ERG Theory
To address some of the
limitations of
Maslow's hierarchy as a theory of motivation,
Clayton Alderfer proposed the ERG theory, which like Maslow's
theory, describes needs as a hierarchy. The letters ERG stand for three
levels of needs: Existence, Relatedness, and Growth. The ERG theory is
based on the work of Maslow, so it has much in common with it but also
differs in some important aspects.
Similarities to
Maslow's Hierarchy
Studies had shown that
the middle levels of Maslow's hierarchy have some overlap; Alderfer
addressed this issue by reducing the number of levels to three. The ERG
needs can be mapped to those of
Maslow's theory as follows:
-
Existence:
Physiological and safety needs
-
Relatedness: Social
and external esteem needs
-
Growth:
Self-actualization and internal esteem needs
Like Maslow's model,
the ERG theory is hierarchical - existence needs have priority over
relatedness needs, which have priority over growth.
Differences from
Maslow's Hierarchy
In addition to the
reduction in the number of levels, the ERG theory differs from Maslow's
in the following three ways:
-
Unlike Maslow's
hierarchy, the ERG theory allows for different levels of needs to be
pursued simultaneously.
-
The ERG theory
allows the order of the needs be different for different people.
-
The ERG theory
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.
Thus, while the ERG
theory presents a model of progressive needs, the hierarchical aspect is
not rigid. This flexibility allows the ERG theory to account for a wider
range of observed behaviors. For example, it can explain the "starving
artist" who may place growth needs above existence ones.
Implications of ERG
Theory for Management
If the ERG theory
holds, then unlike with Maslow's theory, managers must recognize that an
employee has multiple needs to satisfy simultaneously. Furthermore, if
growth opportunities are not provided to employees, they may regress to
relatedness needs. If the manager is able to recognize this situation,
then steps can be taken to concentrate on relatedness needs until the
subordinate is able to pursue growth again.
Description of ERG
Theory
Clayton Alderfer
extended and simplified
Maslow's hierarchy into a shorter set of three needs: Existence,
Relatedness and Growth (hence 'ERG'). Unlike Maslow, he did not see
these as being a hierarchy, but being more of a continuum.
Existence
At the lowest level is
the need to stay alive and safe, now and in the foreseeable future. When
we have satisfied existence needs, we feel safe and physically
comfortable. This includes Maslow's Physiological and Safety needs.
Relatedness
At the next level, once
we are safe and secure, we consider our social needs. We are now
interested in relationships with other people and what they think of us.
When we are related, we feel a sense of identity and position within our
immediate society. This encompasses Maslow's Love/belonging and Esteem
needs.
Growth
At the highest level,
we seek to grow, be creative for ourselves and for our environment. When
we are successfully growing, we feel a sense of wholeness, achievement
and fulfilment. This covers Maslow's Self-actualization and
Transcendence.
Using ERG Theory
Find the relative state
of the other person's needs for each of existence, relatedness and
growth. Find ways of either threatening or helping to satisfy the needs.
Defending
Know how well your own
needs in this model are met, and what would threaten or improve them. Be
careful when other people do things that threaten or promise to improve
them.
References
http://www.netmba.com/mgmt/ob/motivation/erg/
http://changingminds.org/explanations/theories/erg_theory.htm
http://www.envisionsoftware.com/Management/ERG_Theory.html
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