Cross Cultural Application Of Maslows Hierarchy Of Needs Commerce Essay

Cross cultural Application Of Maslows Hierarchy Of Needs Commerce EssayStudies have proposed that the potent use of human capital is likely the most important determining(prenominal) of organisational performance (Adler, 1991 cited in Fey 2005). This has prompted organisations to seek for trends to do their employees to build to their full potential and to ensure optimal organisational performance. Once of the most cited and discussed theories of pauperization is Abrahams Maslows Hierarchy of ineluctably, which is same as with new(prenominal) popular indigence theories, Maslows role model was based on research carried let erupt on individuals from the United States (Fatehi, 1996, Gibson 1994). slice it is reasonable to assume that this scheme gouge help managers in America, the movement arises as to its applicability to inter study management. The aim of this essay is to address that call into question employ America and China as case studies. This essay is structu re into three parts, the first part of this essay would consist of an overview of the various theories of motivation, the assist part would look at Hofstedes cultural dimensions of individualisation and collectivism musical composition the final part would analyse the applicability and implications of using Maslows surmisal of want within laissez-faire(a) and collectivisticic cultures (America and China respectively).MotivationAccording to Bateman and Snell (2007) motivation refers to forces that energize, cipher and sustain a persons efforts.Theories of MotivationThere atomic number 18 dickens groups under which motivation theories be classified namely meat theories and impact theories. Content theories, also known as the exigency theories are implicated with the internal itemors that motivate an individual. These theories suggest that individual demand keeps changing and that to motivate individuals, it is important to affect into consideration these necessitat e and fulfil them. Notable among the content theories is Maslows Hierarchy of Needs Theory, Herzbergs Hygiene Theory and McClellands Learned Need Theory. On the other side, the process theories of motivation are concerned with the how populate initiate, direct and maintain their motivations. These theories see motivation as a rational cognitive process. Examples include Adams equity system (1963), which assumes that people expect a equipoise to comprise amidst their contributions and their outcomes. They compare their circumstances with other similar people and if there is any inequity (if it is to their disadvantage) they adapt their behavior to lessen that inequity. Vrooms forecast Theory (1964) is also part of the process theories.Maslow Hierarchy of Need TheoryMaslows theory suggests that people willing satisfy basic-level inescapably before adjusting behaviour to satisfy higher-level needs. Once a lower need is satisfied, it ceases to be a motivator and the individual progresses to the next need in hierarchical order. bug Maslows Hieracy of Needs www.learnmanagement2.comSuch needs have been recognized by Maslow and in their hierarchical order, include physiological needs, safety needs, social needs, self-esteem, and self-actualization. In Maslows model, individuals at the outset require to gratify physiological needs. Physiological needs are the fundamental frequency human needs which are necessary to maintain deportment and consist of food, clothing and shelter. Other desires present slight motivation pending the rejoicing of these basic needs. As soon as physiological needs are satisfied, safety becomes the next need. Safety characterizes the need to be emancipated of the fear of bodily harm, the want to experience freedom from lack of fundamental physiological needs and the desire for self-protection. Subsequently, the social need arises as the captain need to be satisfied. The social need represents striving for significant bloods with other people. Once the need for significant relationship is fulfilled, the individual begins to seek more than personal recognition and desires esteem or recognition from other people. The satisfaction of this need produces feelings of self-confidence, prestige, power, and control. After satisfying the need for self-esteem, self-actualization becomes the principal need. Self-actualization represents the desire to take full advantage of cardinals abilities and be what one is able to be (Maslow, 1970, Hersey, 1996, Gambel and Cianci, 2003). cultural DimensionsCulture can be defined as a governing body of values and norms that are shared among a group of people and that when interpreted together constitute a design for living (Hill, 2009 p. 89). According to Hofstede (1984), there are five dimensions of culture namely power distance, incredulity avoidance, individualism vs. Collectivism, Masculinity vs. Femininity.Power distance relates to the way a society deals with the fact that people are unequal in intellectual and physical capabilities. The perplexity avoidance dimension relates to the purpose to which different cultures socialised their members to accepting uncertainty and ambiguous situations According to Hofstede, members of high uncertainty avoidance cultures patch a premium of job security, benefits and demonstrate a strong resistance to transfer while the opposite applies to members of cultures with low uncertainty avoidance. Individualism and Collectivism refers to relationship between the individual and his fellows. In individualistic cultures, bonds between individuals are tripping and freedom an individual achievement are valued while in cultures where collectivism is emphasized, bonds are tight and individuals are supposed to look out for the interest of others before his own. Hofstedes masculinity versus femininity dimension refers to the distribution of roles between genders in a particular culture. (Hofstede, 1984, Hill, 2009).Overvie w of Individualism and CollectivismIndividualismAmongst individualistic societies, Hofstede (1984) suggests that individuals desire and gain a high quality of life as a result of success achieved by his or her efforts alone. Achievement, self-actualization, and self-respect make an individualistic society and furthermore typify self-esteem and self-actualization in Maslows power structure of needs. One conserves self-respect and separates civilise and private life in an individualistic society. In the work organization, completing the job task will come before developing relationships.CollectivismHofstede (1980) suggests that collectivism can be described by a tight social framework where differences exist between in-groups and out-groups. Individuals expect to be cared for by their fellows, which can consist of relatives, clans, or organizations in exchange for absolute allegiance. Hofstede (1982) also points out that individual are born into a collective society. Consequently, Hofstede (1984) suggests that in a collectivist society, a high quality of life is defined more in footing of the family and close relatives than the individual. In terms of the work environment, individuals from collectivist cultures do non separate their private lives from their jobs, relationships take precedence over job tasks and splendor is placed on the development of relationships as a requirement to work together effectively.American and Chinese CultureTo better understand the extent to which various factors motivates individuals from different cultures, it important to look at their national culture. The national culture of America and China shall be discussed briefly using Hofstedes (1984) model. contempt the short coming of this model, it is still widely used because it provides data on characteristics of culture based on a large number of respondents from variant of countries.Dimension America ChinaPower Distance 40 80Individualism 91 20Uncertainty Avoidance 46 40M asculinity 62 66Source Hofstede, G (1983), The Culture theory of relativity of Organisational Practices and Theories, Journal of International Business Studies, Vol.14 (4) pp.75-89American CultureHofstede shows that, the ordering of needs in Maslows hierarchy represents a value woof Maslows value choice. This choice was based on his mid-twentieth century U.S. middle class values (1984, p. 396). Maslows hierarchy was developed during an era when the American culture stressed individual achievement. The rapid growth of this country, which was facilitated by strong emphasis on education, lifestyle and line of achievement opportunities, influenced the formulation the needs demonstrated on Maslows model (Gambel and Cianci, 2003). Hamden, Turner and Trompenaar (1993) argue that the American culture places a lot of emphasis on make the individual self reliant as against be influenced by his or her external environment or others. Nevis (1983) also states that the American culture ov er the years has developed from assumptions that stress the independence of the individual. It can be support from the research done the Maslows Theory was based on individualism that was ordinary in the American society. The question therefore arises as to whether this theory can be applied to cultures that are high on the collectivism dimension.Chinese cultureLit et al (2002) state that research on cultural studies identify family oriented collectivism as a key Chinese cultural characteristics. According to Triandis (1996), the Chinese are collectivist individuals. Similarly, Smith and Bond(1993) points out that a lot of research have discovered that the Chinese place a lot of emphasis and brilliance on family values and hierarchy. This characteristic is also noticed in the work environment Chinese course practices are influenced by family-oriented collectivism and the structure of their organisations supports the collectivist nature (Nevis 1983, Li et al, 2000). These factors suggest that a Chinese hierarchy of needs would differ significantly from Maslows original model.The main issue concerning Maslows Theory and its ability to apply to Chinese cultures is the typefaces of self realisation and the need for social belonging. Other needs much(prenominal) as physiological and safety needs are basic needs that are present in any culture, although it may not be sought later on in the sequence proposed by Maslow. However, his hierarchy of needs places the need for social belonging as being desired after physiological and safety needs are met. temporary hookup self actualisation is the ultimate need. While these may be applicable in the American society, such cannot be said concerning the Chinese. Being a collectivist culture, one of the main focuses of individuals in such societies is to look out for the well being of their immediate family and relations. Such characteristics are acquired from young as the individuals watch the way their fellows inter act. It is therefore not a need that they aspire to or desire but rather one that is already embedded in their environment. This need therefore, cannot be used as a motivator for individuals from collectivist cultures specially China.Another problem with the application of this theory in collectivist cultures is the importance Maslow places of self actualisation. Self actualisation is seen as the chief desire of individuals. While this is possible in cultures that are highly individualistic, the same doesnt apply to collectivist cultures. As demonstrated in the literature on collectivist cultures, the aspect of self is not emphasized while communal thinking is promoted in place of individualistic behaviours. In cultures such as China, the need for Self-actualisation as proposed by Maslow may not exist at all.The implication of this is curiously important for managers who are working in cross cultural environment. When using Maslows theory of motivation, it should be clear as to wh o such motivations are targeted to. Generalising this theory as being applicable to individuals from diverse cultures may not be in the best interest of management as they may not achieve their aim of motivating their employees to full potential. Although Maslows Hierarchy of Need theory is an important contribution that can help managers in motivating their employees, it should be handled carefully when dealing with individuals from diverse backgrounds.