Similarities and differences between Warr’s Vitamin Model and Maslow’s hierarchy of needs free essay sample

Occupational Psychology, that derives mainly from the 1900’s (Porteous, 1997), constitutes to a wide range of frameworks focuses on strengthening the branches of studying behaviour of employees at work; it also concerns the performance of employees as to how the organisation and employees will function (Matthews, 2012). Overall the aim of occupational psychology subsides to improve job satisfaction of an individual and upsurge the effectiveness of the organisation. This essay will engross further into the routes of occupational psychology to understand and differentiate between the similarities and differences of two main theories that are still applicable today when applied to the context of work; this includes one to be Abraham Maslow’s hierarchy of needs model (1954) a pyramid based satisfactory model and the other that is Peter Warr’s Vitamin Model (1987) a unusual analogy of reality. Abraham Maslow (1954) an adventurous American Psychologist whose main notion of interest was accelerated in the direction of ‘self-actualization’ (Champan, 1995-2010) after meeting a successful researcher named Kurt Goldstein who influenced him in actually taking the topic of humanistic psychology a step forward. We will write a custom essay sample on Similarities and differences between Warr’s Vitamin Model and Maslow’s hierarchy of needs or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The whole creativity of the ‘hierarchy of needs’ was established by studying and observing monkeys to find patterns of behaviour they had addressed based on their needs (Poston, 2009). However, Peter Warr (1987), a Research Professor, focuses on explaining job satisfaction and stimulating the linear relationships that creates a trend in graphs (Jonge et al, 1998) concerning job characteristics and the indices of employee welfare; to achieve this the ‘vitamin model’ was invented. Sir Warr (1987) stresses the importance of work and suggested that certain features at work act like vitamins (Job,2004) as they are basic needs of survival and are the requirement of Job satisfaction. Ough the hierarchy the importance of ‘Esteem Needs’ as they laid nearer the top they categorise ‘prestige’ and feeling of accomplishment’ (Poston, 2009) which includes ideas of respect in different words but expressing same meaning Warr (1987) considers the 9th determinant to be ‘valued social position’ as to the feelings at work and in order to gain respect in the community (Job, 2004). In comparison both theories have put the same idea across but transformed it in the different language perspectives. However, this could lead to the idea that due to the word sophistication of Maslow’s theory (1954) it would be hard to understand but due to the explanation an ideas given alongside the reader can understand and adjust the ideas; similarly Warr’s theory (1987) grasps the ideas of questions below each ingredients to satisfy the reader and help it be applicable to the concept of work. As suggested by the director of the ‘Hierarchy of Needs’ who claims ‘we must satisfy each need in turn, starting with the first, that deals with the most obvious needs for survival itself’ (Champan, 1995-2010) this makes Maslow’s theory a simplified aspect as realised that it makes sense in the fact that if your jobless then you’ll be less concerned as to whether your loved by another person, instead you’ll be more concerned to find a job so you can fulfil your desires (Hodson,2001). Even though both theories break down their aspects of needs Warr’s (1987) model constitutes to generalizability of occupational areas whereas Maslow (1954) concentrates more towards the nature and the context of the preservation of life and identification of one’s self (Cambridge Regional College, 2011) as it was required at the time of Maslow’s theory (1954) due to the conditions of life as it was created 33 years before the invention of Warr’s Unique Vitamin Model (1987). Warr’s (1987) invention of the ‘Vitamin Model’, as we conduct is solely concerned with areas of work and job satisfaction (Jonge et al, 1998) as they lie as the pride factors so this means that the invention of the vitamin analogy (Warr, 2007) cannot be generalised to any other means of interest as the formatting of the language concentrates on achieving Job satisfaction as means. Yet, Maslow’s (1954) all-rounding invention of the ‘Hiearchy of Needs’ isn’t specified around ‘work’ but the model can be reformed and easily applied to work because the language used in much more applicable to other aspects of life as the headings can be generalised like ‘self-actualization’ is needed when you want to understand yourself and this can occur in any situation. ‘Control’, a dynamic verb that illustrates being still but requires internal complexity, quotes have stressed the importance; â€Å"Self-control breeds will-power†¦Ã¢â‚¬  (Joshua J, 2011). Warr’s theory (1987) pin-points the importance of control by outlining as a category (Job,2004) on the contrary Maslow’s theory (1954) takes no account into the area of control and this theory doesn’t only concentrate on work alone but many other areas of life; this could mean it may not weigh much to Maslow (1954) in reverse to Warr (1984). The Vitamin Analogy (1987) contains 9 different ingredients contributed to Job satisfaction (Porteous, 1997). As Warr, 1987 best associates the benefits are born to be ‘vitamins’. The analogy of the vitamins associated with the determinants according to (Hodson, 2001) has high ecological validity as certain vitamins are required for the well-being of employees and organisation we need at a certain level to help us survive. Likewise we need to understand that the lack of vitamins in a diet can cause physical illness, such as deficiency of Vitamin A could cause blindness, some environmental factors can have the same effect (Job, 2004) as the quote from Peter Warr (1987) suggests â€Å"Vitamins are important for physical health up to but not beyond a certain level, after that there is no benefit from additional quantities†¦Ã¢â‚¬  (Warr, 2007). Agreeing to the same perspective Maslow also supposed these are rather like vitamins in that we can never be healthy without them as a long term deficiency can cause a disease (Cambridge Regional College, 2011). The Vitamin Analogy grabs an insight for people to understand the importance of job satisfaction and it should be taken more seriously than it is done. Correspondingly, Maslow (1954) agrees to the vitamin analogy because if someone is left starved as they are jobless and haven’t got the financial support then they will find a job immediately as my observations interpreatted from Bob’s research into Maslow (1954) (Poston, 2009); if the body isn’t receiving enough oxygen it will react and as Peter Warr (1987) states â€Å"If there is a vitamin deficiency, the body has subtle ways of fulfilling that need. † Both theories have created useful abstracts when applied to the context of work as they build on the importance and positivity of work and the vitamin model and hierarchy of needs isn’t just applicable to employees but can also be used by employers and even organizations as they can explore themselves in depth to make themselves highly ranked by making those small positive changes they can (Matthews, 2012). Maslow’s theory (1954) mirrors the insight of self-actualization when it connects to present day challenges and opportunities for employers and organizations to â€Å"provide real meaning, purpose and true personal development for their employees. For life-not just for work. † As indicated in (Champan, 1995-2010). The Expertise of Happiness and unhappiness in work, Warr (1987) arises the idea that ‘Physical Security’ another important factor in every part of life is also an essentiality of work as it gives you a general satisfaction of being a part of something special that is protected, but when applied to the context of work this becomes a necessity of life as it’s every participants right to feel safe at work; the importance of it shines even more as both theories again felt it was a required to understand Human Motivation and Job satisfaction. If a work place doesn’t revolve around safe conditions clear work procedures it could lead to dysfunctional thoughts that can stimulate signs of anxiety and stress, in this case of both theories it would be much more relieving. Warr’s vitamin model simply asks you questions about the safety procedure and bearing in mind that in the pyramid also considers to be quite important as comes above the ‘physiological needs’ column and it really both theories concludes how it’s vital in every aspect of your life. Several writers have modified Maslow’s (1954) framework for this reason the hierarchy is inherently plausible (Warr, 1971). According to the hierarchy assumptions have accelerated that if lower order needs such as salary amount and no longer focused our high order needs then the fact that the job is giving you money alone could be the cause to take the job forward and lead to being more satisfied with it through the vitamin model as well. As other things like teamwork wouldn’t bother you as would just do as your told and would probably enjoy it more too. As Maslow (1954) suggests that the body revolves the most basic needs for survival before moving on to more complex needs. Maslow’s (1954) pyramid where ‘Self-actualization’ lies at the top that can be defined as a sole element of being within the hierarchy model as it signals one’s need and defines one’s own place in the universe and Warr’s (1987) 9th element ‘Valued social position’ are two main summarizing points that explain the same belief of work as self actualized people are those ‘who fulfilled all they were capable of’ (Pastorino, 2011) as to whether they respect were they’ve achieved the status at work.