Critique of Maslow's Theory in Organizational Behavior Context

This essay provides an overview of Maslow's hierarchy of needs, a prominent motivational theory emphasizing the fulfillment of employee's basic needs. It outlines the five-tier model: physiological, safety, belongingness, esteem, and self-actualization needs, highlighting how each stage contributes to enhancing worker motivation. The essay then delves into criticisms of Maslow's theory, including a lack of scientific evidence and its individualistic perspective. Furthermore, it explores Geert Hofstede's critique, which argues that Maslow's theory is culturally biased, particularly in its prioritization of self-actualization over social needs, and provides examples to illustrate the limitations of applying Maslow's theory across diverse cultures. The essay concludes that while Maslow's theory offers valuable insights for managers, it may not be universally applicable, especially in collectivist societies.

Organization behavior

Organization behaviour
Discuss Maslow's theory and detail the criticisms that have been levelled against it.
Summarise with examples from Hofstede's work through to the theories of motivation.
Maslow hierarchy of needs theory is considered as one of the popular motivational theory
given by Abraham Maslow. In this theory, the emphasis is given on fulfilling the basic needs
of the employees. In relation to this theory, there are five tier model concerned with human
needs (Ye, Ng & Lian, 2015). The five stages linked with this theory are Physiological
needs, safety needs, belongingness and love needs, esteem needs and self-actualization need.
The physiological needs emphasizes on basic needs such as salary and working environment.
Safety needs emphasizes on the aspects such as security and stability. The next is love and
belongingness needs that are concerned with trust and friendship. Esteem need is the next
factor that emphasizes on dignity and status. The last is self-actualization needs which is
linked with the personal growth. Hence, it can be said that the main motive of this theory is to
enhance the motivation level of workers towards the allocated work (Osemeke &
Adegboyega, 2017).
There are also various criticisms that are linked with Maslow hierarchy of needs theory. One
of the criticisms relates with the fact that there is no supporting scientific evidence that prove
the Maslow theory. The other criticism stated that Maslow created this theory from the
individual perspective and only emphasized on improving the self. These are the major
criticisms that are linked with Maslow hierarchy of needs theory (Rathi & Lee, 2017).
Geert Hofstede has also criticised the Maslow hierarchy of needs for being biased on the
cultural grounds. He has said that placing the self-actualization needs above the social needs
showcase a western, individualistic value system which does not apply to the other cultures.
Hofstede’s work has criticised this theory for example, he argued that individualistic society
emphasizes on the individuals in spite of the entire group which supports the principle of self-
actualization and self-esteem given by Maslow (Salisu, Chinyio & Suresh, 2016). However,
collective society emphasizes on the community and acceptance which is against the
principle of self-actualization. Self-actualization is analysed as one of the basic desire of the
people but this can be possible in cultures that are highly individualistic and also it can be
said that this does not apply on the collectivist cultures (Bhatti, Aslam, Hassan & Sulaiman,
2016). For example: In China, the need for self-actualization is proposed by Maslow which
does not exist at all.
1

Organization behaviour
Therefore, it can be concluded that application of Maslow hierarchy of needs theory on the
people who are from diverse cultures may not be effective for management as they does not
attain their motive of motivating their workers towards the set goals. Maslow hierarchy of
needs is considered as the significant contribution that can assist the managers in boosting the
motivation however it does not helps in dealing with the individuals who are from diverse
backgrounds according to Geert Hofstede.
2

Organization behaviour
References
Bhatti, O.K., Aslam, U.S., Hassan, A. & Sulaiman, M. 2016, “Employee motivation an
Islamic perspective”, Humanomics, vol. 32, no. 1, pp. 33-47.
Osemeke, M. & Adegboyega, S. 2017, “Critical Review and Comparison between Maslow,
Herzberg and McClelland’s Theory of Needs”, Funai Journal of Accounting, vol. 1, no. 1,
pp. 161-173.
Rathi, N. & Lee, K. 2017, “Role of basic psychological need satisfaction in retaining talent:
an investigation in the Indian context”, Asia – Pacific Journal of Business Administration,
vol. 9, no. 1, pp. 2-15.
Salisu, J.B., Chinyio, E. & Suresh, S. 2016, “The influence of compensation on public
construction workers’ motivation in Jigawa state of Nigeria”, The Business and Management
Review, vol. 7, no. 3, pp. 306-316.
Ye, D., Ng Y. & Lian Y. 2015, “Culture and Happiness”, Social Indicators Research, vol.
123, no. 2, pp. 519-547.
3