Problem: Evelyn was based abroad a regional director for a large technological device company. As an expatriate, she was often times respected and welcome among the locals. Yet at times, Evelyn still felt like she was treated as an outsider. Colleagues may speak in their local language during meetings with the intention to avoid engaging her. While Evelyn was good at her administrative duties. She was not an engineer. Some of the male engineering staff therefore did not like her simply because she was not an engineer who understood technical jargon, or that she was a female superior.
While Evelyn recognized these challenges, she was determined to promote a positive work culture under her leadership. Having worked in this company for more than a decade, she was confident of herself and her and her role as the regional director. The company's management routinely acknowledged her competency and almost always supported her initiatives. During the tense situation, she kept her emotion in check and spoke calmly but confidently. She regularly engaged her engineering team members and was open to their alternative ideas. Eventually, most of the local staff respected Evelyn as an effective leader.
Question: Explain Maslow's Hierarchy of Needs. Identify and describe with examples which hierarchy level Evelyn was operating at in her situation.