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MASLOW'S HIERARCHY OF NEEDS

 The first theory to discuss in diagnosing a system is advocated by Maslow (1970), who developed a hierarchy of human needs made up of five categories. In order of priority, these necessities are: physiological, safety, social , esteem, and self-actualization. All of these are vital parts of a person's system, although the first are the highest priority when they are unsatisfied. If physiological needs are met or a balance is reached, the safety needs move to the first priority rank. This cadence continues up to self-actualization, which is only a priority when the previous requirements have been met. All the needs are present in the individual, although the priorities vary depending on the time, place and activity that is being performed.

Physiological needs

Physiological needs are those that sustain life. They are biological and personal by nature, and include air, water, food, clothing and shelter. Ensuring an economic income that covers physiological needs is an essential aspect in this area. Since more money can always be spent, income security only becomes a priority requirement when basic needs are threatened or when a lower standard of living would have to be adopted because of reduced resources. In general, adults are able to meet their physical needs when this are a priority.

Safety needs

Hersey and Blanchard (1988) defined safety needs as anything related to self-preservation. Protection against physical hazards in the environment is a safety need. Douglass (1988) quotes as additional factors the stability and the vital prognosis, the relief of continuous stressful situations, the family environment and the provision of job security.

Social needs

Hersey and Blanchard (1988) persuasively characterized social needs as meaningful interpersonal relationships. Social needs involve caring for others, shifting the focus of attention from oneself to others (...). Examples of people who operate on a social level include those who enjoy working in groups or teams, share friendly relationships, see the work environment as a social situation (Douglass, 1900), encourage feeling part of a work group and, in general, show their concern for others in a given environment. The person who goes to work mainly because they need stimulation and affinity with others has a social level of maturity. Social needs are only a priority when physiological security needs have been met or balanced.

Esteem needs

Maslow (1970) distinguished two types of esteem needs: a) desire for achievement, competence and mastery in personal and professional activities, and b) the desire for prestige, social rank, importance and recognition.

Those who have esteem needs seek to fulfill themselves through the overt or covert search for recognition. They want to be told that they are super nurses, that they always fulfill their assignments, that they are responsible and trustworthy, etc.

Esteem needs are evident because the person claims what he wants: “What is your reaction to my ability?” Covert needs need to be diagnosed. For example, if a person you've asked to do something tells you that they had to skip lunch in order to accomplish the task, consider this as a covert request for praise. Tell them how much you appreciate their effort and how important it is to have responsible people who can be trusted. Maslow (1970) warned against superficiality when transmitting praise or reinforcement, since the motivated person at a esteem level does not want farce but respect. Therefore, be clear in conceptualizing and expressing your positive feelings about what has been done.

Self-actualization needs

This is the highest ranking structure and only comes into prominence when all other needs have been met. It implies the individual's desire to reach their full potential (Hersey & Blanchard, 1988). In addition, this potential is based on a realistic awareness of one's own strengths and weaknesses. When characterizing self-actualized employees, Douglass (1988) highlighted that they are people who find meaning and personal growth at work, actively seek new responsibilities and adopt a playful attitude towards the labor market. In addition, they reinforce themselves (intrinsic reinforcement) instead of seeking reinforcement from others (extrinsic reinforcement). The extrinsic reinforcement is characteristic of people at the esteem level. Self-actualized individuals accomplish a task, communicate to the person in charge what he needs to know, and then continue with his obligations. They can be dependent, interdependent or independent, depending on their own orientation and the conjunctural demands.

La Monica, Elaine L. 1994. Dirección y administración en Enfermería. Un Enfoque Práctico (pp 60- 63).

Adaptación y Traducción, Rocío Barrios