approval, betrothal and adherence to social groups (Erez & Earley, 1993). In support of this, Tanaka (1978) tested individualistic and collectivistic differences in loving responses to various behavioural program lines. For example, in response to the statement â€Å"To do something good for society”, participant s from Indonesia, Pakistan and India scored the highest and those from Australia and New Zealand the lowest.\r\nHowever, in response to the statement â€Å"To achieve personal gratification”, the pattern of results was reversed. Similarly, Riesman et al (1953) describe that the other-directed person â€Å" scantily thinks of himself as an individual” (p.33) further suggesting that collectivists that define themselves in such an ‘other-directed’ way are less wishly to be inner orientated than individualists. Therefore, prestigious companies such as Royal Bank of Scotland (RBS, 2007) that actively map Maslow’s motivational theory may disclose to effectively ‘reach out’ their more collectivist employees. Source: www.geert-hofstede.com\r\n4. Summary Hofstede (1983) and Nevis (1983) both conclude that the hierarchy of needs developed by Maslow stresses individual transaction rather than collective, since it was developed on the basis o f individualistic US model. However, Hofstede (1983) and Trompenaars (1993) agree that the American way of counseling does not apply across all cultures, specially as those in Asia. Living to our fullest potential is a universal theme and the route towards unlocking this potential and fulfilling it baron be dependent on our cultural values. Therefore, the results of using Maslow’s model will differ in individualist and collectivist cultures. Further research is take 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).\r\n5. Implications for Managers Individualistic countries desiring to invest in collectivist countries (e.g. China) can increase their positivity through understanding of collectivist culture and vice versa. Companies where counselling models are based on individualism shouldn’t 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 organisational structure should be put in place by the investing firm.\r\nThe human resource management broadcast should also design a benefits plan that centres on the work group with a concentre on housing, medical care, and education. Cultural research is crucial in human resource management in order 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 intentional to increase understanding and awareness of a collectivist culture to avoid confrontations and situations that would cause one to lose face (Gambrel, P. A.& Cianci, R., 2003).\r\n'