Student Poster by Sven Steinhauser¹, Niklas Scholl¹, Hanna Suchanek¹
¹ Universität Innsbruck, Austria
TIME: Thursday, 16 July, 12:00 – 13:16
Location: Break Room
Session: Poster Session
Abstract
Self-actualization is regarded as an essential prerequisite for a fulfilling life in both philosophical and psychological traditions. Aristotelian eudaimonism already understands the realization of one’s potential as the foundation of human well-being. This idea is also reflected in humanistic approaches to psychology, particularly in the work of Abraham Maslow, who describes self-actualization as a fundamental human need. Contemporary motivation theories, such as Self-Determination Theory, build on this tradition and emphasize the importance of autonomy, competence, and social relatedness for personal growth and psychological well-being. At the same time, modern work societies have increasingly embraced the notion that work serves not only as a means of material subsistence but also as a central arena for individual meaning-making and self-development. This work examines the extent to which the ideal of self-actualization, under conditions of neoliberal work organization, can shift from an emancipatory goal to a mechanism of social control. Drawing on work and organizational psychology as well as theories of power, the analysis explores how forms of control in the workplace have changed over time. Whereas traditional organizational forms relied primarily on hierarchy, surveillance, and direct discipline, control has increasingly moved toward the level of values, identities, and subjective consent. In neo-normative work contexts, regulation is increasingly exercised through the promotion of individuality, authenticity, and self-development. Employees are encouraged to align their personal goals with organizational interests and to assume responsibility for their own continuous development. As a theoretical contribution, the work presents a developmental model of control that traces a progression from external discipline through normative and neo-normative control to a paradox of self-actualization. This paradox describes the internalization of societal and organizational demands for optimization by the individual. The more work is understood as a site of self-actualization, the more self-management, performance enhancement, and continuous self-improvement become personal obligations. The article argues that under neoliberal conditions, self-actualization cannot be understood solely as an expression of freedom but also generates new forms of self-regulation and self-control. Finally, the possibilities for authentic self-actualization within contemporary employment relations are critically discussed.