Understanding the Role of Self-Actualization in Professional and Personal Development

Maslow (1943) introduced a motivational model that, while lacking in empiricism, stimulated needed research in the field of motivation. The 5 basic needs have been universally supported. However, the hierarchical model has been successfully refuted in favor of more dynamic approaches. Nevertheless, the construct of self-actualization continues to be evaluated in several disciplines. It is often used synonymously with self-realization, and more commonly closely related to measures of well-being: having meaning and purpose, authenticity, autonomy, ownership of values, and an integrated lifestyle. I understand the construct of self-actualization to be representative of both a set of processes, a cluster of personality characteristics, and a generalized definition of a state-of-mind and being.

In terms of empirically based constructs in modern psychology, the overall discipline of Positive Psychology organizes aspects, variables, and factors associated with well-being. Positive Psychology (PP) developed its name is response to the DSM (Diagnostic and Statistical Manual of Mental Disorders), which is the APA guide for diagnosing mental illness. Dr. Martin Seligman, the former president of the APA who is often credited with starting the PP movement, had the goal to establish a branch of studying the mind and human behavior that focused on human growth, potential, and flourishing. In essence, the lack of crisis or mental illness does not necessarily define human well-being. Therefore, PP deals with the study and understand of how to flourish and increase well-being.

Everything you ever experience is a result of your central nervous system. The brain, experienced as the mind, is central to our entire experience of life. Needless to say, mastery over the mind, at least a certain amount of discipline, is require for most-if-not-all human endeavors. Unfortunately, the malefic cultural influences of the field of psychology (when understood primarily in terms of mental illness) has labeled the critical research and evidence-based knowledge in the field to be somewhat taboo. In other words, the cultural stigma associated with mental illness has too frequently limited access to powerful knowledge of how the mind works, our central tool for mastering life experiences.

More recently, Industrial-Organizational Psychology has organized several disciplines of research associated with human behavior in the workplace and organizational development in an effort to maximize both business potential and well-being. Essential to the field is human development: both professional and personal. In reality, the two are inseparable. It is not only unrealistic to expect the individual personal characteristics to be removed from the desired workplace skills and outcomes, it's a waste and misunderstanding of true human capital. For, the integration of the individual and their personal development is intimately linked to their workplace production.

To this end, self-actualization, the development of ones highest self and potential, well-being, flourishing, and applied research into mastery over the mind become the indispensable understanding, perspectives, approaches, and learned behaviors necessary for both personal development in and out of the workplace.