This essay will concentrate on the phenomenon of Human Resource Management and how Maslow’s theory of self-actualisation fits into its current form. The HRM’s historical rise will be described in terms of ‘soft-capitalism’ as a solution to the ’problem of work’. Hence, the movement away from managing the objects of work to managing the subject of work, i.e. the worker, will be shown. Furthermore, I will highlight the processes of its emergence and its acceptability in a cultural framework, which will use Foucault’s concept of ‘discursive formations’ and his ideas of ’power/knowledge’ as well as ‘governmentality’. Maslow’s concept of self-actualisation and hierarchy of needs will be unpacked in term of his original work and the ideas that he has pushed into the HRM discourse. A critical assessment will be made by throwing some light on the ambivalence that lies between hypothetical assumptions and the scientific evidence, before its contemporary viewpoint will be reset in terms of HRM culture. In terms of this essay, its function as a technique of inscribing reality and thus acting upon it will be highlighted rather than elaborating on its implications for the motivation discourse (even though these aspects are interrelated). It will be argued that the subject-focused version of Maslow’s work is merely another technique of rendering the subject manageable. The translation of the subjective into the ‘objective’ categories of the model will be provided by the normative structure which in turn will also be provided by the dogmatic structure of ‘efficiency’ and ‘productivity’.
Table of Contents
Overview
Abstract
Analysis and Evaluation
The HRM paradigm
Socio – historical emergence
Processes of enabling
Maslow’s ‘hierarchy of needs’ and his theory of ‘self-actualization’
Conclusions and other notes
Conclusions
Notes (not included in word count)
Bibliography
Bibliography
Research Objective and Focus
This essay explores the emergence of Human Resource Management (HRM) as a mechanism of 'soft capitalism' and examines how Maslow's theory of self-actualization has been integrated into modern HRM culture to render the human subject manageable.
- The socio-historical context and rise of 'soft capitalism' as a solution to the 'problem of work'.
- Application of Foucault’s concepts of 'discursive formations', 'power/knowledge', and 'governmentality' to organizational management.
- A critical assessment of the disparity between Maslow’s original psychological work and its simplified, contemporary management application.
- The role of 'technologies of the self' in aligning employee behavior with organizational goals of efficiency and productivity.
Excerpt from the Book
Maslow’s ‘hierarchy of needs’ and his theory of ‘self-actualization’
One such technology -as a way of inscribing and acting upon reality- is offered by Abraham H. Maslow (1908-1970). In 1943 he published a paper called “A Theory of Human Motivation” in which he outlined his ideas of a ‘hierarchy of needs’ and ‘self-actualization’. Maslow thought of motivation in terms of need satisfaction. He believed that human needs could be classified into five categories: The ‘physical needs’, the ‘safety needs’, the ‘love or belongingness needs’, the ‘esteem needs’ and finally the ‘need for self-actualization’. These needs are ordered according to their dominance. The physical needs (e.g. hunger, thirst, sex) are the most important ones and will dominate the organism as long as they are not gratified. Only if and when these needs are (at least partially) gratified, the next higher needs (i.e. the safety needs) will emerge.
This “whole cycle […] will repeat itself” (Maslow 1970, p. 43) until the last stage is reached: self-actualisation. This was to become his most influential work. It implied that human motivation works by gratifying the needs for love, esteem and self-actualization (according to Maslow, the other two normally are satisfied in any peaceful society). However, we have to differentiate carefully between Maslow’s original work and the discourse that has entered current management and HRM theory. As we shall see, the model we now associate with Maslow is much more linear, simple and unproblematic (from a HRM practitioner’s point of view) than his original implications for motivation, work-relations and society.
Summary of Chapters
Abstract: Outlines the essay's focus on HRM, Foucault's power concepts, and the critical re-evaluation of Maslow’s theories within modern work culture.
The HRM paradigm: Defines HRM as the management of the 'human resource' and questions whether this is a natural development or a constructed social phenomenon.
Socio – historical emergence: Discusses the transition from 'Scientific Management' to 'soft capitalism', which blurred the lines between private life and work.
Processes of enabling: Introduces Foucault’s theoretical framework, specifically discursive formations and governmentality, as tools to analyze how people are governed.
Maslow’s ‘hierarchy of needs’ and his theory of ‘self-actualization’: Critically analyzes the disconnect between Maslow’s original psychological assumptions and their instrumentalization in modern corporate management.
Conclusions: Summarizes that Maslow’s work serves as a technology of management, shaping workers to seek self-actualization within the dogmatic boundaries of efficiency.
Notes (not included in word count): Provides further theoretical depth regarding the construction of 'myths' and the intersection of power and self-governance.
Key Terms
Human Resource Management, Soft Capitalism, Foucault, Power/Knowledge, Governmentality, Discursive Formations, Self-actualization, Hierarchy of Needs, Technologies of the Self, Efficiency, Productivity, Subjectivity, Management, Rationalization, Work Ethics.
Frequently Asked Questions
What is the primary focus of this research paper?
The paper examines the phenomenon of Human Resource Management (HRM) and critically analyzes how Maslow's 'theory of self-actualization' has been adopted to shape employee behavior in contemporary organizations.
What is the historical context of the HRM paradigm?
HRM emerged as a response to the 'problem of work' during the transition to 'soft capitalism', where companies moved from managing work objects to managing the subjective life of the worker.
What is the central research question?
The paper investigates how the general orientation of Maslow’s theory of self-actualization fits into and supports the culture of Human Resource Management.
Which theoretical framework does the author apply?
The author primarily uses Michel Foucault’s concepts, including 'discursive formations', 'power/knowledge', and 'governmentality', to deconstruct management practices.
What does the main body of the text cover?
It covers the historical transition of work ethics, the theoretical analysis of how discourses create 'truth', and a critique of how Maslow’s psychological models are used to control the modern workforce.
Which keywords define this work?
Key terms include Soft Capitalism, Governmentality, HRM, Maslow’s hierarchy, and Technologies of the Self.
How is Maslow's theory 'misrepresented' in HRM?
The author argues that while Maslow’s original work considered social and environmental constraints, the version used in business has been simplified into a linear model that ignores social criticism and places the burden of 'self-actualization' solely on the individual.
Why does the author consider HRM a form of 'indirect governance'?
The author suggests that modern HRM uses 'technologies of the self' to encourage workers to discipline and manage themselves, aligning their personal growth with corporate goals like efficiency and productivity.
- Citation du texte
- BBA Hons European Management Hakan Goektuerk (Auteur), 2004, How does the general orientation offered by Maslow’s theory of self-actualization fit into the HRM culture?, Munich, GRIN Verlag, https://www.grin.com/document/47339
