ERG THEORY CLAYTON ALDERFER PDF

Clayton P. These ERG categories are:. Contrarily to Maslow's idea that access to the higher levels of his pyramid requir ed satisfaction in the lower level needs, according to Alderfer the three ERG areas are not stepped in any way. The ERG framework recognizes that the order of importance of the three Categories may vary for each individual.

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Clayton P. These ERG categories are:. Contrarily to Maslow's idea that access to the higher levels of his pyramid requir ed satisfaction in the lower level needs, according to Alderfer the three ERG areas are not stepped in any way. The ERG framework recognizes that the order of importance of the three Categories may vary for each individual. Managers must recognize that an employee has multiple needs to satisfy simultaneously.

According to ERG, focusing exclusively on one need at a time will not effectively motivate. In addition, the ERG model acknowledges that if a higher level need remains unfulfilled, the person may regress to lower level needs that appear easier to satisfy. This is known as the frustration-regression principle. This frustration-regression principle impacts workplace motivation. For example, if growth opportunities are not provided to employees, they may regress to relatedness needs, and socialize more with co-workers.

If management can recognize these conditions early, steps can be taken to satisfy the frustrated needs until the subordinate is able to pursue growth again. Book: Clayton P. More management models. Existence, Relatedness, Growth Theory.

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ERG Theory of Motivation

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Heroes of Employee Engagement: No.7 Clayton Alderfer's ERG Theory

His rework is called as ERG theory of motivation. 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.

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