Alderfer’s study has showed some amount of backing for the model, however it is simply too early to pass a verdict on the comprehensive legitimacy of the model.
The E. R and G of ERG theory stand for existence, relatedness and growth—the three categories of needs which are the focus of this substitute model of human needs in organisations.
The ERG model and Maslow’s “hierarchy of needs” are comparable for the reason that both are in hierarchical form and assume that individuals move up the hierarchy one stage at a time.
Alderfer argues as Maslow did, that people do have needs that those needs are organized in a hierarchy and that needs are vital determining factor of human behaviour.
Nevertheless, Alderfer minimised the number of need categories and reduced them to three, subsequently suggested that drive up the hierarchy is more complex.
The ERG theory is less rigid than Maslow’s “hierarchy of needs” theory, proposing that people may move down as well as up the hierarchy, depending on their aptitude to gratify desires.
“Need hierarchy” model supports describe why organizations discover modes to recognize employees, cheer their contribution in decision-making, and give them opportunities to make substantial contributions to the organization as well as society.
ERG Theory of Motivation | ERG Model Vs ” Hierarchy of Needs ” Theory
Evaluation of ERG Theory
The Key Advantages of the ERG theory are as follows:
- The ERG theory is more stable with our awareness of distinct differences among people. They key factors such as academic background, family circumstances, and cultural environments can change the prominence or motive force that a group of desires hold for a specific individual. The suggestion determines that individuals in other cultures rank the need categories in a different way.
For example, communities of India and Japan place social needs before their psychological necessities. This would be consistent with the ERG theory. The ERG theory, for that reason, characterizes a more accurate form of the need hierarchy.
- Even though there is more or less evidence to counter the model’s projecting value, substantial quantity of contemporary motivational analysts incline to support Alderfer’s theory over Maslow’s and Heriberg’s motivational theories.
In a nutshell, the ERG model appears to take some of the solid arguments of the previous gratified models, nonetheless is a smaller amount of obstructive and controlling.
The disadvantages of the theory are as follows:
- The ERG theory failed to propose straightforward guiding principle. The model suggests that individuals will be driven to involve in a behaviour which will gratify one of the three sets of needs assumed by the model.
In order to foresee what conduct any given individual will be motivated to engage in, an assessment of that individual would be required, to determine which of the three requirements were most prominent and most central to that individual.
The individual would then be predicted to engage in a particular conduct, which would eventually lead to the accomplishment of results, which have the ability for satisfying these noticeable requirements.
- The ERG theory is fresher than the need hierarchy theory, and has neither yet achieved such an extensive note, nor such an extraordinary degree of study attention as has the Maslow’s need hierarchy theory.
Therefore, the empirical prominence of the ERG theory must be assumed to be to a certain degree unclear at the moment.
Alderfer’s study has showed some amount of backing for the model, however it is simply too early to pass a verdict on the comprehensive legitimacy of the model.
Human Resource management: Definitions & Key Knowledge ?
Effective People Management | Motivation | Job Design | Reward Systems
Expectancy Theory | Essentials Of Motivation | Instrumentality | Valance
Job Design | Key Motives | Characteristics of Jobs and People | HR
Collective Approaches to Job Design | Job Enrichment | Job Rotation
Strategic Reward System | Aims | Approaches | policies | Practices
Hierarchy Of Needs Theory | Maslow’s FIVE Needs Systems | Motivation
Impacts & Implication Of Hierarchy Of Needs Theory On HR Management
Advantages, Disadvantages & Limitations Of Maslow ’s ‘Hierarchy of Needs’ Theory
Frederick Herzberg ’s Two-Factor Theory of Motivation | Motivation-Hygiene
Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation
Theory X and Theory Y | McGregor and Leadership | Motivation | HR
The Hard and Soft Approach of Theory X | Key Issues with Theory X
Management Implications of Theory Y | Motivation | leadership
Challenges and Limitations of Theory X and Theory Y | Motivation
ERG Theory of Motivation | ERG Model Vs ” Hierarchy of Needs ” Theory
