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Maslow defined needs in hierarchies. From the bottom to the top, there are five hierarchies namely physiological, safety and security, belonging, self-esteem and self-actualization (Gambrel and Cianci, 2003). In Maslow’s model, only if the lower hierarchy of need is satisfied will people consider chasing a higher hierarchy of need (EruptingMind, 2012). One example of utilizing Maslow’s theory successfully in incentive is TESCO, which provides employees with regular monthly pay and essential facilities to meet their physiological needs; pension and sickness schemes and the option to join a union to meet their security needs; team and group working style to meet social needs; the 360 degree feedback system to meet self-esteem needs as well as opportunities for promotion to meet self-actualization needs. By these methods, which are closely relevant to Maslow’s theory, employees in TESCO generate a sense of belonging and being respected, feeling that their personal purpose is contacted closely to the company. In other words, working hard for the company is exactly working hard for themselves. It is thus clear that employees who are the most important factors to the success of TESCO, are totally
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(Jaw et al, 2007). Chinese culture is different from that of the western world, which is another reason why Maslow's theory is not suitable for Chinese companies to stimulate staffs. Jalavic and Ogilvie (2010) state that certain needs are determined by certain societal culture. Maslow created the theory in the United States from an individual perspective, where people focus on the improvement of the self. In contrast, according to Gambrel and Cianci (2003), a key to Chinese culture's characteristics is family-oriented collectivism, which emphasizes equally sharing and needs are met by group and government. Besides, Chinese behavior is controlled, patient and does not contain excitement as much as people in the west. Similarly, Chinese managerial concept is referred to place individuals' needs after groups' needs. Actually, Chinese needs are mainly social needs and esteem needs rather than self needs and self-actualization needs. For example, a large of Chinese have been influenced by Confucianism since they were young, which teaches that the country and the family is most important. Hence, it is recognized that Confucianism results in the value of social contribution engraved in every Chinese
(Jaw et al, 2007). Chinese culture is different from that of the western world, which is another reason why Maslow's theory is not suitable for Chinese companies to stimulate staffs. Jalavic and Ogilvie (2010) state that certain needs are determined by certain societal culture. Maslow created the theory in the United States from an individual perspective, where people focus on the improvement of the self. In contrast, according to Gambrel and Cianci (2003), a key to Chinese culture's characteristics is family-oriented collectivism, which emphasizes equally sharing and needs are met by group and government. Besides, Chinese behavior is controlled, patient and does not contain excitement as much as people in the west. Similarly, Chinese managerial concept is referred to place individuals' needs after groups' needs. Actually, Chinese needs are mainly social needs and esteem needs rather than self needs and self-actualization needs. For example, a large of Chinese have been influenced by Confucianism since they were young, which teaches that the country and the family is most important. Hence, it is recognized that Confucianism results in the value of social contribution engraved in every Chinese