Abstract:
Utilizing the results of others' research, especially those studies that possess sufficient power and reliability and have applications at almost a broad national and global level, is a wise and productive and effective task. The replicability of scientific research results will assist users in more reliable use of that research; regarding the application of theories where changes may occur in all or part of them across different cultures, the condition of caution is that replicability tests be conducted in this regard. One of the important motivational theories in management is Maslow's hierarchy of needs theory. In some tests in cultures different from the American society culture (at the time this research was conducted), this theory lacked validity and reliability in the section regarding the hierarchical nature of employees' needs in organizations; consequently, this part of the theory is not used by decision-makers in these countries. In Iran, too, this theory was tested in several companies, and the results of three different companies were examined in the present article, leading to the conclusion that in Iran, at least in the production sectors, the hierarchical nature of Maslow's needs was not reliable, and decision-makers should not categorically rely on it or make decisions and planning based on it.
Machine summary:
A Critique of the Hierarchy of Needs Theory in Creating Motivation Dr. Ghasem Ansari Renani (Faculty Member of Allameh Tabataba'i University) Abstract Utilizing the research results of others, especially those studies that possess sufficient power and reliability and have applications at almost broad national and global levels, is a wise and productive and effective endeavor.
Among the famous theories in the field of organizational management in this regard is the theory of the hierarchy of basic needs of the ordinary human 1 (Motivation and Personality, Abraham Maslow), which is more or less used in various motivational research and student dissertations, and various questionnaires have been designed and used based on this theory to identify the combination of the most intense basic needs of employees, among which the Luthans questionnaire 2 (Alvani 1376) can be mentioned.
Also, based on the cultural characteristics of organizations in Iran, a questionnaire based on this view was designed and used to identify the combination of intense needs of different levels of employees in the Ahvaz National Steel Industrial Group, which has now been merged into the Khuzestan Steel Company (Ghasem Ansari Renani, 1373).
"Comparing Maslow's hierarchy of needs theory and Herzberg's model indicates that the factors effective in creating motivation in Herzberg's model are part of high-level psychological needs, especially the needs for esteem, status, and self-actualization.
For example, Abraham Maslow's hierarchy of needs theory has been tested many times by researchers in different countries around the world; it has been confirmed in some of these countries and rejected in others (Mendenhall, 1995).
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