The need for respect, recognition. Masloou needs theory The need for recognition from others

Needs for respect.

These include the needs, both for self-respect and for respect from others, including the need for prestige, authority, power, and career advancement. Self-esteem is usually formed by achieving a goal; in addition, it is associated with the presence of independence and independence. The need for respect from other people orients a person towards gaining and gaining public recognition, reputation, status within the group, the external manifestations of which can be expressions of recognition, praise, honorary titles, promotion, etc.

Needs for self-realization (self-expression)

They include the needs for creativity, in the implementation of their own ideas, the implementation of individual abilities, personality development, including cognitive, aesthetic, etc. needs. By their nature, the needs for self-realization are more individual than others. They characterize the highest level of manifestation of human activity.

The first four levels of needs are usually called scarcity needs, since the degree to which they are satisfied has a limit. The fifth type of needs - the needs for self-realization - are the needs for growth, which can be unlimited.

According to Maslow's model, there is a hierarchy between all groups of needs, a certain ratio that can be depicted in the form of a pyramid. Also, the first two levels of needs are considered primary, and the next three are secondary.

For men in love and intimate relationships, it is important to believe in his strength and abilities, the absence of reproaches towards him (acceptance of him as he is), appreciation for his care, admiration for his achievements, approval of his decisions and encouragement of his efforts. For women, something else is important, namely care, understanding, respect, devotion, recognition, reinforcement of confidence.

These are the first priority needs of a man and a woman in love. It means that:

• Men are also pleased that women need it so much, and women will gladly not give up what is so important to men, but the priorities of what is important for them are precisely these needs.
• Men tend to give a woman something that is dear to men themselves (the needs of the men's list): they think it is expensive, but women in fact do not really appreciate it. Likewise, men do not value the most precious thing (in the understanding of women), which is a woman's list.
• Men will not appreciate taking care of themselves until they feel trust in themselves. A woman will not appreciate trust until she feels cared for.

Paired relationship of male and female needs

1. She needs care, he needs trust (faith in his ability)

When a man expresses concern and understanding, shows interest in his partner's feelings and sincerely cares about her well-being, the woman automatically responds to him by trusting and accepting him for who he is. When a woman shows her trust in a man (you can handle everything yourself without my prompting), he automatically responds to him with the care that his girlfriend needs so much.

Trusting a man, a woman opens up more and more to meet him, she is able to receive much more from a relationship - and a man begins to feel that he is really trusted. This means that he does everything that depends on him - the man is relaxed, satisfied and already reacts with pleasure to the woman.

What is trust (belief in his ability) for a man, see Knight in Shining Armor

2. She needs understanding, he needs acceptance as he is

When a man, without irritation, but on the contrary - with sympathy and lively interest, hears a woman talking about her cherished, she feels that she is heard and understood. Understanding does not imply guessing thoughts and feelings: it is about extracting information from what you hear and correctly assessing it. The more a woman's need to be heard and understood is satisfied, the easier it is for her to accept a man as he is (and this is what he needs).

When a woman meets a man with love, without trying to remake him, he feels accepted with all his pros and cons. The partner does not at all consider him an ideal, but makes it clear: she is not going to "improve" him, believing that the man will do it himself. With this attitude, it is much easier for him to listen to his partner and understand her aspirations - and this is exactly what she needs.

3. She needs respect, he needs gratitude

When, in dealing with a woman, a man recognizes and prioritizes her rights, desires, needs, thoughts and feelings, she is sure that she is respected. Concrete, tangible expressions of this respect - flowers, memories of birthdays, family dates, etc. - are very important for satisfying the third of the primary female needs in the area of ​​love. It is much easier for a woman who feels a man's respect to show him the gratitude he deserves.

When, as a result of a man's efforts, a woman feels good, she is grateful to him for it. Appreciation is a natural response to feeling supported. Feeling the gratitude of a woman, a man knows that his efforts were not in vain, and will double them with renewed vigor. And respect for your partner will increase.

4. She needs loyalty, he needs admiration

When a man prioritizes a woman's needs (rather than his own interests - work, study, entertainment, etc.) and is proud to be able to support her in everything, he satisfies his partner's fourth primary need - to be loved. Feeling that she occupies the most important place in his life, the woman not only blooms herself, but also easily begins to feel admiration for her partner.

Just as a woman needs a man's devotion, he needs her admiration. Admiring a man means looking at him with delight, joyful surprise, approval and pleasure. He feels admiration for his partner when she is happily amazed to discover some special quality or talent in him. It can be a sense of humor, strength, purposefulness, integrity of nature, honesty, romance, kindness, love, understanding and other so-called old-fashioned virtues. Feeling the admiration of a friend, a man gains enough confidence to devote himself to the woman and adore her with devotion.

5. She needs recognition, he needs approval

When a man does not look down on the feelings and desires of a woman, does not argue with them, but accepts and recognizes them, so to speak, legitimacy, a woman feels loved, because her fifth primary need in the sphere of love is satisfied. (It is important to remember that he can accept his partner's point of view, while having his own.) When a man makes it clear to a woman that he recognizes her rights, he receives from her the approval that he desperately needs.

Deep down, every man wants to be a hero for his beloved, a knight in shining armor. The sign that he passed the tests for the title of knight is the approval of a friend, indicating that the partner is good for her and she is quite satisfied with him. (Remember, expressing approval to a man does not always mean agreeing with him.) Approval is acknowledgment of his actions or the hope that a partner is motivated by good intentions. With much needed support, it is easier for a man to acknowledge the validity of his partner's feelings.

6. She needs confidence boost, he needs encouragement

When a man repeatedly proves to a woman that he understands, respects, appreciates her, is devoted to her, cares for her, thereby satisfying one of her primary needs: a woman needs confirmation that everything is fine with them. This behavior of a man means for a partner that she is always loved.

A man usually makes the mistake of believing that once he has satisfied all the primary needs of his partner in the field of love, and she feels happy and confident, then he will once and for all believe that she is loved. However, it is not. It is up to the man to reaffirm the woman's confidence over and over again.

One of the primary needs of a man is encouragement from a woman. A friend's approving behavior gives him hope and incentive as it expresses faith in his ability and strength of character. When a partner shows a man trust, appreciation, admiration and approval, accepts him for who he is, this inspires him to become as much better as possible, which, in turn, motivates the partner to reaffirm the woman's confidence in her love over and over again. - and this is exactly what she needs.

From the book by D. Gray "Men are from Mars, women are from Venus."

Video from Yana Happiness: interview with professor of psychology N.I. Kozlov

Topics of conversation: What kind of woman do you need to be in order to successfully marry? How many times do men get married? Why are there few normal men? Childfree. Parenting. What is love? A fairy tale that would not have been better. Pay for the opportunity to be close to a beautiful woman.

Each person (with rare exceptions associated with pathology) constantly needs recognition, a stable and, as a rule, a high assessment of his own merits, each of us needs both the respect of the people around us, and the ability to respect ourselves. The needs of this level are divided into two classes. The first includes desires and aspirations associated with the concept of "achievement". A person needs a sense of his own power, adequacy, competence, he needs a sense of confidence, independence and freedom. In the second class of needs, we include the need for reputation or prestige (we define these concepts as respect for others), the need to win status, attention, recognition, fame.

Satisfaction of the need for assessment and respect gives rise to an individual's sense of self-confidence, a sense of his own worth, strength, adequacy, a feeling that he is useful and necessary in this world. Unsatisfied need, on the contrary, causes him a feeling of humiliation, weakness, helplessness, which, in turn, serve as a ground for despondency, trigger compensatory and neurotic mechanisms. Studies of severe cases of post-traumatic neurosis help us understand how much a person needs a sense of self-confidence and how helpless a person who is deprived of this feeling is.

If such a person constantly needs confirmation that he is respected, that he is appreciated, he is significant for his circle of people, to be sure that he will be accepted. The only way to constantly receive such confirmation from others is to be in the spotlight by any means. Fromm wrote about this in his book "Escape from Freedom" that a person driven by a feeling of loneliness and helplessness runs away from himself, to where he is accepted, and even better, where he will be in the spotlight. Even Frankl in his first publications wrote about the "neurosis of the day off." When from a frantic pace working week, a person does not even try to understand who he is and what he wants. When the weekend comes, he needs, firstly, to run somewhere all the time and do something, because he is used to it and this does not give the opportunity to think, stop and look around, and secondly, he does not know what to do with himself alone. All this suggests that such a person has low self-esteem, he does not accept himself or, even worse, does not know. But the main problem is as follows: no matter how a person tries to get recognition from the outside, this recognition is not enough for him all the time, and that inner anxiety cannot be satisfied (which, by the way, not everyone can find in themselves, because they have been living with this anxiety for a long time ). And such a person has to constantly be torn in order to be in time everywhere, to be in the center of attention, to adapt to everyone, and in every possible way to show his pseudo independence.

Theological discussions about pride and pride, numerous theories of deep dissociation (or inconsistency with one's own nature), sustained in the spirit of Fromm's philosophy, Rogers' studies of the "I", these works contribute to an ever deeper understanding of the dangerous consequences of unrealistic self-esteem - self-esteem built only on the basis of judgments of others and has lost touch with the real abilities, knowledge and skills of a person.

We can say that self-esteem will only be stable and healthy when it grows out of deserved respect, and not from the flattery of others, not from the fact of fame or glory. It is necessary to clearly understand the difference between the achievement itself and the sense of competence associated with it, between what is acquired exclusively by an effort of will, assertiveness, a responsible attitude to business, and what has come to you as a result of the implementation of your natural, spontaneous inclinations, which is given to you by your nature, constitution, biological destiny, destiny, or, in Horney's words, your real self, not an idealized pseudo-self.

"The strongest human need," wrote one of the most prominent American psychologists, William James, "is the need to be appreciated." For adults, the need to establish and maintain a consistent self-image and self-esteem can be a major motivator. This category also includes the need for self-esteem and professional achievement, the desire to achieve success, to have a prestigious and respected job by others, and the need to gain approval, recognition from the organization, management, friends or subordinates.

Recognition of employee achievements. For many people, when they choose a place of work, considerations of prestige, reflecting the assessment of their contribution, are very important (and sometimes defining). For almost all Western organizations that have achieved significant success and have become recognized world leaders, programs to ensure the recognition and reward of employees for their achievements in work are a mandatory element of the personnel management system.

Meeting the need for fair value and respect is critical to attracting the best talent: talented professionals with a wide range of job choices often go where they are most valued, and not always translate into the highest pay.

Recognizing employee achievement is an important means of meeting their need for respect. Most companies celebrate the high achievements of their employees. Both large rewards and more modest rewards are used.

The need for self-realization.

Self-realization is the desire of a person to maximize his professional and personal potential in and out of work. People with a high need for self-realization, if the right conditions are created for them, are ready to work at the maximum of their creative, intellectual and physical capabilities. This makes them the most valuable resource for the organization.

Opportunities for training and development, the implementation of independent projects work to meet the needs of this level. Employees are largely motivated by giving them the opportunity to prove themselves or achieve a higher professional level.

Alderfer's theory.

Clayton Alderfer's approach emerged in response to criticism of Maslow's hierarchical model. Alderfer proposed a simpler structure of a person's motivational-need sphere, highlighting only three types of needs (instead of Maslow's five). Its name - ERG - Alderfer's theory received three letters of the three groups of needs identified by him:

Existence needs;

Needs for social connections (relatedness);

Growth needs;

Unlike Maslow, who admitted that motivation can only develop from the bottom up, from lower needs to higher ones, Alderfer argues that movement can go in both directions. Needs, according to Alderfer, are not activated in any particular order; their actualization depends both on the individual characteristics of a person and on the specifics of the situation; any need can be actualized regardless of the satisfaction of other needs. According to the ERG theory, if efforts aimed at meeting the needs of any level are constantly unsuccessful, then a person can return to behavior that satisfies simpler, in terms of the possibility of meeting them, needs. An employee who, within the framework of his work activity, is not able to meet the needs for personal and professional growth, may stop at the fact that he will do his job only as much as necessary in order not to lose his place and satisfy social needs (the need for communication), that is lower level needs.

According to Alderfer's theory, the hierarchy of needs reflects an ascent from more specific needs to less specific ones. Each time a need is not met at a higher level, there is a switch to a more specific need at a lower level.

Alderfer tried to establish a connection between the satisfaction of needs and their activation, and as a result, he identified seven principles.

1. The less satisfied the needs of existence, the more they manifest themselves.

2. The weaker social needs are satisfied, the stronger the effect of the needs of existence.

3. The more fully satisfied social needs, the stronger the effect of the needs of existence.

4. The less satisfied the needs of existence, the more actively social needs declare themselves.

5. The less satisfied the needs of personal growth, self-realization, the stronger social needs become.

6. The more fully satisfied social needs, the more actualized the needs of personal growth.

7. The less satisfied the needs of personal growth, the more actively they manifest themselves. The more the need for personal growth is satisfied, the stronger this need becomes.

Thus, Alderfer got away from some inflexibility of Maslow's model, showing that the order of actualization of needs can be different than Maslow pointed out, and depend not only on its place in the hierarchy, but also on the degree of satisfaction of both this need and some other needs. ...

Although ERG - theory was an attempt to develop A. Maslow's motivational theory, it did not receive the same acceptance among practitioners.

Herzberg's two-factor theory.

The next step in understanding the motivational mechanisms of work activity was made by Frederick Herzberg. His work has had a huge impact on management practice.

Herzberg took a different path than Maslow and Alderfer. He was not interested in the content of individual motives (needs). He was interested in the result, which leads to the difference in the motivation of workers - productivity and the efficiency of their work. Herzberg proceeded from the fact that job satisfaction is the basis of high productivity, so he tried to understand what determines the satisfaction or dissatisfaction of employees with their work. “The attitude of people to their work can determine the success or failure of any industrial concern, no matter whether its capacity is used at 50 or 100%. In reality, in difficult times, it may turn out that the line separating whether the concern will survive or not will depend on the morale within the team, "Herzberg wrote.

Under the leadership of Herzberg in different countries world, including the socialist, in the 60s - 70s, a large number of studies were carried out, in the course of which the respondents were asked the question: “Describe any period of time or event during which you experienced especially positive or especially negative feelings towards their work. This can be the work you are doing now, or any other. Can you remember moments of these ups and downs in your attitude to work? Please tell us about them. " The received answers were analyzed and subjected to factor analysis.

The results showed that the factors responsible for professional satisfaction (motivation) differ from the factors that cause professional dissatisfaction (lack of motivation). Herzberg argued that since different factors are responsible for dissatisfaction and job satisfaction, these two states are not poles of the same scale. The opposite of professional satisfaction will not be dissatisfaction with work, but lack of satisfaction, and the opposite of dissatisfaction will not be satisfaction with work, but the absence of dissatisfaction.

At first glance, everything seems very confusing. Isn't that the same thing - "dissatisfaction" and "lack of satisfaction"? How to understand such expressions: “not satisfaction, but lack of dissatisfaction” or “not dissatisfaction, but lack of satisfaction”? However, in essence, Herzberg's ideas are very simple, the confusion here is of a purely linguistic nature: for us, dissatisfaction and lack of satisfaction are synonymous, Herzberg found out that these are completely different states.

Herzberg believed that there were two different sets of human needs behind the survey participants' answers. One row can be attributed to the “animal nature of man - the innate desire to avoid pain, plus all acquired aspirations that are due to basic biological needs. These are the factors of avoidance of dissatisfaction, and for them Herzberg borrowed the concept of hygiene from medicine. “Hygiene,” according to Herzberg, “is for human health. This is not a cure, but rather a prevention.

Modern methods of waste processing, water and air purification do not cure diseases, but without them there would be more diseases. " Likewise, hygiene factors do not create satisfaction (and intrinsic motivation); they only eliminate dissatisfaction. Hygiene factors are external to the job (describe the external aspects of the job, the work situation) and include company policy, management practices, control, interpersonal relationships, working conditions, salary, status and safety.

Table Hygiene factors according to Herzberg.

Hygiene factors	The general inefficiency of the company arising from the irrationality of activities, waste of efforts and resources, duplication of responsibilities or internal struggle for power. Lack of information about job responsibilities. The detrimental consequences of the policies adopted in the company: injustice in appointment to positions, in assessment, etc.
Formal Leadership (Technical Aspects of Leadership)	Inexperienced leadership, inability to organize work normally, inability to inspire subordinates, shortsightedness of the leader, low professional level of the leader.
Interpersonal relationships	Poor relationships with bosses, subordinates and colleagues; poor quality of social life at work
Salary	Total monetary compensation, fairness in payroll
	Position in relation to others, expressed in the name of the position, the size and decoration of the office, the make of the car, the parking place, etc.
Reliability of work	Uncertainty, anxiety, fear of losing a position or job
Personal life	The impact of work on a person's family life, including stress, overtime, or relocation
Working conditions	Inconvenient location of the enterprise, lack of conditions for high-quality performance of work, insufficient amount or too much work.

According to Herzberg, all these elements, in the event of their unfavorable state, can cause a person to feel dissatisfaction or dissatisfaction with work. At the same time, the good state of these factors will not lead to high motivation of employees, but will only cause a lack of dissatisfaction.

Another set of needs (which, according to the results of Herzberg's research, were behind the factors determining people's satisfaction with their work) is associated with a unique human characteristic - the ability to self-actualize, to achieve and psychological growth. It is common for a person to look for ways of self-realization in all areas of his life, and work is one of the most important areas. The conditions in which he performs his work cannot provide him with high satisfaction. Growth opportunities only arise when growth factors are present in the work environment. Growth factors (internal to work) or motivators are:

1. Achievements. The achievement factor was more often found in descriptions associated with the experience of high satisfaction (41%). The stories of this group are centered on the facts of the successful completion of a work assignment, the solution of new work tasks, and the introduction of new systems. The achievement factor can serve as a source of positive feelings regardless of recognition.

2. Recognition is the second most frequently mentioned factor, appearing in a third of stories associated with a positive attitude towards work (33%). Sources of recognition can be: management, colleagues, clients or subordinates. An important aspect of the effectiveness of recognition in creating a positive attitude in work is the presence of some kind of achievement, that is, recognition associated with the experience of high satisfaction is rarely found without an accompanying achievement.

4. Responsibility. These included topics such as the ability to work without constant supervision from superiors, the ability to take responsibility for their actions, become responsible for the work done by other people, and also perform more responsible work without formal advancement in the career ladder.

5. Career advancement. Promotion in terms of increased satisfaction is often associated for respondents with a sense of professional and personal growth, recognition, success, and responsibility.

Herzberg showed that of all factors contributing to job satisfaction, 81% were motivators, and of all factors contributing to employee dissatisfaction with their jobs, 69% were hygienic factors.

Summarizing the results of his research, Herzberg made a number of conclusions:

1. Poor hygiene conditions lead to job dissatisfaction.

2. A good state of motivators can only partially and incompletely compensate for an unfavorable state of hygiene factors.

3. Under normal conditions, the good state of hygiene factors is perceived as natural and does not have a motivating effect.

4. The maximum positive motivational impact is achieved with the help of a good state of motivators with a satisfactory state of hygiene factors.

Unlike Maslow's theory, Herzberg's two-factor theory does not imply a hierarchical organization of motives (needs), that is, true (internal) motivation, the employee's desire to work with full dedication, according to Herzberg, does not depend on satisfying hygienic needs. Herzberg writes: “It must be remembered that two groups of factors work to meet the needs of the worker, but it is the“ motivators ”that are the main sources of job satisfaction and cause the very improvements in productivity and quality of labor that industry is trying to get from the labor force. Satisfying the hygienic needs of the employee, we can only hope to eliminate the possibility of disappointment in work and a decrease in the quality of work. "

Herzberg's two-factor theory of motivation made it possible to draw the following conclusions for management practice:

1. Many organizations, concerned with making fuller use of the human resources at their disposal, go to great expense to create a good working environment in the organization, believing that in this way they can increase employee satisfaction with their work in the organization and strengthen them. motivation. However, it should be borne in mind that such a policy can only achieve a reduction in workers' dissatisfaction with their work, eliminating the sources that can cause this dissatisfaction.

2. To effectively influence the motivation of employees, to increase their willingness to work hard in the interests of the organization, it is necessary not only to address hygienic factors, but also to influence employees through factors related to the group of motivators, creating better conditions for recognition of achievements, professional and job growth by offering more responsible, promising and meaningful work.

Herzberg proposed a way to move from "hygiene" to motivation through a process he called "work enrichment." He assumes that the only way employees can be motivated is to make work more meaningful and interesting for employees. If the work they do is boring and uninteresting, then it needs to be enriched.

The approaches of Maslow, Alderfer, and Herzberg essentially have a single basic structure: the basic elements of each of the theories are based on the same questions, but grouped in different ways.

Model of the key characteristics of the work of Hankman - Oldham.

J. Hankman and J. Oldham developed and systematized Herzberg's views on methods of enriching work and increasing the motivational potential of work.

According to the Hackman - Oldham model, high work motivation is determined by the following psychological states of workers:

Awareness of the meaning of work. If employees find the work too simple (primitive) and pointless, then the motivation will be low.

A sense of responsibility for the quality and quantity of products produced.

Awareness of the results. At feedback showing employees how well they are performing the task, their motivation decreases.

The psychological states of workers, which determine the strength of labor motivation, cause the following main characteristics of work.

Diversity of the work process - the degree to which the performance of work requires the solution of various tasks, the use of a variety of knowledge, skills and abilities. For example, a secretary can perform a number of different tasks: taking notes, working on a computer, answering phone calls, providing information to visitors, and so on.

Completion of tasks - the degree to which the work is a complete cycle of operations, the completion of the task from start to finish. For example, a tailor will have a high degree of completeness if he does all the work associated with tailoring a suit (taking measurements, choosing materials, cutting, fitting and sewing).

The importance of tasks - the degree to which an employee realizes the value of the tasks performed for other people, an organization or society. For example, the importance of the work of physicians looking for a cure for a serious illness will be very high.

These three factors contribute to a sense of the value of work. According to the performance model, work will be perceived as meaningful if it is seen as important, diverse and meaningful.

The opportunity for self-reliance is the degree of freedom of the employee and the right to plan, determine the schedule of work, and make decisions on how to implement them. Independence at work makes employees feel a sense of personal responsibility for the results of their work. Employees decide for themselves what and how they will do.

Feedback - how timely and fully the employee is provided with information about his own performance and the degree of compliance of work results and work behavior with established requirements.

An example of the organization of work in accordance with the key characteristics model is the work of a surgeon. The surgeon is required to display a variety of skills and abilities in the work; his professional activity is distinguished by a high degree of completeness, since he deals with the patient from the onset of the disease to his cure (from diagnosis to the operation and treatment in the postoperative period), his work is of high importance (the patient's life or death), he has a high degree independence, since surgeons usually accept independent decisions regarding the tactics of the operation; and he has clear and direct feedback on the success of his operations.

The other pole is the labor of assembly line workers. All five key characteristics will have low values ​​here.

The Key Performance Model states that these three critical psychological states (relevance, accountability for performance, and knowledge of results) determine performance, namely motivation, productivity and quality of work, job satisfaction, absenteeism, and employee turnover. The higher the value of the work is experienced, the responsibility for the work performed and the knowledge of the results, the more positive results can be expected. If a person performs a job that assumes a high level of all five key characteristics, then he, in accordance with the model of key characteristics of the Hackman-Oldham job, will be highly motivated and satisfied with his work.

This model is particularly successful in describing the behavior of individuals who have a high need for growth, advancement and development. Those workers who are not particularly interested in personal growth and development will not produce theoretically predicted psychological responses to key performance characteristics, and as a result, the performance predicted by this model. By incorporating this variable into their model, Hackman and Oldham acknowledge the limitations of enriching labor. Not every employee wants to complicate his work, increase responsibility and independence, and such enrichment of labor does not always lead to increased motivation and high employee satisfaction, increased productivity and quality of work.

If you expertly establish the relative importance of each of the characteristics of the work process proposed by Hackman and Oldham for a particular job, then you can calculate its motivational potential.

Warr's "vitamin" model.

An original approach to staff motivation was proposed by P.N. Warr shared with colleagues. He divided motives into two groups depending on their effect on human behavior and drew an analogy with the effect of various vitamins on human health.

It is known that a person needs a daily intake of vitamins; a lack of vitamins (hypovitaminosis) has a bad effect on health, however, an overabundance of certain vitamins (hypervitaminosis) also leads to diseases. Similarly, Warr argues that a person needs a minimum portion of nine variables to maintain job satisfaction. These are the following variables:

Physical security

Social position that has value for the individual

Externally defined goals

Diversity

Clarity, crispness

Control

Using skills

Interpersonal contacts

The state of mental health is possible only if the individual in the process of professional activity receives the minimum sufficient portion of the required "vitamins", however, an overabundance of some factors can be harmful, causing conditions similar to states of poisoning or toxic reactions with an overdose of vitamins A and D. Others in other words, it is harmful if something is small, but when there are too many certain factors, then this is also fraught with problems.

Some factors in the work environment - called CE - factors - do not cause any harm, even if they are present in excess, their action is close to the action of vitamins C and E, which are excreted from the body if the body receives them in excess. Other factors (they are called AD - factors) are similar in their action to vitamins A and D, which, when overestimated, cause toxic reactions.

Effects high level CE and AD variables.

High level of AD variables

In order for the manager to be able to create optimal conditions in terms of maintaining a high level of labor motivation of subordinates, he should be well versed in how the work situation can affect their job satisfaction and the desire to make additional efforts when performing assigned tasks.

The "motivational diet" of workers must be well balanced, it must contain enough different "vitamins". But AD - variables at the same time are fraught with danger, since they can act not only as motivators, but also as demotivators. Leadership style and work organization are behind these variables.

The Atkinson and McClelland Approach (Need for Achievement and Power).

American scientist David McClelland became interested in the difference between people who have achieved high results in their field of activity. He and his colleagues found that such people are distinguished by a high level of development of the following needs:

the need for achievement: the desire to achieve success, to surpass other people in order to solve complex problems;

the need for affiliation: the need to feel like belonging to a group, the desire to establish close personal ties with other people;

need for power: the desire to influence other people, control their actions, be responsible for the results of the activities of other people;

The need for affiliation is largely in line with the social needs already discussed and the need to respect Maslow's pyramid, so we will not dwell on it too much.

People differ significantly in the degree to which one or another group of needs influences their behavior.

Need for power and influence.

The need for power is manifested in the fact that a person seeks to control people, resources and processes occurring in his environment.

People differ significantly in the severity of the need for power and in its manifestation in behavior. Some get satisfaction from their influence on others, from their ability to evoke strong emotions in people - fear, admiration, anger, etc. Others take pleasure in manipulating people. Still others need power to achieve their goals. In any case, the most direct form of satisfying the need for power is the ability to directly influence the feelings, attitudes and behavior of people.

Persons with high motivation for power (domination) can be divided into two groups.

The first group consists of those who strive for power for the sake of power itself. First of all, they are attracted by the opportunity to influence other people. The interests of the organization for them often fade into the background, they focus on their leadership position in the organization, on the ability to rule, on their strength in the organization. They are not so much concerned with the interests of the organization, the interests of the business, as with the benefits that they receive by holding leadership positions.

The second group includes those people who seek to realize their leadership potential in the interests of the business, for the sake of solving organizational problems. The greatest opportunities for satisfying this aspiration open up when occupying leadership positions. People belonging to the second group satisfy their need for power by setting goals, setting goals for the collective and participating in the process of achieving them. At the same time, it is very important that they look for opportunities to motivate people and achieve these goals and involve subordinates in developing goals and help in achieving them. The need for power for these people is not a desire to satisfy their vanity, but a way of solving organizational problems. Such people are devoted to their organization, passionate about the business and work regardless of time.

Motivation in power can manifest itself not only in the desire of a person to influence other people, but also in the desire to exercise control over his work situation, in the desire for greater independence and independence in work.

Individuals with a low need for power avoid leadership positions and experience discomfort when they have to lead or influence others.

The need for success

The need to achieve high results, the desire to succeed has great importance to understand work behavior. People with a high need for achievement are ready to take responsibility for solving problems, strive to be successful, prefer independent, varied work. Workers with a low demand for achievement prefer to work in stable, reliable, predictable situations.

Research has shown that people with a strong need for achievement are characterized by a number of specific traits.

Characteristics of people with a high need for achievement.

1. Inclination to an average degree of risk, to a calculated risk. Many believe that people with a high need for achievement will be prone to high risk. However, research results show that this is not the case. For example, in a peg-to-peg experiment, it was shown that people with a low and high need for achievement behave differently. Individuals with a low need for achievement tend to stand either too close to the peg or too far away from it. Subjects with a high need for achievement always chose the distance from the peg so that it would make it possible to test their capabilities. They did not get too close, because then it would be too easy, and they would not go very far, because then the hit of the ring on the peg would not be determined by their skills, but only by mere chance or luck.

In other words, people with a low need for achievement tend to either a low risk, or too high, while individuals with a high need for achievement tend to a medium degree of risk, to a calculated risk. This has been confirmed in numerous experiments, ranging from children's games to making important decisions in professional activities and performing important jobs.

2. The need for immediate feedback. People with a high need for achievement prefer activities that provide an opportunity to receive immediate and concrete feedback on the degree of achievement of the goal. They gravitate towards such jobs or such professions where it is possible to constantly assess the results achieved (trade, construction) and prefer those hobbies that make it possible to constantly see the result or progress (woodwork, car repair, etc.).

3. Satisfaction with the very process of doing the work. People with a high need for achievement find satisfaction from the very process of completing tasks, not necessarily accompanied by material rewards. Individuals with a high need for achievement view money as a form of feedback or an indicator of how their work is being judged.

4. Engagement with the assignment. If a person with a high level of need for achievement has chosen a goal, then he tends to fully devote himself to work until it is successfully completed. They do not like to leave business halfway and do not like to work half-way.

Researchers studying the need for achievement have identified two components that determine the level of a person's development of this need: motivation for success and the desire to avoid failure. For example, a student's diligence in completing homework may be measured by a desire to get a good grade. So is the fear of getting a bad grade, censure from teachers or fear of punishment from parents. In this case, both the predominance of one of the components and their relative equilibrium are possible.

Numerous studies have confirmed the relationship between achievement motivation and labor productivity and efficiency. It was found that managers who successfully worked in a highly competitive environment had a higher need for achievement than people who succeed in competitive situations, have a level of achievement motivation that is significantly higher than the average level.

Leaders can influence the strength of the need for achievement of their subordinates, allowing them to show more independence, responsibility and initiative, making tasks more difficult, regularly assessing performance and rewarding high performance. Leaders who adopt this strategy often say that they seek to create a winning mindset in their employees.

The study of various professions showed that entrepreneurs are characterized by motivation to achieve above the average level and motivation in social relations below the average level. They are more concerned with the successful completion of the assigned task.

Top leaders have a higher need for power and strive to exercise that power by forcing other people to accept and achieve the goals of the organization. The desire to work for the good of the organization and the need to influence others makes such people very valuable to the organization.

Box April 19, 2018
This section of the Draft Manuscript, Maslow's Hierarchy of Needs — A General Theory of Motivation for Sociology, includes a new and more realistic view and interpretation of the need for respect compared to the (normative) views of Abraham Maslow himself. Considering anthropogenesis, the analysis of need begins with the issue of ranking in animals. This allows us to reveal the true evolutionary meaning of the mechanism of respect as a determination and protection of status. And behind the status are resources that are insufficient for everyone, available or expected only by status. The status is protected by an individual, then by a person or a group with the help of resources. In animals, the resource of protection is strength, and in humans, protection can be more difficult - with products and natural resources, finances or information. The resources used to protect the status are called in our theory (2011-2016) "status resources".
However, in political and economic science, this state of affairs (it is voiced in completely different forms - in terms of power) is called "social Darwinism." It is essentially the use of force by the "strong" in solving social problems and allocating resources. And at the same time, from 2003 - the date of creation of the work and to 2016 - the author did not correct the deciphering of respect in a person due to the lack of practical data on the mechanism of the emergence of the phenomenon of "human rights". Only in 2015-2016, developing the theme of conscience, the author involuntarily (always as usual, involuntarily, each idea as a vegetable has its own time in the order of the consequences of personal mastering of real material) comes out on a new topic.
This is the topic of "human rights" in as yet unpublished appendices. She appears only indirectly in The Musclet Jar, 3.10.3, 3.12.4. The topic of human rights, that is, a formal solution to the topic of respect according to the principle of "all are equal" as an alternative to informal rights of action due to unequal status resources of the participants (eg, administrative resources, wealth), finally emerges and takes its rightful place. Equality of rights plays in the world important role... However, the first scheme is not eliminated at all: in this way, the employer does not hire anyone, but according to his ability to produce resources - the ability to work.
But equality is not understood especially in Russia. Therefore, from now on, anyone who reads this section should understand that the text below concerns exclusively "wild societies" of the level of Genghis Khan, the First and Second Rome, empires in general. And unfortunately, the problem of "rights" has not been resolved and not accepted even in the Third Rome. In Russia, the world of equality of rights, and therefore the law, is not yet sufficiently developed for people and other social groups, including people of different opinions, which is very important not only for the world inside, but most importantly for correcting possible errors of the monopoly opinion or interest of the leading group or the majority. for society as a whole. Maybe someone thinks that rights and consideration of different opinions and interests are absurd in a wartime situation. But war time- always a state of extreme tension of forces and in fact a state of consumption (consumption) of accumulated resources, and not a state of normal production and life. This circumstance is the reason for the ineffective division of labor and a peaceful economy for the development of society as a whole. However, this conclusion is the conclusion of sociology. And the topic of sociology is ahead for the reader (and the author of these lines for the reader).
End of insert

At this stage, we get the opportunity to revise the hierarchy of Maslow's needs, taking into account the new hypothesis about the biological nature of the set of higher needs. This section initially provided a brief overview of the biological nature of basic needs up to the point where the author discovered new circumstances related to the need for respect. With these in mind, which dramatically expanded Maslow's understanding of the need for respect, we have made it harder to address this need for respect by retaining the old section structure.

Physiological needs

Physiological needs are (biological) by definition.

The need for security

The need for security means the release of certain substances responsible for anxiety. As in any organism, this system in humans can be hypertrophied, normal and underdeveloped (carelessness). It is essential that concern for the near future satisfaction of physiological needs objectively exists at the chemical level for normal individuals as well. In the biological world, experiments show the appearance of pathological anxiety and stress, often leading to the death of individuals. In contrast to the biological world, the human security system is already definitely related to his ability to predict and cognize, and is partially representable by models of the cognitive plan. It is very possible that this need is formed by learning, but we are talking here, not about cultural learning, but about biological learning. For cultural learning (caring for the future), the tools and actions of caring for the future are important, since learning can form completely different models of behavior to ensure the future of an individual (for example, a gypsy woman in a camp, a Russian peasant during the liberation, an African pygmy and an unemployed engineer in Europe. For the biological need for safety, it is not the instrument of action that is important, but the nested personal experience the fact of possible hunger, cold, etc., the memory of it. In order for such a need to arise, it is probably necessary that a person in his life experience at least once hunger from an ill-conceived order of nutrition and prepared supplies, cold, etc. Can such a need be characterized as a reservation of negative emotions (readiness for anxiety) in the human body? For example, as a meta need built on negative emotions (memories). Quite possibly.

But a person who has never experienced hunger or cold (perhaps with the extremely attentive care of elders), we assume, should not feel a sense of danger (from factors that have never brought him into a serious deprivation state). in future. For example, for rats there is data on compassion, taking into account experience (empathy, compassion for rats is tested - such a biological community is divided, roughly, into three parts - one part is compassionate without experience, the second part is only after experience, and the third part and experience is nothing does not teach, it is very possible that the results are more definite for the perception of danger. However, the probability of two-thirds is quite definite for firm sociological judgments, the same two-thirds - the golden ratio - characterize the results on aggression - the experiments of Milgram and Zimbardo). The need for the safety of the level of (accumulated) biology gives impetus to thinking about the necessary actions for the future, the size of reserves, the circumstances of the future life. Anxiety is a true manifestation of this need, but it concerns very specific already experienced problems of the lower level, facing the future, such as negative character anticipation.

The need for love and belonging

The need for love and belonging. Perhaps this need should be viewed as a physiological or biological need for procreation, motherhood (fatherhood), physical affection and physical emotional positive reinforcement. Most likely, it refers to the feelings of the infant in relation to the mother and in the biological sensations of matter in relation to the infant. Some of these actions are, probably, the first positively emotionally colored actions in a person's life. Later (with the development of the culture of society and its individualization and the development of individual love, which is a rather late factor), the feeling of family is transferred to the sexual relations of the partner and to the partner himself. The gradual formation of this need as a cultural phenomenon can be proved by rather simple family relations in a peasant family. So, in Belarusian, the concept of love is conveyed to the old "regret", which has a completely cultural and transitional nature of this feeling when it originated in a hard peasant working life. The need for love is perhaps the first need, which is not quite a deprivation need. It does not disappear when satisfied, serving as a springboard for other higher needs. If a person engaged in work that satisfies a higher need loses love and a sense of belonging, he immediately returns to an unmet need for security, since he is alone with the world. In addition, love and belonging cannot be acquired formally as property, it requires a history of relationships, positive emotional memories of a person about meeting places, about sounds, voice, details of behavior, about body odors, etc. This need includes one's own emotional labor, giving away a part of oneself, contains, in short, one's own deprivation to eliminate the lack of someone else's love and one's own lack of warmth and belonging. The fact that the need for love and belonging is associated for the overwhelming majority of people with a certain age also speaks of the conditioning of feelings and needs by biological mechanisms of reproduction. Further, a specific culture determines how a person will satisfy it - to save money for a bride price for a bride or a bride's dowry, to kidnap or abduct a bride, or, like Europe in the past, to declare the right to "first night", start going to dances or to a disco, etc. ... Sex is the lowest and most biological, although important, but not the only part of this need. V modern world sex specialists separate it from the need for love and belonging completely undeservedly, having received, perhaps from childhood, distorted "market" ideas about buying sex in various forms, bodily, visual, etc. Sex, freed from the prehistory of relationships (one-time, built on novelty and creativity, closer in nature to a meta-need), is a temporary cultural deviation from the biological norm or ... a meta-need, which later leads to the loss of normal potency (as part of a routine operation). In this case, sex should not be prohibited at all. Simply, for sex, you should correctly define the role and find its place in the life of a normal person. In societies that create a superculture out of sex (meta need), in reality they demonstrate an insufficiently high level of it. As a result, society impoverishes itself, violating the biological in the personality, destroying the quality of the first feeling, which is always very strong and should remain for life as a best memory, and not vulgar training. In addition, in highly developed societies, this leads to a decrease in the population, an increase in mass loneliness and many forms of dissatisfaction in adulthood. That said, we are not opposed to free family planning in a wealthy society, and we are not opposed to economic control of high birth rates in a society with low resources. Nature's natural revenge for unlimited promiscuity, including sex with the animal kingdom, is the current epidemic of immunodeficiency.

The second thing that should be noted in this topic is the need to separately analyze and distinguish between love and belonging, the latter is much broader and may not include love and individual feeling. Later, this topic was developed in the draft Chapter "Love and Belonging" to the second edition of the future book "Reconstruction of Maslow's Theory".

The need for communication

The need for communication. About the need for communication should be spoken of as a physiological need, functionally specific to a person. However, this phenomenon is not purely social. It probably already has the character of a physiological need.

The human brain cannot do without the intense labor of processing symbolic information. Perhaps this is one of the main differences between humans and animals.

Examples of the short life of modern Mowgli prove that the underdevelopment of the brain leads to its destruction or weakening of the organism as a whole.

The hallucinations of prisoners in solitary confinement add to our understanding of this need. Recent evidence on the role of human sleep volume indicates that an increase in sleep volume dramatically reduces life expectancy.

A person's sleep lasting more than 9.5 hours on average shortens life by 1.7-1.9 times (researchers have not found an explanation for this, but the reason may be the same).

Finally, we know that retiring elderly people, after the termination of intense mental work, if they cannot replace past work with anything, quickly lose their physical and positive emotional shape (although among the reasons for this there are many others in the system of human needs and in changing the image and the order of life).

The very fact that the unique representatives of the human race (in solitary confinement - the revolutionaries Morozov or Lopatin) were able to overcome twenty years of loneliness only by daily mental work in the field and in the continuation of their past scientific research - confirms the presence of a need (communication with the object of research), at least in inner speech. We can cite here, as an example, the high contact of rural residents (in particular in Russia - greetings to strangers), as well as the repeated repetition of the same information by people experiencing its chronic lack. The negative attitude of a person towards routine work (as a lack of variety and positive emotions) is related to the same topic.

As above, in Chapter 4, we can assume the emission of certain substances of the class of neurotransmitters and neuromodulators that stimulate human mental work and speech in conditions of limited diversity and lack of information. Not using this radiation, as well as the absence of radiation itself, leads, probably, to atrophy of brain cells or their connections, to the destruction of a number of functions of the brain, or to general somatic functional disorders in general.

Closely related to the topic of communication is the problem of the need for emotions and for emotional contacts and sympathy. The role of positive emotions in communication is known and has a tremendous effect on improving the well-being of an individual. However, this moment can, rather, be attributed to biological evolutionary factors of the level of the need for belonging, etc. It should be noted that the emotional or affiliation component of social contact passes from the need for belonging to the need for respect, and it can be difficult to distinguish it directly from the need for communication even in experiments.

Testing these hypotheses is very important for the development of ideas about the activity of the central nervous system and for sociology in general.

The need for respect ... Designed with ethology

We developed the next section without finding similar materials, and so far we consider them our own original material.

The need for respect. An in-depth analysis of the need for respect in connection with the prehistory of formation in the biological community and in the world of primates and preanthropes, see Section 7, leads to a significant revision of the true foundations of this need. In fact, “need”, as A. Maslow defined it, exists both as a biological and as a cultural phenomenon, and as an intermediate phenomenon of ethological and cultural forms of herd behavior.

Indeed, as soon as we begin to consider in detail this need and the mechanism of its implementation, for example, graphically, we immediately come to the necessity of dwelling on the differences between its social and biological nature, see fig. 5-1.

Fig. 26. Formation of ranks within a social group.

Respect is needed in society, but it is not a need in the usual sense, but has a very complex integral nature. By no means identifying the different stages of development of intrapopulation relations in the biological and social world, we will have to evaluate the biological continuity and cultural components of the presocial and social in the phenomenon called "the need for respect."

Respect is in a certain way related to the ranking of people in society and the problem of "status". The problem is that these categories belong to different branches of knowledge: respect - psychology (for example, in Maslow's theory), and the second (rank, status) - sociology. In turn, ranking and status are linked to themes of class and social stratification, social inequality and mobility, as well as themes of social justice and exploitation.

At the moment we do not go out to discuss "high" topics, but remain and even go down the ladder of sciences. And by linking and jointly studying these phenomena, we, in a sense, violate the contractual boundaries that cut these areas of knowledge, which are carefully observed by many specialists. For example, V.V. Radaev in his work says that

The basic principle of cognition of social structure does not coincide with the principle of transition from a less elementary to a more elementary structure used, say, in physics. If we understand the course of cognition of the social structure in this way, then it is easy to get lost on fundamentally different levels of identifying elements and relationships in the structure of society: technological or psychological, i.e. thereby losing the sociological level of consideration (the only possible one when it comes to the social structure of society) and not grasping the connections between its elements.[Radaev V. V., Shkaratan O. I., Chapter 1].

We, having already gained useful experience in using the connection between psychology and sociology, see the exploitation theorem, and analyzing at the junction of these two branches of knowledge, we consider it possible to form more accurate and high-quality knowledge in the field of sociology by attracting psychology data to it. It is in this principle of cognition that one can cherish the hope for significant results in cognition and social structures and its functions. We do not take the dangerous path of "reductionism" and understand that the structures built on top of the biological world are emergent, receive a new sound in the form of their level of structures, functions and patterns of their development (life). However, isolationism and fundamental dissection of sciences can prevent the full development of the sociological branch of the scientific tree of knowledge.

To say that a person “has a need for respect,” and not to imply the consequences of such respect or disrespect for the individual, does not seem justified. On the other hand, insist. that ranking is necessary for some higher reason with a lack of resources means a return to a holistic vision of phenomena. Phrases like: "the system needs ...", "the system develops norms that must be observed ..." - this is a methodology for analyzing the whole from the interests of the whole. It leads, in fact, to a pseudoscientific animalim of natural systems, to goal-setting at the level of the whole. Meanwhile, a purposeful system, first of all, is only a rational person, and the formation of a goal in the system is always supposed to be investigated through the study of the mechanism for coordinating the goals of employees or managers and the goals of the system (group) as a whole within the system.

So, respect as an Individual Purpose? Not quite. Indeed, there are people who seemingly do not make an effort to achieve respect and at the same time receive respect, on the other hand, there are others who seek to achieve honor and respect, but do not acquire it. If we look closely at the attributes or signs of cash, already received "respect", then we will see as advantages: easier and even preferable access to information, in many cases to benefits and material and financial resources, to the free time resources of others who "respect" us (their) people. Sometimes we see the opposite result - others begin to show signs of "respect" for a person who already has or demonstrates material signs (or symbols) of respect, from which, by the way, errors and a certain method of fraud often arise (with documents, prestigious stamps cars and clothing). When we talked about the role of communication and respect in modern society in relation to scientific creativity (Section 3), we came to the conclusion that respect consists in unhindered access to information, which is undoubtedly true at the moment in a society with a large value of information.

Thus, our attention is drawn to the triad: respect - ranking as a difference between consumers - priority or exclusive access to resources. Access to or disposal of resources is usually considered in sociology as "power".

Since respect and ranking are related, it is logical to turn to the history of the occurrence of the phenomenon for the search for the first reasons through the analysis of the ranking of individuals in a flock or population of a biological species, including primates and preanthropes.

The data are not sufficient for understanding the essence, since ranking in a completely explicit and clearly described form exists already in birds of higher gregarious mammals [Dolnik VR]. The lack of reasoning of some ethologists is as follows: a phenomenon found in nature and formally comparable with social objects turns out to be the ultimate truth - the ultimate truth and not subject to analysis. They are no longer worried about the nature of the origin of the phenomenon, at least in the biological world. But for us, since we are looking for the root cause, it is precisely the moment and conditions for the appearance of a form of behavior that are important. The stability of the ranking in the developed biological world as a result forces us to pay attention to earlier periods of evolution.

We know that ranking in the biological world is mediated by direct periodic aggression of conflicting parties in the flock, i.e. a set of short-term paired conflicts, which can end with a full or group ranking (in a small flock, a direct sequential order or in a large flock and colony, the order by levels - the first group - the second group, etc.). Sometimes, as we know, a large family of predators does not tolerate a young competitor and expels him or his grown children, keeping the peace in the pack.

Thus, ranking even at that level of development already definitely exists, so we are moving on to an even earlier phase - the possible lack of ranking with a low density of individuals and the absence of regular communication, to an individual lifestyle.

Assuming there is no competition for current resources, we choose the next starting point for analysis.

In a rarefied environment, abundant in biological food resources, a certain species carries out a typical "aggression" towards competing species or when defending against predators or when attacking herbivores or smaller predators as prey, this aggression is normal for the survival of the species, see Fig. ... 5-2.

Rice. 5-2. Aggression in interspecies competition in the metabolism of a biological species

Let's imagine that the population density of a certain species has increased and biological resources are not enough for survival. The shortage can be attributed to the lack of females for mating and the competition of males, the struggle for a nesting place, etc. There is every reason to believe that, at the initial moment, the competition mechanism will remain in the transition from Scheme 1 to Scheme 2. The form in the interspecific struggle will be transferred at such an initial moment to the competitor within the species. The situation is shown in Fig. 5-3

Rice. 5-3. With an increase in population density, a pair conflict of individuals arises - aggression in the intraspecific struggle for missing resources. It increases efforts in interspecies struggle. Metabolic costs with an increase in population density relative to resources and in the absence of ranking, increase and. perhaps doubled. This period probably refers to the period of the dominance of reptiles, the nervous system of which was very primitive, providing mainly movement in three environments (Paleozoic and Mesozoic).

At the moment of a single conflict, we, as in modern society in the individual, assume in the individual some that have already appeared as a result of evolution, or all the elements of the motivational process corresponding to the usual satisfaction of the need (afferent synthesis, see Ch. 1). We see an assessment of the threat (situational afferentation - an assessment of the enemy's strength), a comparison with past experience and a decision to call or retreat, surrender. It should be noted that at this stage of evolutionary development, it is possible that the individual's past experience is not yet taken into account.

Further, we can assume an action of aggression or flight, or a signal of concession, surrender, retreat. For imperfect biological species, part of the thinking processes may be absent due to the weak development of the central nervous system.

Second, let's assess the situation from the standpoint of the hierarchy of needs. The simple physiological needs of the participant in the conflict are opposed by his unmet need for security I. After a collision in a struggle, a positive or negative result should be memorized as a conditioned reflex ("this opponent is weaker than me" or "he is stronger"). Such a requirement already presupposes the presence of conditioned reflexes, i.e. minimum memory. Namely, the collision of specific individuals is remembered only when objectively there is a possibility of the formation of a conditioned reflex, for example, in the form of “my hunger or my need with this opponent (condition) can be satisfied without damage” or “I must postpone my physiological needs - this competitor ( the condition under which consumption begins) is very dangerous. " In fact, the retreat of one individual in front of another during consumption (we emphasize, when meeting needs) means the establishment of the order of consumption. The second and each subsequent individual uses what is left of the previous one. And only then we get (at the biological level, at this initial and not perfect moment) a certain order consumption.

Thus, it is precisely the densification of the habitat, i.e. the growth of "communication", repeated collisions and "acquaintances" lead and should lead sooner or later to the formation of rank or status attitudes. These attitudes consist in the fact that each individual in a community, flock, herd, family, genus group or population has a list of strong competitors to be feared, and a list of weak competitors that can be simply ignored. This development of representation (and memory) in each individual leads to ranking in the group as a result. Note that a new mechanism arises from the behavior of two individuals in a specific process of satisfying needs, but leads to the formation of a general structure.

Now, let's imagine that at some point in the group the ranking for consumption has occurred. Further, taking into account the settings of the ranks, the resulting ranking system begins to work differently, the individual waits for its turn to be consumed when distributing the resource. Conflictness has been sharply reduced, it has been replaced by the memory of the conflict recorded in rank (of course, "rank" is our model - in reality, each individual knows its opponents "by sight"). Since the situation changes with the growth and development of the younger generation, it can be assumed that instead of the previous constant conflict in the community, the ranking is periodically corrected, for example, one per n consumption cycles of the average individual. Then the circuit takes on other forms, see fig. 5-3.

Rice. 5-4. Reducing the cost of competition.

As can be seen from Scheme 5-4, the costs of metabolism fall sharply, which makes the survival and dominance of biological species that have received the above-described advantage over species without such an advantage unconditional.

Let's clarify the new requirements and behavioral features. What advantages should biological species have? First of all, they must receive or already have conditioned reflexes, i.e. the ability to memorize. This level appears fully in the central nervous system of warm-blooded (birds) and later mammals, since the high quality of regulation of the central nervous system arose as a result of maintaining a constant body temperature. The need for a constant temperature gave an advantage over reptiles to birds (with plumage) for more reliable bearing (incubation) of amniotic eggs and mammals with a similar, but internal embryo. Full-fledged conditioned reflexes are formed in birds and mammals. And symbolic threats to aggression are already known in snakes (reptiles), when each of the two individuals tries to raise their head higher than the other. As simply said by the Bulgarian paleontologist T. G. Nikolov

"Constant body temperature ensured the high vitality of mammals, and this gradually led to the development of quick wits ..."[Nikolov T. G., p. 145].

Since birds are also trained (they already have a ranking), the phrase also applies to them.

And the second thing. Instrumental behavioral results in a denser community of a biological species arise automatically. They are not a “common invention or agreement” of some “talented” population, as I would like to say to a sociologist - a holist as applied to modern society, its best version, which Russia should go to, like T'ipereri. But just like in primates, the first hierarchies of labor, the first states, probably arose spontaneously. We will return to the presentation of the results already available to the author on this topic later.

Did the densification and intraspecific struggle of populations of the first biological species without conditioned reflexes affect the appearance of such conditioned reflexes in dynamics and development - the selection of the properties of the central nervous system necessary for ranking?

In parallel, we see, perhaps, the first biosocial or biological "cultural" institution, caused by the problem of increasing population density, as described by the last philosopher-encyclopedist of Europe, Herbert Spencer [Spencer G., p. 13, 44-51, 67, 288, 396] and Emile Durkheim in the "Division of Labor" [E. Durkheim, SS. 248, 278-280]. As we assume and see on the example of the birth of new relationships, there is practically nothing from culture (which can be called “peace and love or peace and order.” But on the basis of paired actions, an involuntary result of the macrolevel, the level of the population, which leads to minimize the total energy losses in the population, and forms the population advantages of both the species in relation to other species, and one population of the species in relation to others that are lagging behind in development.

The influence of the family as a necessary element of communication and the formation of a symbolic system for ranking.

In parallel or somewhat later, with the development of a complex central nervous system, there is a complication in the formation of an adult individual from undergrowth and, as a consequence, parental care for offspring, transfer of experience, etc. This process gradually forms a group or paired family (birds and mammals), the main goal of which is to ensure the safe reproduction of offspring and the transfer of experience. The latter is mainly transmitted in the biological world according to the principle of imprinting or "do as I do". The author was unpleasantly struck by the fact that in the Russian power structures at the beginning of the 21st century, the same archaic stereotype is thought of as normal and even ideal in training.

From the position of ranking, the family or clan, by the actions of the parents, forms the stereotype and attitudes of the behavior of the younger in relation to the elders long before the formation of an adult, before the formation of its rank in the flock, herd, before the struggle and before the competition of consumption. Taking into account imprinting in the biological world of a high level, which in the developed central nervous system forms behavioral complexes practically without reinforcement or before reinforcement, elements of behavior of the older and younger are fixed in the undergrowth. Further, these elements turn out to be portable as symbols on the ranking relations. An individual depicting a retreat often symbolizes an attitude junior to senior... Forms of behavior in the family and intrafamily, natural ranking often become symbols of intrapopulation division. Moreover, the formation and education in the family with its initial ranking helps the adult in the herd, in the flock to perceive the adult ranking as a continuation of the intrafamilial one.

Family relationships, inherent in a high level of development of the nervous system, reflect approximately the same stage of development and behavior in the biological world (the period of ranking and readiness for learning in general, memorization in general). So, for birds and mammals, incubation of eggs and childbearing with breastfeeding (including cuckoos, throwing eggs into other people's nests, and hares, feeding any unfamiliar rabbits, perhaps even their own) is due to an already developed nervous system, suitable for gradual learning. Further enhancement of the reliability of the reproduction of offspring, which is served by a paired family, group, flock or colony (birds) and the accumulation and transmission of instrumental information to the undergrowth - all these are mutually related elements. In other words, ranking memory and family are part of the same process. They are due to the beginning of nongenetic tools in the development of the biological world, but acquired by experience and adaptive capabilities of the nervous control system, the possibilities of accumulation and the possibilities of subsequent transfer of forms and tools, functions of behavior to undergrowth, which end with an apotheosis in the person of each of the readers of these lines. Thus, ranking is a small (but in this case, important for us) part of the ever-increasing total volume of information processes due to the growth of adaptability of biological life forms.

Physical inequality of individuals and its influence on the construction of a symbolic system when ranking. Ranking errors.

An experiment is known in ethology, which we present as the text of a zoologist, Doctor of Biological Sciences, Viktor Rafaelevich Dolnik, from a series of his works, popularly presented on the Internet, on the relationship between the biological and the social:

Ethologists love to study hierarchy on young roosters, which are very aggressive and establish hierarchy very quickly. In one work, the most miserable of the slaughtered cockerels from each group was caught, glued on his head with a huge red foam comb - a symbol of high hierarchical rank - and allowed back into the pen. The cockerel does not know what is on his head, and at first he behaves as before. But the cockerels running up to peck him, seeing the huge comb, give in. Over and over again revealing their uncertainty, the cock puffs up, raises his head, protrudes his chest and, step by step, ascends to the top of the hierarchical ladder without anyone's resistance. A few days will pass, the comb will be removed from it, and it will slide to the bottom of the pyramid.

In similar experiments, natural dominants were glued to their beautiful combs with a plaster, and, in spite of all their qualities, they ended up at the bottom.[Dolnik V.R.]

Probably the size of the crest and simply the size of the body in birds (class of chickens), like in humans, symbolizes strength and power. Since for simple living creatures this is a fairly accurate criterion of strength, the deception in this case was provoked by experimenters. But also in real life birds of higher rank occupy the highest branches and even fight for a higher place in the tree. And this is a purely symbolic operation.

The example of the chimpanzee and the canister is also very instructive (Lawice-Goodall, 1971). Having mastered an unfamiliar tin can, the chimpanzee learned to knock on it and, making a terrible noise, immediately acquired the highest rank in the flock. The origin is probably from imprinting in the family since childhood. Big means "senior", and senior and loud are the same thing. This is the one who has the right and can make a lot of noise. Only the senior in rank has the right to growl or make noise. In the case of gorillas, there are examples where the leader can tear apart a crying or crying, moody cub. Perhaps the primate herd should be quiet so as not to attract danger (predators). On the other hand, primates, at the moment of an already open, obvious danger, when discovered, make a lot of noise in order to protect themselves. One of the reasons is the danger of snakes. Pounding on the ground and on the chest (while the chest, full of air, serves as a source of low frequencies, resembling a drum), throwing the ground, sticks and stones in all directions are typical methods of repelling snakes and small predators in dense foliage and in poor visibility. This form of behavior - making a lot of noise - and was an evolutionary sign of usefulness and good protection at the moment of the most typical threat (times of stay in trees). Therefore, the ability to make a terrible noise is perceived by a herd or in a family of monkeys as an extraordinary dignity and courage. Yes, and sometimes a person who is on the border between the rational and the biological sometimes breaks through the traits of our ancestors - throwing and hitting plates on the floor or throwing things “that came to hand” is what makes us akin to our ancestors. Shouting and abuse are not uncommon in our life. So, the more expressive and louder, the closer to the ancestors!

The same in society

Similar ranking errors exist in society, for example, outright fraud. However, this is not the subject of our current consideration.

Separation or lagging behind the symbolic system in the biological world from the realities of needs

The rank system may not be fully executed. The lord of laziness can calmly contemplate the copulation of a young rake with his females, but he will put the insolent man in his place only when he begins to show signs of behavior not "by rank". The symbol (rank) breaks away from the content of the real need and begins to act partially and integrally, in the worst cases it does not act at all, but for some time the symbol can disorient the community, including the biological one. Social institutions, once created, can function normally, but at some point they turn out to be or turn into a symbol isolated from reality. This, for example. may concern some forms of symbolic government or a formidable state that is no longer able to fulfill anything. In current life there are a lot of this kind of symbols - sometimes they are served by a law enforcement structure, which preserves more of its own rights to take a fine on the roads, in another case - the housing and communal service, where there are three engineers per janitor, you can recall, for example, the phrase of a famous satirist: “We pretend to be working. They pretend to pay. " A society that allows someone to deceive itself for a long time pays for itself twice - the first in the case of deceiving almost every participant, when a social institution depicts its own usefulness and importance but only wastes the time and energy of the community, the second - at the expense of the general weakening of this community in front of the face of other really growing and competing (communities, not states).

Biological culture of behavior. A gradual, cultural substitution of a real act of aggression and a natural check of rank by symbolic actions in the form of current intentions and a priori assessments.

Aggression and extreme efforts to fight everyone against everyone in the population are gradually replaced by test symbols for "checking" status. This is the signal "I am older" and the answers "Let's see!" and the second answer is "I agree - I obey."

The same in society

Similar substitutions for ranking exist in society, for example, diplomacy.

Some people, accustomed to a certain role and circle - the social environment - begin to perceive symbols in a role and in behavior as an independent value. So erotomaniacs, instead of a woman, see her item of clothing as a symbol. Such a separation from other needs is quite possible up to the violation of the entire hierarchy of needs (the risk of duels, Russian roulette, etc.).

In addition, craving for symbols of respect can become a meta need. Hence, leaders and emperors arise, like Nero or Bonaparte, who put society on the brink of destruction. And not only the emperors, but also their own supporting peoples. They can destroy their countries by symbolic actions and spending on greatness (pyramids in Egyptian history, some wasteful wars such as the Peloponnesian ones, etc.). Often, ordinary people and even leaders perceive such greatness in quantitative form, for example, in the form of the size of their own country, the amount of steel and pig iron produced in the world or per capita, or in the form of production growth plans or goals to “catch up and overtake”. But many ambitious goals often turn out to be identical to the problem of cockscomb size.

Individuals in the same population can be "lazy" and "workers". The first use the labor of the second, But this division does not depend on either gender or position in the group hierarchy. The status and rank only determine the order in which the feed is eaten. Those. labor and status or ranking are different things [according to PV Simonov, p. 11, citing Anthoward F., 1970]. The animals, as it were, do not take into account how much effort they need to master the resource (for example, baiting, sacrifice, seizing and killing prey), they begin to reckon with each other only at the moment of its use. This is understandable if we proceed from short motivational chains in the biological world. This means that, speaking in the language of political economy, economic history, there is no exploitation as an intentional use of the results of someone else's labor in the natural world. The entire product in the animal kingdom, with rare exceptions (such accumulations as honey, etc., such as the "cattle breeding" of aphids among ants), [Zakharov AA] is consumed immediately. Those. biological economy - of an appropriating nature.

Determining the need for respect for the biological world

The need for respect or the need for ranking is the desire for the current consumption of actual resources, combined with safety (the need for security) at the time of consumption. For society, this is also the definition of "one's place" in society. We will give a definition for society later.

In fact, the need for respect grows out of other needs, but becomes a tool for preparing for safe consumption or an instrument for ensuring safe consumption in one's environment (we are talking about consumption only in relation to the biological world). Since it is filled with instrumental group behavior, it always has a concrete historical and, in this case, a species biological character.

Why is she higher and will always follow the communication? Because it is built in connection with the high density in the population (lack of resources) and is built on communication, which begins, as we already know, with aggression.

We can also talk about the meta-needs of individuals as a rare phenomenon, for example, the feeling (need) of a dog belonging to the owner (which sometimes violates the need for life or lower physiological needs, for example, in the well-known case of a dog waiting for a deceased owner for several years at a bus stop, from where he left for the last time). These exceptions are documented but likely related. with the role of a man. However, a thrush can fight with a cat for its chick, Bianchi also described the bird's readiness to protect the chick in front of the dog.

Why does the need for respect (we are expanding the issue to society) always precede meta needs, in particular, creativity? Because meta-need assumes satisfaction of the need for security in specific conditions of dense living, forced communication and limited resources, and such conditions provide security only by ranking - satisfying the need for security, i.e. actual compromise on how to use.

Symbolic systems as such in the biological world

The animal world, no later than from the moment of insect development, uses symbolic information means: to indicate danger, to rank, to assess "friend or foe", etc. At the lowest levels of development, these elements are genetically determined. They can also have regional differences, have an acquired character. These can be specific shades in mating songs of birds or smells of food in a colony of ants, etc. Therefore, the symbolic system exists and can even evolve, although its transmission over large spaces is difficult. We consider the formation of a symbolic system in embryo, as an attitude (i.e., manifestation of conditioned reflexes) to satisfy some leading needs in specific situations.

Instrumental experience and learning in the biological world

The instrumental experience is usually transmitted by the group through the teaching of undergrowth.

Culture of biological population

Using the concept of "culture" given in the British Encyclopedia for society, we, of course, cannot attribute this concept to the highest forms of the biological world. We also definitely understand that logical operations and other thinking operations available to humans and even primates are not comparable. However, everything that is in the embryo in the biological world makes it possible to form a judgment about the continuity of development and the formation of the social from the biological. This:

- conditioned reflex;

- instrumental behavior and communication, both in groups and with the use of comfortable natural objects;

- transmission of instrumental behavior by learning;

- the presence of symbolic forms of transmission of simple information.

Elements such as instrumental behavior and the symbolic system transmitted by learning can be interpreted as constituent elements of the "culture" of a species or a particular population.

At the moment, we do not set ourselves the task of reflecting the principles that distinguish humans and animals. One thing can be noted - in the biological world in the embryo there are practically all the elements, which subsequently receive a powerful and incomparable development in a person.

We make a reservation that we cannot yet fully distinguish acquired elements from genetically determined components. The nature of many forms of behavior and functions is successfully determined in each specific case, and should be investigated experimentally.

The Role of Culture in the Need for Respect

Since all of the above elements are involved in the ranking of the species, we have the right to call the phenomenon of the need for respect in a biological species a need-cultural phenomenon of the integral type. by a special kind of previous actions in the life of an individual reinforce his need for safety and affect the possibilities of current and future satisfaction of deprivation needs... It is essential to note here the nature of the result, integrated in time and in many previous actions - the ability to consume a resource at a certain level. This is not just a current need, but a feeling (threat of loss of consumption) of the necessary activity in the struggle for a resource and the manifestation of activity in the struggle for it, as well as the result of accumulated activity that affects the satisfaction of the need. This the need to create conditions for satisfying the basic needs of the deprivation group.

Really. The “need for respect” is an integral desire to increase the opportunities for satisfaction of needs for an individual between individuals or access to resources among individuals. This desire is due very different, but different current biological or meta needs of a person but not one specific need for one conflict. Many conflicts for various reasons build the ranking, and a modern observer, at a stage very far from the real reasons, sees an already established "culture", "tradition", which is transmitted by learning no less than the science of knightly tournaments or school rules to give marks for studies instead of the parent's rods.

But back to the many rank systems. In a flock of pigeons, in a family of chimpanzees, in a prison camp, there will be their own hierarchies of ranks, in a factory there will be others, in a queue in a store for rare goods - a third, in the Academic Council of the University - a fourth. The needs that males in a flock, prisoners, workers and businessmen, scientists and buyers will seek are completely different on the Maslow scale, from physical hunger and cold to higher creativity and its capabilities (passing a competition for a scientific position). Ranking in different communities from a pack of wolves or places of confinement to a respected academic council aims at a wide variety of needs (from the right to gnaw the sweetest piece or ration of bread - to good creative work). So ranking turns out to be a social institution or a social instrument (between them, for now, we put an equal sign) of establishing roles for maintaining peace and order while using resources for a variety of needs. It is essential that we have identified the origin of this instrument and its boundaries.

The need for respect is a relationship management tool with very deep roots and meaning. But most people don't understand this, they just use it. And he uses it so often and steadily that it seems to the researcher (like A. Maslow) that this is the very need. Indeed, it is very important for a person to look important, weighty. But this is a tool that conditioned by or used to satisfy- here and now we put an equal sign - with other needs. This tool runs on different criteria. The fact. that in each group, in each new context, the individual must use a different symbolic system, he must play a different role and seek a different role. And if in one social group - in the academic council - an individual will be the first, then in another group - in a herd of monkeys or in a group of criminals, he will be a “six” if he can and wants to play this role. This could mean that the need for respect is not a cultural invariant if understood as behavior one man. However, we know that behavior is the realization of motives, it always depends on the culture, on the current circumstances and the given community.

We continue to look for immutability in the system of needs and find it in the fact that the need for respect serves all needs at once and serves all needs at once. In this sense, the need for respect does not depend on culture. BUT it forms a culture.

Second. In a biological species and a social society (and in different historical periods), the prevailing needs are completely different. Leading or actual needs or even subcultural needs (of a certain social class or subcultural community) reflect current concrete - evolutionary or concrete - historical circumstances. Then, and in this sense, we get the realities of the dependence of the need for respect on culture.

So, now we can distinguish the general in the biological and social world and the particular in such a phenomenon as the need for respect. Common are the same needs on the list that an individual or individual must satisfy as a result of the manifestation of activity to “satisfy the need for respect”, to form a “precondition for general consumption (in animals) and very different activity and consumption (in humans). And in this part 1) the need for respect is culturally invariant, like all other needs.

But myself process ranking and participation in it historically (culturally) or biologically specific. The list of the most pressing needs on the agenda of each community is also specific. For example, in ancient society, physical strength and risk were significantly more important than intelligence or logic because the value of security need I greatly exceeded the role of security need II (and the rank was based on comparison to satisfy this need). And in this regard, the activity to conquer the need for respect of the individual and the individual is of a specific cultural nature, i.e. the process of satisfying the need for respect depends on the biological or current social culture. Today it can be a round sum of money and business, tomorrow scientific achievements, when yesterday there was a military rank and participation in battles.

To our regret and even surprise, in analyzing the need for respect, we return to the general idea of ​​any basic need. The exception is the integral character of "respect". The logical sequence led to the same.

So what then? "The mountain gave birth to a mouse?" Not quite! Our vision of the problem has become very capacious and included, brought together many elements that were previously known in the scientific world, but existed separately.

At this point, we have taken the first step towards complicating the notion of a "need for respect" given by theory Maslow.

1. Common in the evolution of the animal world and in the history of the social world are all needs that are the source of actions to strengthen "respect" in the environment of a given species, that is, all common needs.
2. Private and specific (culturally specific) is the ranking mechanism, average level satisfaction of needs and the composition of the average relevant in society, important for the status of basic needs. The degree of symbolism and information with the growth of "culture" at all levels of evolution is constantly increasing to the needs of a higher level.

But we don't get a sense of the biology of status concern. We will do this in the next section.

The Need for Respect as a Special Form of the Need for Security

So, the need for respect is something related to the satisfaction of many needs (as a guarantee), both above and below, but due to the presence of the group, and therefore subsequent to the need for communication, in contact, or for the condition forced by the circumstances of communication.

Really. If the animal is in a single or in plural has food in abundance, then, probably, the need for respect might not have arisen (if not referring to the processes of games, competitions, etc.).

If we had placed our Robinson on a desert island, the society represented by Mr. Crusoe would not have this problem either.

If we trace how the thinking of the reigning persons is formed, who, according to their representation, are appointed by the G-nd-m to rule, for example, the “Russian Land”, it turns out that an important feature of the psyche is a kind of serenity in terms of respect - the resource is unlimited, there are no competitors ... However, this is a matter of individual psychology, and the argument is not stable.

Therefore, we can reformulate in a different way the need for respect for a person (now we are considering an early person), who is in a group in conditions of a lack or limited life resources. Aggression and later care(let's read it as "concern", "anxiety") about the absence of aggression or loss in group consumption, about the place, position in the group, we can interpret as a kind of complication of the need for security.

Let's remind about safety in general. In animals, as we have shown, this is initially the need for safety I (life). It is this level of safety as conditioned reflexes that the reactive central nervous system of animals is capable of reflecting. For people, for individuals - this may be a need for security I and II (worries about the future satisfaction of individual deprivations), by the way, direct aggression in humanity is not expected only in the last half century (second half of the XX century), but this is the author's personal assessment, and a topic outside the present discussion.

The need for respect - specific security need III, which (for a Homo sapiens) not only concerns the future satisfaction of lower needs, but concerns the safety of mutual satisfaction of all other needs.

Isn't this a commitment to group security? The security that Pitirim Sorokin talked about? We are forced to reject such an assumption, since the activity of individuals in a group is tuned in this process not to cooperation, but to confrontation or competition, ensuring personal interest against the background and among others in the group. Sorokin's theme exists, and no one rejects it. It belongs to historical studies, where group safety is of great importance.

However, the analogy of safety III with individual safety in a group can be traced.

There is also an important difference. It consists in that. that individual security II in itself stands above the lower needs (physiological), and the need for security in the sense of respect applies in general to all needs, provided there is a group. The "disrespectful" can not only offend, but also kill and even eat (like the traveler Cook).

We must determine the physiological source of the need for respect for the individual's concern for his or her place in society as the security of the future distribution of resources, satisfaction of all needs, distribution of information and the community's attention to him personally. Then everything falls into place. The need for respect is very specific and clear, is basic need which arises after communication and with a lack of resources or with experience of such a lack... In addition, let us pay attention to the fact that above in the text, when describing aggression and ranking, we have repeatedly used the terms "anxiety", "concern." In order not to complicate the terminology with new numbers of "safety", we continue to retain the current designation of this need - "respect". However, for an accurate understanding of the biological meaning of the need for respect, we must call it simply a new level - security needfrom III.

So, the need for respect for the biological world can be interpreted as the need for the safety of satisfying all other needs under conditions of group access to limited consumption resources. The struggle for found food or for the consumption of prey (common or any - it does not matter), for a place for a nest, for a female (male), for a toy (fight, collision) - all this is a manifestation. If you take a close look at all other needs, except for safety I, then all of them in the animal kingdom are genetically supported in nature and all "work" practically without a motivational sphere - on the subconscious. Therefore, there are fewer reasons to call the need for respect by numbers than in the case of the system of human needs.

Similarly, for a person, the need for respect can be defined as the need for the safety of satisfying all other needs under the conditions of group access to any limited resources useful for society.

Let us check the output by the following observation.

1. Individual A, who has or, as it seems, has a very large resource, receives a high status in the eyes or from the standpoint of another member of the community (in the overwhelming majority of cases, the condition acts as a social norm, which means the acceptability of the measure for measuring status).

We can consider such a result as the desire of another individual B to fall on the pillars or at the feet of the holder of the resource in order to taste, if possible, from other people's bounties.

We can view this respect differently, namely, as recognition of the personal merits of the individual, and before the community, as recognition of his charisma and as a factor in the stability of society. Individual B and I are ready to show respect and "serve" in favor of such a factor.

Otherwise, in the absence of B's ​​“respect” for A (willingness to obey), such a large resource is viewed by the rest of the community, including B, as threatening their safety, which also means “respect”, but in the sense that dominated many millions and hundreds of thousands of years before the appearance of Homo sapiens.

The second observation is closer to our experience. If individual A, who is in a certain government post, sees competitor B in the form of a politician with large financial or moral and informational resources, then his need for respect is no longer satisfied. Both politically and in any rational sense, we better understand this change as the emergence of a threat and the emergence of an unmet need for security in individual A, and not as a drop in his satisfaction with the need for respect (since his status and need for respect have not yet been violated at the time of the appearance of the threat). In short, the threat has already appeared, and the status has not changed yet, respect is still there. Individual A takes action. He begins a fight with individual B. This can be a murder on the stairs of his own house, or a heart attack initiated by a poison that mimics acute heart failure. This is possibly the bankruptcy of a competitor with accusations of fraud or tax evasion. That is why, when speaking of an unmet need for respect, one must imply in this a special kind of need for security (security in the past or security in the future). The leader in a flock of primates behaves in exactly the same way - his main enemies are the closest males in strength, and all the anger and grumbling of the leader falls on them.

So we take the second step in complicating the notion of Maslow's need for respect.

1. We define the need for respect in terms of the special need for security that arises in the face of claims by members of a biological and social group for insufficient resources. This need is biological in nature, has a physiological basis in the form of anxiety and is a cultural invariant.
2. The peculiarity of the need for respect is that its result is "spread" to all needs, except for itself, but its emergence is due to the presence of communication, ie. satisfaction of the need for communication (and limited resources).
3. The need for respect can itself give rise to a built-up individual meta-need for respect, which can become an orientation of the personality, but this is already unique, as in the case of any meta-need (“the desire for power” or the motive to achieve according to McLelland, see below).

Factors occurrence of ranking

Now, retrospectively, we can formulate definitely that the need for respect as a need is based on three or four major factors:

- The relative maturity of mental processes that provide the phenomenon: the processes of conditioned reflexes, comparisons and developed processes of inhibition of the cerebral cortex. Possibility of formation conditioned reflexes, as a system for memorizing the results of one's own activity. Comparison, which is conducted in the psyche of a biological individual or a person in relation to other specimens or individuals in their relation to limited resources or to third parties, is fixed through symbolic ordering or ranking systems necessary for a sustainable reduction in the losses of each individual (or individual) during intraspecific conflicts. The possibility of developing and strengthening the processes of inhibition in the cerebral cortex as a willingness to admit a negative result or to respond to the peculiarities of the environment (improvement of inhibitory processes in the cerebral cortex, consolidating the memory of the results of opposition).

- Communication, in particular, a conflict as a satisfied previous need and a process of vital activity, without which (process) it is impossible to assess the uneven distribution of a limited resource and to assess non-equilibrium requests for it;

- Limited resources in nature and society and the unevenness of the acquisition and use of such resources in the process social life; one of resources in a person's life are his own abilities, speed and quality of thinking, etc .; in addition, people also differ in the accumulated stock at the initial stage of life of forms of behavior;

- Biological inequality individuals, and in society and the inequality of accumulated (appropriated resources and knowledge from individuals in the struggle for limited resources;

Conclusions of Section 5

All needs in Maslow's system are of a biological nature, either genetic-biological, or the character of an individual biological adjustment from the individual's past experience.

The need for respect is no exception... However, it has a more complex nature, arises only in the case of the presence of a group and limited resources available to the group and its actions.

The need for respect is the need for security to meet all other needs under conditions of group access to limited resources. This need is biological in nature, has a physiological basis in the form of anxiety and is culturally invariant.

Like all other basic needs, the need for respect is realized through a specific activity and is a product of its time. In particular, the motives of the need for respect depend on the culture of the biological group, population or society and the subculture of its bearer.

The need for respect can itself give rise to a built-up individual meta-need for respect.

From this result, it can also be concluded - the definition that all human needs are basic, i.e. general nature. A meta need in a general sense also arises in a person very often. Most often, she appears in the form of her favorite entertainment. It can be of a completely different cultural nature and depends on the individual experience of a given person. The content of the meta-need is personal and culturally dependent, but its physiological basis is an individually acquired biological one.

Literature for chapter 5

Dolnik V.R. Ethological excursions in the forbidden gardens of the humanities

Simonov P.V., The Creative Brain. Neurobiological foundations of creativity, M., Nauka, 1993. - 112 p.

Spencer G. Synthetic Philosophy, Nika Center, Vist-S, Kiev, 1997., 511 p.