Classic of Organization Theory Classical theorists would incorporate Maslow's social science theory into an organization's culture fairly sparingly. Classical theorists were not as concerned with an organization's culture as they were its output and focus on commercialization. Therefore, it would deal less with the individual components of the members while formulating such a culture, and deal more with implementing the individual principles in a group effort in which all of the various needs would represent that of the company itself. Therefore, concepts such as esteem and self-actualization would apply to the esteem and actualization of the company's potential for success, while certain individual notions of love and safety would be valued considerably less.

Neo-classical theorists, on the other hand, would implement Maslow's notions with as much focus on the individual as possible. Therefore, concepts such as safety, love and esteem would take priority for employees...

These theorists would adhere to Maslow's model as closely as possible on an individual level.
Postmodern theorists would more than likely incorporate Maslow's social science theory in the development of organizational culture in a fairly loose way. The structure and rigidity with which Maslow viewed the layers that comprised the individual needs for people -- or for an organization's culture -- would more than likely be replaced with a transparency, in which it is not necessary to master a bottom layer in order to proceed up the hierarchy of needs. Postmodernists would allow for such a culture to emphasize the particular needs of its members, as related to the specific industry in which the organization is a part of.

The integration of Maslow's hierarchy of needs theory is fairly evident within the organizational culture of the United States…