To
bring Maslow’s 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
Maslow’s 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 individual’s physiological and
physical safety needs.
- Relatedness needs- These include the aspiration
individual’s have for maintaining significant interpersonal
relationships (be it with family, peers or superiors), getting public
fame and recognition. Maslow’s 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. Maslow’s 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 Alderfer’s ERG Theory
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ERG Theory states that at a given point of time, more than one need may be operational. |
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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. |
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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 instance- when 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. |
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While Maslow’s 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.
