Maslow's Erg Theory

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Maslow’s Hierarchy of needs is a theory in psychology proposed of Abraham Maslow in 1943. The U.S. Abraham Maslow published a paper called a theory of human motivation, in which he said that peoples had five sets of needs which come in a particular order. As each level of need is satisfied, the desire to fulfill; the n next set kicks in. First we have the basic needs for bodily functioning fulfilled by eating, drinking, and going to the toilet. Also the desire to be safe, and secure in the knowledge that those basic needs will be fulfilled in the future to the next stage is social recognition status, and respect. And the final stage represented in the graphic as the topmost tip of the triangle. Managers use Maslow’s hierarchy to identify…show more content…
According to the ERG Theory, if the manager concentrates solely on one need at a time, this will not effectively motivate the employee. The difference between Maslow Need Hierarchy Theory and Alderfer’s ERG Theory. ERG Theory states that at a given point of time, more than one need may be operational. ERG Theory also shows that if the fulfillment of a higher-level is subdued, there is an increase in desire for satisfying a lower level need. According to Maslow and individual remain at a particular need level until that need is satisfied. According to the ERG Theory if a higher-level need aggravate, an individual may revert to increase the satisfaction of a lower-level need. This is called frustration-regression aspect of ERG…show more content…
He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. What he found was that people felt good about their jobs gave very different responses from the people who felt very bad. Remedying the causes of dissatisfaction will not create satisfaction. Nor will adding the factors of job satisfaction eliminate job dissatisfaction. If you have a hostile work environment, giving someone a promotion will not make him or her satisfied. If you create a healthy work environment but do nto provide members of your team with any of the satisfaction factors, the work they’re doing will be satisfying. To apply the theory, you need to adopt a two stage process to motivate people. First you need to eliminate job dissatisfaction, secondly create condition for job satisfaction. If you lead a team, take a little time with each of its members to check that they’re happy, that they think they’re being fairly and respectfully treated and that they’re not being affected by unnecessary

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