The Maslow's and Myers Briggs Evaluation

Essay

Presented by Monika Dincheva

Student ID: 21386866
People Management and Negotiation
Skills
MU40175E
London College of Music
University of West London
Word count: 2050

  
Monika Dincheva/ 21386866/ People Management and Negotiation Skills/ MU40175E/ London
College of Music

Emotional intelligence and typological features are an essential part of the personality. Exploring
and studying these psychic phenomena and the links between them would enrich the self-
knowledge and give guidance on how to continue to develop, in order to unleash all the personal
potential. According to psychologists Mayer and Salovey, the development of emotional intelligence
is a crucial factor in an individual's adequate participation in life when he not only reacts to what is
happening but also acts, thinks, makes decisions. [ CITATION Che18 \l 2057 ] Emotional intelligence
is not limited to relying on emotions, their fair use and management. It also requires an intellectual
and rational reading of the facts and a good understanding of the environment to identify everything
that affects the emotional and on which it changes. People reflect reality in our own and individual
way – for different people, consciousness functions differently. However, there is a rich variety of
roles and careers in the music industry, any personality is bound to find one that fits. The personality
is unique - it is a combination of inherited traits, the influence of the family and the environment in
which it lives, as well as various circumstances that have an impact on its construction. Too often,
people have very different conclusions from each other’s, have different values and are not
interested in the same things. This essay will look into the Maslow’s hierarchy of needs theory and
the Myers Briggs personality test in order to give the opportunity to understand how the people
management in the music industry would be effective nowadays and answer the question why, in
the same situation, people act in a radically different way. These significant differences are the result
of how different people prefer to receive and process information from the outside world, and in
doing so, they make decisions and take action.

The typology of Myers and Briggs is the most complex, the most popular and the latest in the world.
It is a psychometric questionnaire designed to measure psychological preferences in how people
perceive the world and make decisions. [ CITATION Emr15 \l 2057 ]Each way of selection has its
advantages and disadvantages. However, only the combined approach allows for the collection of a
wide range of information and ensures its credibility through the use of various tools. It describes to
a great extent the behaviour of the individual: his way of thinking, decision making, personality
demonstration, motivation, skills and attitudes.

The basic idea of the typology is that each person is born with some adjustment. Consequently, as a
result of upbringing, social environment, family attitude and other factors, he develops and produces
behavioural styles - ways of gathering and processing information from the surrounding world and
responding to it. [CITATION Mye18 \l 2057 ] Regardless of the specific personality type, to have an
understanding of the own personal tendencies and what kind of roles and environment best suits for
a different character could assuredly help mentor the person professionally, especially if it is at a
crossroads in a music career. Not everyone could be suited for working with detailed spreadsheets,
in the same way, that not all people need to express themselves creatively in the music industry
through their work. Some individuals thrive when working closely with people, but others work best
independently. Embracing the diversity and recognising the differences in people could help use
those differences to advantage, to find the best fits for each profession, and be the best and most
productive selves. [ CITATION Sco19 \l 2057 ]

It is not a secret that not every musician has the right personality and skills to run a business or
music management career, even if it is his own. As well as that it is true that not every character is
Monika Dincheva/ 21386866/ People Management and Negotiation Skills/ MU40175E/ London
College of Music

suited to handle the limelight and the fame of a famous performer. However, there are so many
roles and careers in the music industry for whatever personality.

The music industry is not the same as ten years ago. Despite the drastic transformation of the
industry in the past decade, some aspects have changed, others have stayed the same, but the one
central aspect that is here to stay, is the importance of proper and adequate people management.
[ CITATION Bra18 \l 2057 ] According to Myers Briggs types of personalities there are absolute
extroverts or introverts. Having this in mind, everyone is capable of coming up with good ideas and
solutions in their area of competence, depending on how differently their brain functions. The
Diplomat Entertainer type of personality are people who are spontaneous, energetic and
enthusiastic. They crave creativity and freedom much more than stability and security. In view of
that, these personalities might be not prosperous in music business accountant for example, where
The Logistician’s annalistic and statistical skills would be applied well. The Entertainer could be much
more effective in the role of concert promoter.

It is evident that there are more than 16 types of personalities in the world. Every single person has
the dominant type in which he feels the most comfortable. Behind every successful band, there is a
team of responsible people who made it things happen. For teamwork, the predominant types and
their knowledge are essential and could be used concerning both team members and the whole
team as a means to improve group processes. This is important when selecting team members: if
decisions should be made, members with dominant functions T or F would be most useful; for
collecting information - persons with dominant functions S or N; if there is a shortage of time, and it
is necessary to discover new opportunities and ideas - N, if required to influence people - F and so
on. [ CITATION Mak16 \l 2057 ]

In the area of managing and motivation, Abraham Maslow's theory, which he formulated in 1943,
was widely recognised as the ‘hierarchy of needs’. Maslow is at the heart of the concept of
humanistic psychology, which states that everyone wants to meet their full potential. A basic
principle in Maslow's scheme is that the needs of previous lower levels should be met in order for
the motivation to meet the need for a higher level to emerge. According to Maslow’s theory, one
doesn't feel the second need until the requests of the first have been fulfilled or the third until the
second has been fulfilled, and so on. [ CITATION McL18 \l 2057 ] Maslow arranges these needs in the
so-called Maslow's hierarchy of needs as being in the process of satisfying the existing stringency of
following order. Having this in mind, the people first have to be satisfied with the first needs and
after those needs to be met by the need for the next level. According to Maslow's hierarchy of
needs, the necessity of the first, second and third levels is extremely crucial, and the fourth and the
fifth are endless.

According to TED, the effective music manager should be a people-oriented person who is a
motivator, a confidence booster and one who respects the people who he manages as a fellow
researcher. People management includes the approaches, ways, resources, and actions of recruiting,
motivating, developing and managing people in the music company. Based on the work analysis, the
needs are determined, and the necessary staff are planned with their quantitative and qualitative
characteristics. The motivation in the music industry is a leading activity in a significant part of music
companies. The reason is the fact that people are an essential part of any organisation. A good
Monika Dincheva/ 21386866/ People Management and Negotiation Skills/ MU40175E/ London
College of Music

manager needs to know the people whom he is working with well, know what they can, what they
need and build a capable team for staff motivation on that basis. The process is concretised by the
nature and specific features of the work in the music organisation, the organisational structure, the
type and content of the work activities. [ CITATION Cru16 \l 2057 ]

At the first and basic level of the pyramid of human needs are the so-called physiological needs.
Physiological needs are the most critical point of view for every live being. If this need for health,
water, food, et cetera they are not satisfied, efforts to motivate people to reach a higher rank of
work would be unsuccessful. [CITATION Che181 \t \l 2057 ]

The need for security, economic stability, safety, and psychological security occupy the next
ascending level in the hierarchy of human needs. They generally appear only after satisfying the
physiological needs. A mental safe working environment should be provided. Fiona McGugan claims
that one of the leading factors for mental illness in the music industry is financial instability. Most of
the people's livelihoods in a music company significantly depend on the artist's performance in the
industry, and that could be extremely stressful for the artist. [CITATION Wel18 \t \l 2057 ]

At the point when the needs for safety and physiological prosperity is fulfilled, the following class is
needs for love, warmth and belongingness can develop. Maslow states that individuals look to
conquer sentiments of depression and estrangement. This includes both giving and getting
adoration, friendship and the sense of belonging. [ CITATION Jor13 \l 2057 ] In the music business to
establish a relationship between a manager and artist or between the people in the team of the
artist, one of the most significant factors is having trust in each other in order to operate fluently.
The manager and the artist would be working together because they both feel a common bond: the
music, the attitude and the spirit of the art.

On the other hand, not every manager would enjoy the company of his artist after the business day.
There are cases when the manager prefers to clock-out when the work for the day is done and hold
until the morning. At the point, there are others, who so make the most of their artist, both as
creative entities and as individuals, that the blend of business and delight goes practically unnoticed,
more as a friendship.[ CITATION Ker08 \l 2057 ]

The fourth level of Maslow’s gradation of human needs is about the self-respect and giving respect
to the others. At the point when the first three levels of demand are met, this one could become
dominant. [ CITATION Jam14 \l 2057 ] People should have a high level of self-esteem and respect
from others as it makes them self-confident and valuable as personalities. If these needs are
unsatisfied, the person could feel helpless, worthless and useless. Being a leader and managing a
team in a music company requires to encourage and respect each of the team members. Another
key point to remember is that, a successful manager needs to invest time in order to have a good
sense of self-confidence, because how he identifies himself is how the others would look at him.

At the highest fifth level is the need for self-improvement. Maslow describes this need as radically
different from the other four. The most complex type of demand is associated with the desire to
self- actualisation and talent development. They are expressed through self-realisation, self-
Monika Dincheva/ 21386866/ People Management and Negotiation Skills/ MU40175E/ London
College of Music

expression and the attainment of the goals set. At the point when the majority of the prior
necessities are satisfied, then the need for self- actualisation enacted. If a person is hungry, unsafe,
not cherished or self-esteem, or lacking confidence, it is anything but confusing to realise what the
individual is eager about.

Nonetheless, it is not in every case clear what a person needs when there is a requirement for self-
completion. [ CITATION Jor13 \l 2057 ] The previously mentioned theory might be applied to the
roles of organisational culture and music management in improving employee’s performance.

Some personalities are more naturally manageble than others. Most people do not seek to be a
leader, but many more individuals could manage and lead, somehow and in some circumstances,
that they understand. In the music industry, the leaders and the people who are managing people
need to make sure that the team perceive and understand the goal and expectation. According to
Myers Briggs personality test, every individual has its strengths and weaknesses. In regard to this
the, leader of the team has to delegate work accordingly based on the skill and interest of each
person. Having in the organisation both introvert and extrovert people is necessary; a team and
individuals should develop communication skills to achieve team goals. In conclusion, Maslow's
hierarchy of needs could easily gauge where every individual stand. It would have more significant
effects on teams when conveying and designating work, by creating and undertaking more
straightforwardly, as indicated by the skills and abilities that each member has. [CITATION NA16 \t \l
2057 ]

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