my best. Chris Argyris mentions in his book: Integrating the Individual and the Organization, that "to manifest self-esteem is to value one's self. Employees motivated by esteem are more involved in their own and other departmental activities, which will increase the employee's sense of, and commitment to, the total organization." I categorize myself in the esteem stage of Maslow's hierarchy theory.Top ManagementDirector of Human Resource has more than 30yrs of experience behind him. While most people of his age have retired, he still enjoys working with a difference. He is working towards, what he is capable of becoming. Today, money and status are definitely not the reasons for his work. He is constantly working for the prosperity of the company. Which accordingly to him, are directed towards contribution to the society, in terms of more jobs, better standard of living for employees, and better economy.Analysis: Frank Noble wrote in his book, The Third Force that " Maslow calls self -actualization - the desire to become more and more what one is, to become everything that one is capable of becoming." James A. Lee further characterizes self-actualizing persons as being, spontaneous, creative, identify with mankind, autonomous, realistic and unprejudiced. The director 's efforts are in line with Maslow's need of self-actualization.CONCLUSIONBased on the above analysis, I find that the needs of individual employees of the HRD department, in the four different categories are very much in line with Maslow's Need Hierarchy Theory. Maslow points out that "the hierarchy is dynamic; the dominant need is always shifting." He notes that a satisfied need no longer motivates. In the Maslow's own words, "(the theory) seems, for most people to have a direct personal, subjective plausibility. And yet it still lacks experimental verification and support. I have not yet been able to think of a good way to put it to the best…." In my opinion, thi...
