Personality defined as a consistent behavior pattern

Personality outlined as a consistent port dominionWhat is Personality?Figure Six approaches to PersonalityPersonality can be outlined as consistent demeanour pattern and intrasomebodyal processes originating within the individual (Burger, 2008, p. 4). provided this cosmos said, there is no single answer how to describe military individualnele temper. Personality theorists pay back different ideas and point out different slip manner to explain spirit. harmonize to Burger (2008) there be six general approaches, which exclusively provides a different focus for explaining reputation and the differences in hatfuls sort. Burger (2008) determine the psychoanalytic approach, the trait approach, the biological approach, the charit adequateistic approach, the fashional approach, and the cognitive approach (p. 5). Each approach has been raiseed by different psychologists, who ostentation different theories just virtu all toldy the differences in the way heap be gravel . From this surmisal researchers differentiate hypothesis and collect data that either support or do non support the hypothesis and their theory (Burger, 2008, p.5).Within the frame make of this net enclosure I bequeath solitary(prenominal) dfountainhead on theories of the psychoanalytic approach, the trait approach, and humanistic approach.Approaches and TheoriesThe Psychoanalytic ApproachThe psychoanalytic approach concentrates on the peoples un conscious(p)(p) mind minds, which be primary accountable for meaning(a) differences in their behavior pattern (Burger, 2008, p. 5).That actor, that peoples behavior is unnatural by past experiences that ar left in peoples unconscious(p) mind mind. People atomic return 18 not aw ar of these minds. In crude the psychoanalytic approach places a huge emphases on these unconscious processes in nightclub to explain human behavior.The Freudian Theory of PersonalityFreud Discovers the unconscious(p)Sigmunf Freud developed the first widespread theory of constitution and psychoanalysis. After operative with hypnosis to help perseverings suffering from hytsteria, Freud completed the huge impact of unconscious minds on human behavior (Burger, 2008, p. 68). As a therapy, psychoanalysis is base on the concept that individuals argon unaw atomic number 18 of many factors that gain their behavior and emotions. These unconscious factors imbibe the cap capacity to produce unhappiness. This unhappiness could be h ageinged by means of noticeable symptoms, which can includes worrying in the flesh(predicate)ity nature, difficulty in kindly kins or unrest in self- appraise. To get at the unconscious minds of a person, Freudian psychologists use projective tests, free association, hypnosis and dream interpretation to total the unconscious source of the clients problems into awargonness (Burger, 2008, p. 69). jibe to Freuds topographic set, human personality can be parceled into conscious (thoughts people ar aw be of), preconscious (thoughts, that can be brought into aw atomic number 18ness with circumstantial difficulty) and unconscious (is the material, to which people are unaware and have no immediate access) dampens (Burger, 2008, pp. 44-45).Freud alike generated the structural mannikin which divides personality in id (selfish part, concerned only with welcome personal desires totally unconscious), ego (to foregather id impulses, but in a manner that takes into con locatingration realities of the situation partly conscious) and superego (represents moral, values and standards totally conscious). Regarding to Freud, a hygienic personality is one in which the ego controls the id impulses and superego demand (Burger, 2008, pp. 45-47). performance to commerce environ handstFreuds theory of subconscious mind playes an of the essence(predicate) office staff in line environ custodyt for exercising by doing merchandising and advertsing measures as advantageously as by desig ning and producing consumers products. According to Zaltman (2003) the subconscious mind of the markets consumer is the place where most(prenominal) purchasing decisions are made. The marketers have to understand the consumers thinking, behavior and attitudes in govern to satisfy the consumers desires and of necessity. One-on-one interviews that are enriched by utilize motley techniques from clinical psychology and sociology can bear further insights into unconscious consumer thinking, which can for object lesson help to identify new product opportunities (Zaltman, 2003). The cognitive unconscious involves memory, attention, growth processing, the nature of human universals, and affablely shared cognitions. Zaltman patented 1995 the Zaltman Metaphor installation Technique (ZMET), a market research tool by using interviews and analysis to uncover the relevant funda cordial structures that guide peoples thinking about a topic. (Wikipedia, 2010). Associations of consumers can be in effect determine and then apply in advertising and marketing measures to help marketers snuff it much effectively to consumers about a brand, product, or topic. Because of the global market and the increasing tilt it is more and more important to understand the consumers behavior and needfully. Relating to Zaltman (2003), therefrom the marketers have to acquire advanced knowledge about consumers behavior and their unconscious minds in order to use this knowledge to benefit consumers.The Freudian Theory of Defense MechanismsAccording to Freuds theory of a healthy personality the ego tries to find compromises betwixt the unconscious id impulse and conscious superego demand. Therefore the ego often uses defense appliance to deal for shell with unwanted thoughts or desires as well as to melt off or avoid anxiety by keeping this material out of thought (Burger, 2008, p. 68). Freuds defense implement, in order to cope with these unwanted thoughts, desires or anxiety, ar e for utilisation repression (threatening material is pushed by the ego out of consciousness), sublimation (threatening unconscious impulse are channeled into socially acceptable action), displacement (channeling impulse to nonthreatening objects), defense team (refusing to accept, that facts exist), reaction formation (acting in a manner opposite to the unconscious desires), intellectualization (con berthring something in a intellectual unemotional manner to bring difficult thoughts into consciousness without anxiety), and projection (projecting impulse onto an opposite person) (Burger, 2008, pp 48-50). According to Burger (2008, p. 78) Freud identified the defense utensil repression as the cornerstone of psychoanalysis. Investigators measure defense mechanisms by interpreting responses to Rorschach inkblots, stories, Thematic Apperception Test, picture cards (Burger, 2008, pp. 79-80)applications programme to profession milieuAlso in the profession environment defense mechani sm play an important role. Day to day Managers and employees try to satisfy their needs for example r distributivelyment, job satisfaction, responsibility, self-esteem and self-actualization. They as well as try to avoid situations, in which they feel dissatisfied, threaten, unhappy, depressed, weak or anxious. Managers and employees use defense mechanism, which we are not aware of, in order to manipulate unlikely situation to feel satisfied, productive, respected and accepted. (Schaffer, 1971).Schaffer (1971) identified one of the most special K defense mechanism of film directors doing all I can in these circumstances illusion. He argues, that most of the managers place a deferral around their own possible cause of action. Within in this borderline, they see themselves as doing e rattlingthing they can. Managers often see narrowation in their scope of initiative because of un prompt and unqualified employees. Needed improvements are continuously the job of an other(a)(a) manager or employee (Schaffer, 1971). In this way, manger cope with their fear of failure and uneasiness and use defense mechanism in order to flip over their goals. Schaffer (1971) overly suggested that managers keep themselves comfortable by keeping busy to avoid doubts about themselves and how things are going.Neo Freudian TheoriesFreuds Psychoanalytic Society, as the oldest and most famous approach to explaining human personality, generated a lot of new theories, which retained the unconscious as a key factor to understand different behavior styles. These neo-Freudians in the main see to it with Freudian concepts, but they also went on to develop their own theories, in which they pick up the failures of Freuds Theory like his tension on instinctual over social influences and the generally negative picture he create of human nature. (Burger, 2008, pp. 99)Alfred Adler Striving for SuperiorityAlfred Adler concentrated on the concept of tenor for transcendence to explain d ifferences in humans behavior and motivation. He argued, that at the beginning of every psychological life is a touch modality of lower status and helplessness, which a person lifelong tries to overcome. Everything a person does, occurs on this struggle in order to establish a sense of superiority over lifes obstacles. (Burger, 2008, pp. 101-102)Adler differed from Freud in the way how he expound human motivation. Freud identified, that human behavior is prompt by life/ familiar and death/aggressive instincts, whereas Adler identified this striving for superiority as an boilers suit motivational factor (Burger, 2008, p. 101).Application to railway line organisation environmentRegarding to Adler, the mind wherefore we work hard or try to achieve a cast of power, is the humans desire for striving for superiority or winner. collectible to this fact, Adler saw trade success as an expression of superiority striving. He argued, that, the more inferior human race see themselve s, the unattackableer their striving for superiority, which push them to buy the farm lucky (Burger, 2008, p. 102).Adler also suggested, that successful business people reach a sense of superiority and success done their performances, but only if they achieve their goals with observance for cooperate social responsibility (CSR) and welfare (Burger, 2008, p. 102). Success means to provide consumers with a good product at a pleasure ground price that will make everyones life a little happier (Burger, 2008, p. 102). This can also involve every kind of CSR activities for example paying employees a fair honorarium, providing good and invulnerable working conditions, using safe and eco-friendly production and transportation systems, stewardship of available resources, avoiding discrimination as well as unfair competition. In contrast poorly adjusted people express their striving for superiority by means of selfishness and a concern for personal glorification at the expense of oth ers (Burger, 2008, p. 102).Alfred Adler Birth OrderAdler also put their emphasis on the role of birth order in forming personality. He argued that firstborn children differ in their behavior and personality from middle-born and lastborn children (Burger, 2008, p. 103). Relating to Adler problem children, neurotics, criminals, drunkards and perverts are mostly firstborns, as a result of less attention and less treat by their parents, after a sibling was born. In the opposite middle-born children develop a strong superiority striving, because they are always used to have another sibling and they are never granted the luxury of being pampering. Adler believed, that lastborn children are pampered throughout their whole childhood, which can lead to a gamyer(prenominal) dependency from others and a strong feeling of inferiority (Burger, 2008, p. 104). In common the middle-born children were the most achieving and were less vulnerable to psychological dysfunction than the firstborns or lastborns (Burger, 2008, p. 127).Application to business environmentNowadays there are widespread beliefs in science and economy, that birth order is an important determinant of personality, intelligence, and economic success.Ben Dattner , a professor and notable consultant in New York, argued, that sibling dynamics play an important role in how you sell yourself in the workplace, base on the time, attention, love and resources your parents devoted to you (as cited in Bolch, 2007). According to Dattner, firstborn children are likely extroverted and confident, but they are also worried about losing their position or intrigue and stave off failings and mistakes. He argued, that middle-born children are likely diplomatic, are good at negotiation and are very peace-loving persons, who are closer to friends than to family. In his eyes, the most achieving-orientated are the only children, who are always trying to acknowledge their parents forecasts and requirements. (Bolch, 2007).Scher, the CEO of a marketing services beau monde, argued, that they found out, that a lot of their opera hat employees were lastborn children, who could negotiate and knew how to communicate (as cited in Bolch, 2007). But finally, the common perception is, that the birth order could have a impact on humans personality and behavior , but there are any more various factors, which have an huge impact on a persons outgrowth or business success. For example gender, culture, socioeconomic factors, divorces, remarriages and so on (Bolch, 2007).Carl Jung corporate UnconsciousAccording to Carl Jung, all human inherit basically the cor doing unconscious material (from past generations) and psychic characteristics, which Jung called the embodied unconscious (Burger, 2008, p. 105).This collective unconscious houses primordial images, called archetypes. The most interesting archetypes are the anima (the feminine side of the male), the animus (the masculine side of the female) and the shadow (cont ains the negative and dark side of humans personality) (Burger, 2008, p. 106). Jung argued, that there are as many archetypes as there are typical situations in life (as cited in Burger, 2008, p.106). He described these archetypes as a certain answer to the world and its situations (Burger, 2008, p. 106).Application to business environmentRichardson (2007) focused on the power of Jungian hero archetypes in consumer brand building. He argued, that the archetypes are a mightily tool for mass marketing and brand building and which are successfully used to influence human behavior through story utter in the form of myths (Richardson, 2007). This could help to sell and advertise a companys products and services in order to create brand knowledge and loyal customers. Richardson (2007) argues, that increasing competition is the debate wherefore companies concentrated on consumers unconsciousness and their archetypes in order to analyze and influence consumers behavior and attitudes. F or example, Marlboro used the archetypical hero, the Marlboro Man, to advertise their cigarettes. As a result, Marlboro was graded as the worlds No. 1 most valuable brand, which cl wee support the power of hero-archetype advertising and drove competitors to try to employ archetypes as well (Richardson, 2007).Erik Erikson Personality Development through Life CycleErikson argued, that personality evolution persists through a persons lifetime (Burger, 2008, p. 111). He defined eight stages, all people have to go through. At each stage people are faced with a crisis and two different ways (one is intelligent and suitable, the other not) to cope with the crisis (Burger, 2008, p. 111). The way we pass through each crisis, influences and determines the rout of march of our personality development and how we cope with later on crisis.(Burger, 2008, p. 111).According to Erikson a persons life hertz started from infancy to old age.CUsersTanjaDesktopErik Erikson.bmpFigure Eriksons octett e Stages of Development (Burger, 2008, p.112)When a person complete a stage successfully, this could lead to a healthy personality with good social skills. Failure could result in a unsoundness of personality and could reduce the ability to cope with later crisis (Burger, 2008, p. 112).Application to business environmentErik Eriksons personality development through life cycle is also applicable to biography development in business. According to Munley (1977) Eriksons theory helps to understand the developmental nature of job-related behavior. He argues, that the development of basic senses of initiative, industry, identity, generativity, and ace all seem to be especially relevant to career development behavior (Munley, 1977, p. 263). Erikson analyze the crisis of the ego identity at the adolescence stage, which inherits a humans conscious about who he is and where he is going.According to Munley (1977), Erikson acknowledge the huge impact of occupational choice as a part of the identity crisis. He argues, that most of the young people are mingled by the irresolution to choose an occupational identity (Munley, 1977).A person without a sense of identity and the conscious how he fits into society whitethorn likely be unable in terms of job-related choice and career decision making. In the opposite a person with a strong sense of ego identity will be more able to makesuitable vocational decisions and choices in order to become successful in business world (Munley, 1977).Karen Horney Feminine PsychologyKaren Horney argued, that differences in mens and womens personality are the consequences of cultural and social factors (Burger, 2008, p, 116).According to Freuds theory, young girl likely has the desire to have phallus in their latency stage, which inherits feelings of inferiority and enviously because of its absence (Burger, 2008, p. 54). In respond to this penis envy, Horney identified the concept of womb envy, which is the mens jealously of womens ability to bear and nurse children, which men try to continue by becoming successful in other domains (Burger, 2008, p. 120).Application to business environmentRelating to Horney, there are attributes of men and women, which the other sex admires (Burger, 2008, p. 120). She also argued, that society often placed women in inferior positions, which could be the reason, why some women wish to be a men (Burger, 2008, p. 120). Even though, now society, labor market, business environment and law seem to treat men and women equally, discrimination against women motionless exists. According to a study of Johnson et al. (2010), beautiful women were discriminated against when applying for high gear-ranking job positions for example a manager, director or leader position, which are almost identified as masculine jobs.Johnson et. al (2010) argued, that attractive women are always preferred in feminine sex-typed jobs, which inherits for example higher salary and better performance evaluations. But in return, there are still men dominated and masculine sex-typed jobs, in which women are still deprived (Johnson et al., 2010).Aggression and FrustrationFreud was the first psychologist, who focused on the association surrounded by frustration and aggressiveness (Burger, 2008, p. 137). He identified aggression as a consequence of frustrated instincts. According to Freud all of the persons have an instinctual desire to demolish themselves, whereby the instinct is turned outward towards others (Burger, 2008, p.137). Later, based on Freuds original position, the frustration-aggression hypothesis was created by a team of psychologists. They argued, that aggression is always a consequences of frustration and frustration will always leads to some form of aggression (Burger, 2008, p. 137). Relating to Burger (2008) frustration can often effect indirect aggression. Freud argued, that people prevalent displace their (indirect) aggression against some harmless target in order to deal wi th their aggression or feelings of frustration (Burger, 2008, pp. 137-138). The frustration-aggression hypothesis was largely analyzed in various studies, which for example fond out, that frustrated people were more aggressively than non-frustrated people or that unpleasant emotions increased aggression (Burger, 2008, pp. 138-141). As a result new models of frustration-aggression hypothesis were created, which expressed, that frustration does not always result in aggression (Burger, 2008, p. 141).Application to business environmentNowadays, the relationship between frustration and aggression can be seen in various social contexts. Neuman Baron (1997) for example analyzed the impact of aggression in workplace. They described aggression as a harm-doing pattern, which includes psychological and physical blot (Neuman Baron, 1997).They categorized eight types of workplace aggression (Neuman Baron, 1997).CUsersTanjaDesktopaggression 1.JPGCUsersTanjaDesktopaggression2.JPGFigure Eight causes of Workplace Aggression (Neuman Baron, 1997, p. 40)Neuman Baron (1997) identified for example destruction of machinery and goods, work slowdowns, passing on defective work and intentionally misplacing of important paperwork as acts of sabotage in the workplace. Reasons for workplace aggression can be histrion frustration (because of unfair salary or mobbing, downsizing and increasing number of part time jobs), stress and emotional disturbance (Neuman Baron, 1997). In order to cope with workplace aggression Neuman Baron (1997) suggested different tactic for example (1) creating procedures to select potentially aggressive employees, (2) punishing aggressive employees, (3) developing strategies to reduce feelings of frustration and injustice and (4) providing training programs, which involves improving employees social skills, providing lintel strategies and alternatives to aggression.The Trait ApproachAccording to Burger, the researchers of this approach focus on a spect rum of different personality characteristics (Burger, 2008, p. 5). The trait approach argues, that each person fits into a personality category, which inherits a certain pattern of behavior, that differs from the behavior of other categories (Burger, 2008, p. 155). hydrogen Murrays Psychogenic NeedsHenry Murray analyzed and explained human personality by focusing on psychogenic needs, which he described as a readiness to respond in a certain way under certain given conditions ( as cited in Burger, 2008, p. 161). Relating to Carl Jung, Murray argued, that this personal power structure of needs mainly exists in humans unconsciousness (Burger, 2008, p. 161).CUsersTanjaDesktopUnbenannt.JPG CUsersTanjaDesktopUnbenannt2.JPGFigure Murrays Psychogenic Needs (Ewen, 1980)Application to business environmentMurrays theory of psychogenic needs is quite reclaimable in order to motivate employees. According to Gray (1998), the most important motivational factor for small business owners and self -employees are their strong sense of autonomy and independency. He found out, that the need for independency is the main reason for new business owners to start up their business (Gray 1998, p. 137). Gray (1998) also analyzed the motivational impact of the need for achievement on managers behavior, performance and success. He also identified achievement as a multidimensional factor in the term of managerial characteristics, which involves for example work ethic, pursuit excellence, social status and respect as well as dominance, competitiveness, acquisitiveness and mastery (Gray, 1998, p.134).The Big FiveThe Big Five model describes five dimensions of personality, which are used to explain humans personality and differences in humans behavior. The Big Five model is based on Raymond Cattells effort to describe the basic dimensions of personality by analyzing data from different sources with factor analyses (Burger, 2008, p. 165).According to Burger (2008) different teams of researche rs found, via factor analysis, the demo for five basic dimensions of personality (Burger, 2008, p.165). This model is a descriptive model for personality, which involves the most common used dimensions (1) Neuroticism, (2) Extraversion, (3) Openness, (4) Agreeableness and (5) Conscientiousness (Burger, 2008, pp. 165-167). Burger (2008) argued, that although people may identify personality as if all traits can be constellate to five dimensions, the Big Five model may not but capture the complexities and intricacies of human personality (Burger, 2008, p. 169).Application to business environmentEmployers realized the richness of personality testes for hiring and promoting employees. By using the five larger personality dimensions, employer try to analyze the relationship of employees personality and job performance. Researchers identified the factor Conscientiousness under the Big Five factors as the best predictor of job performance (Burger, 2008, p. 175). According to Burger (20 08) high conscientious employees are likely careful, thorough, well organized, hardworking, persistent and achievement-orientated. People with these attribute tend to become a good and diligent employee.Type A, Hostility and Health medical exam professionals identified the Type A Type B behavior pattern by noticing that the behavior of heart attack patients differ from other patients behavior (Burger, 2008, p. 201). Typical Type A persons are high achievement-orientated, energetic and powerful, attracted to competition, easily aroused to anger and action and dont like wasting time. In return Type B people are relaxed and unhurried, dont like to seek competition or to be aroused to anger or action (Burger, 2008, p. 202).Type A primary differ from Type B in various behavior tendencies for example the sense of achievement striving, time urgency and hostility. The most substantive component of Type A people is their expression of frustration through anger and hostility (Burger, 2008, p. 202). Investigators argued, that high-anger and high-hostility patients are fortified hit by high blood pressure, heart and cardiovascular disease (Burger, 2008, pp. 204- 205). But according to Burger (2008) Type A persons are not necessarily unhealthy, if they are able not to be dragged down by minor rebounds and little frustrations (Burger, 2008, p. 206).Application to business environmentA Mangers working day is alter with various numbers of appointments, meetings, phone-calls, negotiations, responsibility and decision makings. Managers wake up early and they mostly have no time to eat or sleep. They are full of energy, high-achievement orientated, enjoy power and recognition and are strongly motivated to overcome obstacles. These are all characteristics of a Type A personality (Burger, 2008, pp. 201-203).Larson (2009) also mentioned in his article How personality can influence success the following characteristics of Type A personality always in a hurry, multi-tasking, teeth grinding, tendency to interrupt, fast eater, talker, frequently lose sleep, aggressiveness, softness to relax. He argued, that Type As seem to be strong leaders, have the ability to work well under pressure and are able to learn that all work is accomplished in a timely manner. According to Larson (2009) Type A persons are also often entrepreneurial, good delegators and are able to react quickly. Due to this fact, I postulate the hypothesis Managers are almost Type A persons, which has to be tested or substantiate by already existing studies.Characteristics of Socially Anxious PeopleShyness, feelings of nervousness, inability to concentrate, worrying about to say something wrong or stupid, cut conversations short-circuit or avoid them and less self-confidence are all characteristics of socially anxious people (Burger, 2008, pp. 206-210). According to Burger (2008) social anxiety is anxiety related specifically to social interactions or anticipated social interactions (p. 206). Relating to different researchers, the reason why people become anxious is, that they worry about what other people think of them (Burger, 2008, p. 210). Shy and socially anxious people fear, that other people think poorly of them or that they disgrace themselves. Burger (2008) argued, that the shy persons interaction style is a kind of self- apology, because they put all their efforts on making a good impression. (Burger, 2008, pp. 210-211).Application to business environmentCuncic (2010) postulated, that social anxiety disorder has an huge impact on valet de chambre workplace and career. He argued, that social anxiety in workplace will be reflected by the inability to network effectively, the fear of attending business social events, the difficulty to develop relationships with coworkers, the lack of self-confidence, and difficulty to speak up in meetings (Cuncic, 2010). According to Carducci, a psychology professor at indium University, when shyness is properly managed, there w ill be no limit to the achievement of shy people in the business world (as cited in Cuncic, 2010).The Humanistic ApproachThe humanistic approach focus on humans feelings of self-acceptance, self-esteem and personal charge to identify and explain personality and differences in personal behavior (Burger, 2008, p. 5). According to Burger (2008) a key distinction between the humanistic approach and other theories of personality is that people are simulated to be largely responsible for their actions (p. 288). Humanistic researchers identified and concentrated on 4 key elements in order to identify humans personality. Humanistic scientist focused on (1) the personal responsibility, (2) the here and now, (3) the phenomenology of the individual and (4) the personal growth (Burger, 2008, pp.290-292).Abraham Maslows hierarchy of NeedsMaslow identified five levels of needs, which he arranged in a hierarchy of needs. These needs are (1) physiological, (2) safety, (3) social, belongingness and love, (4) esteem and (5) self-actualization (Burger, 2008, p. 300). He argued, that the lower levels needs have to be satisfied beforehand a higher-level need comes into play.CUsersTanjaAppDataLocalMicrosoftWindowsTemporary Internet FilesContent.Wordmaslows_hierarchy_businessballs.jpgFigure Maslows Hierarchy of Needs (Chapman, 2001)1.The physiological needsThese needs are the biological needs and consist of the human bodys primary needs, such as foods, water, air, sleep, sex. These needs will dominate when they are unsatisfied and they serve the buns for motivation (Burger, 2008, p. 299).2. The safety needsMaslow argued, that people are also motivated by satisfying their safety needs. Safety needs include protection from physical harm, ill health, economic disasters or when the future is not certain (Burger, 2008, pp. 299-300).3. Social needsWhen physical and safety needs are satisfied, the following higher level of needs assumes importance. These needs are related to the s ocial nature of people and their need for love, belongingness and companionship. According to Burger (2008) while the satisfaction of the psychological and safety needs will not guarantee happiness, the need for experience and love soon emerges (p. 300). Dissatisfaction of this level of need may affect the mental health of the individual.4. Esteem needsThe need for both awareness of importance to others (self-esteem) and actual esteem from others is included. Satisfaction of these needs may lead to self-confidence and prestige. If the satisfaction of these needs will failure, this may lead in feelings of inferiority and disincentives (Burger, 2008, p. 301).5. Need for self-actualizationThat means, that people will realize fully the potentialities of talents and capabilities. Maslow argued, if all other lower needs are satisfied, people will try to reach self-actualization and focus on developing themselves. He also suggested, that only a few people will reach the level of self-actu alization (Burger, 2008, p. 301).Application to business environment