There are many factors that standardize organizations in specific industries whether they are regulating bodies that dictate the rules of the industry, common practices that have been proven to be the most efficient way to operate, or logistics procedures that enable organizations to release their product to the public. One thing that can make an organization different from another is the people they employ. The dilemma many companies face is how to compel positive behavior. Perfection is not a benefit of employing people to do a job (Wood, 2003). Therefore, when employees make a mistake, break the rules, or even break the law, managers find themselves in a position where they may have to punish or discipline the employee.
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Once the person has satisfied their need for security, comfort, tranquility, and has achieved freedom from fear, they will be capable of moving up to the next level (Gerrig & Zimbardo, 2010). Attachment is the subsequent level which is a person’s need to belong, affiliate, and to love and be loved (Gerrig & Zimbardo, 2010). The fourth level of Maslow’s hierarchy of needs is esteem. Esteem is the need for confidence, self-worth, and competence. It also involves self-esteem and the respect of others (Gerrig & Zimbardo, 2010). Finally, the highest level of Maslow’s hierarchy of needs is self-actualization, which is the need to fulfill potential, and to have meaningful goals (Gerrig & Zimbardo, 2010). Maslow’s hierarchy of needs is relevant to employment because a vast majority of people rely on their job to achieve goals. In today’s society, many people use their employment as a source for their ability to eat (biological), as well as being capable of providing a home (safety), and can also satisfy an employee’s need to belong or to affiliate (attachment) (Gerrig & Zimbardo, 2010). Furthermore, many people derive self-esteem and self-confidence from the job that they do. To illustrate, when a person becomes unemployed, their self-worth and self-confidence become compromised through prolonged periods of unemployment (Gerrig & Zimbardo, 2010).
In order to …show more content…
Once the person has satisfied their need for security, comfort, tranquility, and has achieved freedom from fear, they will be capable of moving up to the next level (Gerrig & Zimbardo, 2010). Attachment is the subsequent level which is a person’s need to belong, affiliate, and to love and be loved (Gerrig & Zimbardo, 2010). The fourth level of Maslow’s hierarchy of needs is esteem. Esteem is the need for confidence, self-worth, and competence. It also involves self-esteem and the respect of others (Gerrig & Zimbardo, 2010). Finally, the highest level of Maslow’s hierarchy of needs is self-actualization, which is the need to fulfill potential, and to have meaningful goals (Gerrig & Zimbardo, 2010). Maslow’s hierarchy of needs is relevant to employment because a vast majority of people rely on their job to achieve goals. In today’s society, many people use their employment as a source for their ability to eat (biological), as well as being capable of providing a home (safety), and can also satisfy an employee’s need to belong or to affiliate (attachment) (Gerrig & Zimbardo, 2010). Furthermore, many people derive self-esteem and self-confidence from the job that they do. To illustrate, when a person becomes unemployed, their self-worth and self-confidence become compromised through prolonged periods of unemployment (Gerrig & Zimbardo, 2010).