Importance Of Employee Self-Esteem

It has been known for a long time that humans are not motivated by economic needs alone. Feel good about our abilities, our control over our world, and our relationships with others. William James (1990) an American psychologist, recognized this in the late 19th century, and Abraham Maslow (1971) theorized about it with his hierarchy of needs, with social, esteem, and self-actualization needs sitting at the top of his pyramid. Throughout the early to mid-20th century it was recognized that these psychological needs for esteem did not cease to exist once employees entered the workplace. They continued to motivate workers to behave in certain ways and to affect their attitudes and emotions towards work. However, it is only in the last 30 years that researchers and practitioners have gained a better understanding of the what, how, and why of employees self-esteem needs at work. Now we know that one of the most important drivers of human behavior at work is their level of self-esteem (Newstrom, 1999).
According to Robert (1949) Man is an individual, but at the

It is that self-evaluation and expressive conceptualization that individuals make and maintain with regard to themselves. In this sense, self-esteem is a personal evaluation reflecting what people think of themselves as individuals. For Korman (1970) self-esteem reflects the degree to which the individual sees him/herself as a competent. The high self-esteem individual has a sense of personal adequacy and a sense of having achieved need satisfaction in the past (Korman, 1966). According to Pelham and Swann (1989) self-esteem also consists of an affective liking/disliking component which are high self-esteem people like who and what they are. Thus, people high in global self-esteem agree with statements like I am a person of worth, on an equal plane with others and I am satisfied with myself (Rosenberg’s,