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    ERG Theory

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    Sarfraz 'Drogba' Shaikh
    ERG theory was proposed by Clayton Alderfer as an alternative to Maslow's hierarchy of needs theory of motivation. Alderfer grouped human needs into three categories - existence needs (physiological and safety), relatedness needs (relationships and esteem), and growth needs (self-actualization). Unlike Maslow's theory, ERG theory recognizes that multiple levels of needs can be active at the same time and frustration at a higher level can cause regression to fulfill lower level needs. ERG theory also allows for the possibility that growth needs can be pursued even if existence or relatedness needs are not fully met.

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    ERG Theory

    Uploaded by

    Sarfraz 'Drogba' Shaikh
    309 views2 pages
    ERG theory was proposed by Clayton Alderfer as an alternative to Maslow's hierarchy of needs theory of motivation. Alderfer grouped human needs into three categories - existence needs (physiological and safety), relatedness needs (relationships and esteem), and growth needs (self-actualization). Unlike Maslow's theory, ERG theory recognizes that multiple levels of needs can be active at the same time and frustration at a higher level can cause regression to fulfill lower level needs. ERG theory also allows for the possibility that growth needs can be pursued even if existence or relatedness needs are not fully met.

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    ERG theory was proposed by Clayton Alderfer as an alternative to Maslow's hierarchy of needs theory of motivation. Alderfer grouped human needs into three categories - existence needs (physiological and safety), relatedness needs (relationships and esteem), and growth needs (self-actualization). Unlike Maslow's theory, ERG theory recognizes that multiple levels of needs can be active at the same time and frustration at a higher level can cause regression to fulfill lower level needs. ERG theory also allows for the possibility that growth needs can be pursued even if existence or relatedness needs are not fully met.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    309 views2 pages

    ERG Theory

    Uploaded by

    Sarfraz 'Drogba' Shaikh
    ERG theory was proposed by Clayton Alderfer as an alternative to Maslow's hierarchy of needs theory of motivation. Alderfer grouped human needs into three categories - existence needs (physiological and safety), relatedness needs (relationships and esteem), and growth needs (self-actualization). Unlike Maslow's theory, ERG theory recognizes that multiple levels of needs can be active at the same time and frustration at a higher level can cause regression to fulfill lower level needs. ERG theory also allows for the possibility that growth needs can be pursued even if existence or relatedness needs are not fully met.

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    ERG Theory To bring Maslows need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined

    it in his own terms. His rework is called as ERG theory of motivation. He recategorized Maslows hierarchy of needs into three simpler and broader classes of needs:

    Existence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs. Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external component of esteem needs fall under this class of need. Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.

    The significance of the three classes of needs may vary for each individual. Difference between Maslow Need Hierarchy Theory and Alderfers ERG Theory ERG Theory states that at a given point of time, more than one need may be operational. ERG Theory also shows that if the fulfillment of a higher-level need is subdued, there is an increase in desire for satisfying a lower-level need. 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 aggravates, an individual may revert to increase the satisfaction of a lower- level

    need. This is called frustration- regression aspect of ERG theory. For instancewhen growth need aggravates, 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/aggravation 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 range/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 gives explanation to the issue of starving artist who can struggle for growth even if he is hungry. Implications of the ERG Theory Managers must understand that an employee has various needs that must be satisfied at the same time. According to the ERG theory, if the manager concentrates solely on one need at a time, this will not effectively motivate the employee. Also, the frustration- regression aspect of ERG Theory has an added effect on workplace motivation. For instance- if an employee is not provided with growth and advancement opportunities in an organization, he might revert to the relatedness need such as socializing needs and to meet those socializing needs, if the environment or circumstances do not permit, he might revert to the need for money to fulfill those socializing needs. The sooner the manager realizes and discovers this, the more immediate steps they will take to fulfill those needs which are frustrated until such time that the employee can again pursue growth.

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