Question

(a) Describe Alderfer’s ERG Theory of motivation.

(b) Explain how managers can use this theory to motivate staff.

Answer 1

(a)

Alderfer’s ERG theory of motivation enumerates that at a given point of time more than one need can be operational. Furthermore it says that if the accomplishment of higher-level needs is passive and unresponsive then there is an enhancement in aspiration for gratifying the lower-level need.

Thus if a higher- level need exaggerates an individual may retreat to boost the satisfaction of a lower- level need which indeed is known as frustration- regression element ERG theory. For example when intensified need magnifies then an individual might be aggravated to attain the relatedness need and if there are concerns in achieving relatedness needs then he might be annoyed by the extinct needs.

ERG theory of motivation is considered to be flexible as he supposed the needs as a range or diversity rather than observing them as a chain of command. Thus he believed that an individual can work on growth needs even if his subsistence or relatedness needs remain unsatisfied.

Thus according to ERG theory if business administrator focuses exclusively on one need at a time then definitely this won’t efficiently facilitate to motivate the worker. For example if a worker is not facilitated with growth and progression prospect in an enterprise then there are possibilities that he might revert to the relatedness need such as socializing needs and accordingly this would aspire the desire for money to satisfy its needs. Thus it’s very crucial and significant for the business administrators to take concrete steps that can help to fulfill those needs which indeed can facilitate the workers to attain its growth objectives.

(b)

It’s been firmly believed that priority of needs to individuals do vary however Alderfer was able to effectively and decisively categorize and prioritize these needs and according to him subsistence needs were the most real and substantial needs followed by relatedness and growth needs.

He further enumerated that existence needs are very simple and effortless to substantiate and can be comprehensive than that compared to relatedness and growth needs which indeed are considered to be very multifaceted and difficult to specify. Furthermore he elucidated that individuals do have the propensity to intensify and augment their efforts in subordinate groupings when they are unable to attain the needs of a higher category.

Thus HR managers who acknowledge this theory do identify and acknowledge that workers have several needs to satisfy side-by-side. Furthermore with lack of escalation and progression prospects workers revert to relatedness needs. If the administrators are able to sensibly recognize these circumstances then appropriate steps indeed can be taken by focusing on the accomplishment of relatedness needs which in fact can help workers to pursue their growth needs.