Maslow's Hierarchy Of Change Essay

While organizations are in the process of restructuring or redesign due to various reasons, HR practitioners have to play major roles from transactional to strategic partnership. The crux of successful organizational restructuring or redesigning is the way how we manage and implement a change. (change, 2016). According to Change (2016), some of the primary roles that HR has to play are as follows:

• Change leader/owner: HR has to take the full ownership and responsibility for the change in planning and implementing it effective and efficiently (change, 2016).

• Change educator: HR has to take initiatives to hire ‘change agents’, who are: strategic thinkers, has full understanding and experience pertaining to the change with global exposure

While designing a corporate strategy, managers should ensure to align different departmental strategies like, Human Resources, Marketing, Operations, finance etc. with the corporate strategy (Riley, 2015). According to Ori (2009), when we talk about an employee need, it is worthwhile mentioning about ‘Maslow’s hierarchy of need’. Maslow expressed the hierarchy of need in a ‘pyramid’ shape. This pyramid needs of hierarchy denotes, the level of need that all employee or human being needs to fulfil to be happy. In order to reach the pick or the highest level of need, employees have to pass from the lower to the highest level of hierarchy (Ori, 2009). The Maslow hierarchy of needs are described from the lower to the highest level are as follows (Ori, 2009): Basic Needs: these are the basic necessities for a human being to exist: food and shelter. When it comes to the job, these needs will refer to an employee salary. An employee’s salary should cover the necessary expenses like: food, house rent, clothing, utilities payment. If the salary covers these needs, we can say that employee basic needs are

Culture has an important place in a person’s professional and individual life. Specially in the diversified organization, cultural difference is one of the sensitive issue that needs to be managed properly (Mayhew, 2016). According to (Tutara, Cakirogluc, & Altinozb, 2016), effective management of cultural difference in a multinational organization is called ‘cultural adequacy management’. Therefore, in a multicultural setting organization cultural adequacy management is a strategic tool for employee’s performance and motivation. Moreover, cultural environment is one of the influential factors that impact business locally and globally. Some of the components of cultural environments are: religion, values, laws, attitude, politics, and education. Hence, Human resource manager has to focus on a wider perspective on these components through cultural adequacy and sought to turn these cultural differences into a business advantage (Tutara, Cakirogluc, & Altinozb,