Does Age Impact Self-Actualization need?—An empirical Study

Thinkers, philosophers and mundane management personnel have worked on the concept and tried to decipher the aura around ‘self-actualized’ people and whether such people can contribute to the overall objectives of a group. In every society, there are some parameters which are perceived to be success. It can be possession of properties, or wealth, or positions of power, or fame. We, often, pursue the goals which confirm to the society standards. Amidst the worldly routines and our quest to pursue the society confirmed goals we sometimes forget what we are actually and thereby, forgoing ‘self-actualization need’. Even upon extensive review of literature on the subject, very few studies could be found wherein, empirically, nature of relationship between the age of an employee and self-actualization need of the employees could be established. Further, no such study interlinking self-actualization need and age of the employees has been conducted in India. Thus, in order to find explore the linkage between age of an employee and self-actualization need, this empirical study has been embarked upon.

From the empirical data, it is clearly visible that the highest percentage of employees is having self-actualization need as their dominant need belong to the age group of 21–30 years followed by employees in the age group of 51–60 years. It is also observed that self-actualization needs drastically reduced in the age group of 31–40 years wherein lowest percentage of employees has recorded self-actualization need as their dominant need. Thus, although this study supports the need hierarchy pyramid yet it defies the manner and path of progression of needs during various stages of life, as described by Maslow. This empirical study establishes that there may not be progressive increase in self-actualization need as age progresses.