ERG Motivation Theorys analysis. free essay sample

Theory is created by Clayton Alderfe. This theory is modification of Maslows hierarchy of needs. Maslows theory organized of five needs but ERG Theory consist of 3 basic human needs and grouped under 3 categories existence, relatedness, and growth. Existence needs include physiological and safety needs of physically relevant person, such as the need for food, shelter, and safe working conditions. Relatedness needs include the need for a person to interact with others, get public recognition, nd feel safe around people. Growth needs consist of self-esteem through personal human achievement, as well as the concept of self-actualization, represented in the Maslow model. Difference between Maslow Need Hierarchy Theory and Alderfers ERG Theory For example, the ERG theory need not take in any particular manner and clearly recognize that more than one need may operate at any given time. In addition, the theory has frustration-regression aspect. ERG Theory also shows that if the fulfillment of a higher-level need is low, there is an increase in desire for satisfying a ower-level need. We will write a custom essay sample on ERG Motivation Theorys analysis. or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page According to Maslow, an individual remains at a particular need level until that need is satisfied. While according to ERG theory, if a higher- level need enhance, an individual may revert to increase the satisfaction of a lower- level need. This is called frustration- regression aspect of ERG theory. For instance- when growth need enhance, then an individual might be motivated to accomplish the relatedness need and if there are issues in accomplishing relatedness needs, then he might be motivated by the existence needs. Thus, frustration can result in regression to a lower-level need. While MasloWs need hierarchy theory is rigid as it assumes that the needs follow a specific and orderly hierarchy and unless a lower- level need is satisfied, an individual cannot proceed to the higher-level need. ERG Theory of motivation is very flexible as he perceived the needs as a variety rather than perceiving them as a hierarchy. According to Alderfer, an individual can work on growth needs even if his existence or relatedness needs remain unsatisfied. Thus, he ives explanation to the issue of starving artist who can struggle for growth even if he is hungry. Although not fully tested, ERG theory seems to explain the dynamics of human needs in organizations reasonably well. It provides a less rigid explanation of employee needs than MasloWs hierarchy. Human needs cluster more carefully around the three categories proposed by Alderfer than the five categories in MasloWs hierarchy. The combined processes of satisfaction-progression and frustration-regression also provide a more accurate explanation of why employee eeds change over time. Overall, it seems to come closest to explaining why employees have particular needs at various times. How the ERG theory could be used Alderfers ERG theory can be used to explain someones motivation to work in a Job because the theory is applicable to many different relations of employees. An effective manager has to understand where a particular individual might exist in the particular set of needs to an applicable situation. For example, if someone started in a Job and needs the financial security of a position in order to make easy other costs nd expenses, they might be in the Existence needs. Perhaps, their motivation can be increased with incentives and some bonuses. Since their needs caused by necessity for basic material needs, stimulate their work in this area may lead to an increase in their motivation to work in a particular Job. For a worker who thrives on interpersonal connection and the acknowledgement from others, their needs are in the Relatedness sector. If these individuals could find greater motivation if they were placed in a position where their interpersonal needs or strengths could be alidated, then there could be greater motivation for these individuals to perform better and maximize output at their Jobs. Finally, the needs for reflective Growth indicate that an individual has reached a point where they wish to advance personally and move into a area of professional development and enhancement. For these individuals, their motivation might exist in looking at their Job as a vocation and seeking to advance within it. Constructing avenues of professional growth and development could enhance the work motivation for these individuals as it fits their needs. The ERG model is fluid, in that simultaneous needs could be seen in one employee.