08. Alderfer –ERG Theory

According to Dinibutun, S.R., (2012) ERG theory states that an individual is motivated to satisfy one or more basic sets of needs. Therefore, if a person’s needs at a particular level are blocked, then attention should be focused on the satisfaction of needs at the other levels.

According to Chang, W.L. and Yuan, S.T., (2008) The ERG theory, a model of human motivation developed 1969 by Clayton Alderfer, extended and simplified Maslow's Hierarchy using a relatively smaller set of needs. The ERG theory attempts to answer the question, ―what motivates a person to act?‖ and assumes that all human activities are motivated by need.

Chang, W.L. and Yuan, S.T., (2008) defines that the ERG theory consolidated Maslow’s five need categories into three levels of need; Existence, Relatedness, and Growth. Each category is described as follows.

(Source: Alderfer, 1969- The concept of ERG theory)

Existence Needs:

According to Ball, B., (2012) includes all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). This corresponds closely to Maslow's first two levels.

Relatedness Needs:

According to Ball, B., (2012) encompass social and external esteem; relationships with significant others like family, friends, co‐workers and employers. This also means to be recognized and feel secure as part of a group or family. Corresponds to Maslow's third and fourth levels.

Growth Needs:

According to Ball, B., (2012) internal esteem and self-actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks.

Ball, B., (2012) outlines that, Existence needs are the most concrete, and easiest to verify. Relatedness needs are less concrete than existence needs, which depend on a relationship between two or more people. Finally, growth needs are the least concrete in that their specific objectives depend on the uniqueness of each person.

Chang, W.L. and Yuan, S.T., (2008) states that there are three relationships among the three needs:

Satisfaction‐progression:

According to Chang, W.L. and Yuan, S.T., (2008) moving up to higher‐level needs based on satisfied needs. This is the main movement of Maslow’s model. Individuals move up the need hierarchy as a result of satisfying lower order needs. In Alderfer’s ERG theory, this isn’t necessarily the case. The progression upward from relatedness satisfaction to growth desires does not presume the satisfaction of a person’s existence needs.

Frustration‐regression:

According to Chang, W.L. and Yuan, S.T., (2008) if a higher level need remains unfulfilled, a person may regress to lower level needs that appear easier to satisfy. Frustration‐regression suggests that an already satisfied need can become active when a higher need cannot be satisfied. For example: if a person is continually frustrated in his/her attempts to satisfy growth, relatedness needs can resurface as key motivators.

Satisfaction‐strengthening:

According to Chang, W.L. and Yuan, S.T., (2008) iteratively strengthening a current level of satisfied needs.

 

“I work for a leading organization in the airlines industry in Middle East as an outsourced staff, In consideration of ERG theory, they airline highly designed for direct staff’s work environment and not too many opportunities exist for outsourced employees.  Even though airline fulfilled the first two needs to outsourced employee, the growth needs are lower and employees move into stress while thinking about their future career path. Further, if growth needs are not met their desires, employees do not seem to find meaning in their work they believe that they are considered just a resources to meet the organizational goals and objectives. Therefore, it's very important that all the three needs are balanced and focused attention is given to fulfillment of all three needs. It is a key role of management to ensure that opportunities exist at all levels within a organization to fulfill.

REFERENCES:

1.   Alderfer CP (1969). An empirical test of new theory of human need.
Organ. Behav Hum. Perf., 4(1): 142–175.

2.   Ball, B., 2012. A summary of motivation theories. Retrieved on www. yourcoach. be> uploads, 3.

3.   Chang, W.L. and Yuan, S.T., 2008. A synthesized model of Markov chain and ERG theory for behavior forecast in collaborative prototyping. Journal of Information Technology Theory and Application (JITTA), 9(2), p.5.

4.   Dinibutun, S.R., 2012. Work motivation: Theoretical framework. Journal on GSTF Business Review, 1(4), pp.133-139.