Abraham Maslow:
"And to others of good will, who want to help make a better world, I recommend strongly that they consider science--humanistic science--as a way of doing this, a very good and necessary way, perhaps even the best way of all." --Abe Maslow
"In the summer of 1962, Dr. Abraham H. Maslow, the psychologist well known for his work on motivation and personality, decided to take a sabbatical. That wasn't terribly unusual for a professor. What was unusual was where he decided to take his break--at a technology company called Non-Linear Systems, in Del Mar, Calif."
Andrew Kay:
"In the factory, Kay noticed that workers at the production line end were significantly happier, so he broke up his assembly lines into work teams responsible for the entire product. This workplace experiment caught the attention of psychologist Abraham Maslow, known for his concepts of hierarchy of needs and self-actualization. Maslow, who spent the summer of 1962 observing Kay's company, was amazed by the plant's collaborative spirit and productivity. In the resulting book, Maslow coined the concept "enlightened management" and stressed the advantages of workplace synergy and continual improvements. Clearly Andy Kay's work life embodies these concepts."
http://alum.mit.edu/ne/noteworthy/profiles/kay.html
http://www.kaycomputers.com/about.html
David A. Kay (son)
Andrew F. Kay Associate of Johnson O’Connor 1958-1973 Member Board of Trustees Johnson O’Connor Research Foundation 1979-present Member San Dieguito Union High School District 1958-1965 Member Coordinating Council for Higher Education for California 1960-1965 Member MIT Educational Council 1960s Member Board of Trustees La Jolla Country Day School 1960s
722 Genevieve Street
Suite N
Solana Beach, California 92075
Maslow:
"Later published under the name of Eupsychian Management, Dr. Maslow described his theories and ideas about "enlightened management."These assumptions underlie
Eupsychian Management Policy
**********************************
1. Assume everyone is to be trusted.
2. Assume everyone is to be informed
as completely as possible of as many facts
and truths as possible,
i.e., everything relevant to the situation.
3. Assume in all your people the impulse
to achieve...
4. Assume that there is nonce-subordination
hierarchy in the jungle sense or
authoritarian sense
(or "baboon" sense).
5. Assume that everyone will have the
same ultimate managerial objectives
and will identify with them no matter where
they are in the organization or in
the hierarchy.
6. Eupsychian economics must assume
good will among all the members of the
organization rather than rivalry
or jealousy.
6a. Synergy is also assumed.
7. Assume that the individuals involved
are healthy
enough.
8. Assume that the organization is
healthy enough,
whatever this means.
9. Assume the "ability to admire"...
10. We must assume that the people in
eupsychian plants are not fixated at
the safety-need level.
11. Assume an active trend to
self-actualization--freed
om to effectuate one's
own ideas, to select
one's own friends and one's
own kind of people,
to "grow," to try things out,
to make experiments and mistakes, etc.
12. Assume that everyone can enjoy
good teamwork,
friendship, good group
spirit, good group
homonomy, good belongingness,
and group love.
13. Assume hostility to be primarily
reactive rather
than character-based.
14. Assume that people can take it,
that they are
tough, stronger than most
people give them
credit for.
15. Eupsychian management assumes
that people
are improvable.
16. Assume that everyone prefers
to feel important,
needed, useful, successful,
proud, respected,
rather than unimportant,
interchangeable anonymous,
wasted, unused, expendable,
disrespected.
17. That everyone prefers or perhaps even
needs to love his boss (rather than
to hate him),
and that everyone prefers to respect his boss (rather than to disrespect him)...
18. Assume that everyone dislikes fearing anyone
(more than he likes fearing
anyone), but that he prefers fearing
the boss to despising the boss.
19. Eupsychian management assumes
everyone
prefers to be a prime mover rather
than a passive helper, a tool,
a cork tossed about on the waves.
20. Assume a tendency to improve things,
to straighten the crooked picture on
the wall, to clean up the dirty mess,
to put things right, make things
better, to do things better.
21. Assume that growth occurs
through delight and through boredom.
22. Assume preference for being
a whole person and not a part,
not a thing or
an implement, or tool, or "hand."
23. Assume the preference
for working rather than being idle.
24. All human beings, not only
eupsychian ones, prefer meaningful
work to meaningless work.
25. Assume the preference for personhood,
uniqueness as a person, identity
(in contrast to being anonymous
or interchangeable).
26. We must make the assumption that
the person is courageous enough for
eupsychian processes.
27. We must make the specific assumptions
of nonpsychopathy (a person must
have a conscience, must be able
to feel shame, embarrassment,
sadness, etc.)
28. We must assume the wisdom
and the efficacy of self-choice.
29. We must assume that everyone likes
to be justly and fairly appreciated,
preferably in public.
30. We must assume the defense
and growth dialectic for all these positive
trends that we have already listed above.
31. Assume that everyone but
especially the more developed
persons prefer
responsibility to dependency
and passivity most of the time.
32. The general assumption
is that people will get more pleasure
out of loving
than they will out of hating
(although the pleasures of hating are real
and should not be overlooked).
33. Assume that fairly well-developed
people would rather create than destroy.
34. Assume that fairly well-developed
people would rather be interested than
be bored.
35. We must ultimately assume
at the highest theoretical levels of
eupsychian
theory, a preference or a tendency
to identify with more and more of the
world, moving toward the
ultimate of mysticism, a fusion with the world,
or peak experience,
cosmic consciousness, etc.
36. Finally we shall have to work
out the assumption of the metamotives and
the metapathologies, of the yearning
for the "B-values," i.e., truth,
beauty, justice, perfection, and so on."
http://www.maslow.org
What Now?
"Maslow on Management is now available at Amazon.com!
Click here to be transferred directly to Maslow on Management at the Amazon.com website. "
http://www.cfil.com/docs/maslow.html
Maslow on Management
by Abraham H. Maslow
bravenet.com