Example Of components Of The Alderfer’s Erg Theory Essay

Type of paper: Essay

Topic: Workplace, Employee, Theory, Success, Motivation, Management, Opportunity, Relationships

Pages: 1

Words: 275

Published: 2020/12/15

1 - Alderfer’s ERG Theory Overview
Clayton Alderfer's ERG theory is built upon Maslow's hierarchy of needs theory. To begin his theory, Alderfer collapses Maslow's five levels of needs into three categories. And What he means by his theory that an already satisfied lower level need can become reactivated and influence behavior when a higher level need cannot be satisfied. This is the main concept about it.

The "existence" needs describe the basic material requirements for living.
The "relatedness" needs concern the maintaining of important interpersonal relationships.
The "growth" needs relate to self-actualization and self-esteem.
2 - McClelland’s Need Theory Overview
David McClelland's acquired needs theory recognizes that everyone prioritizes needs differently. He also believes that individuals are not born with these needs, but that they are actually learned through life experiences. McClelland identifies three specific needs:

Components of the mcclelland’s need theory

1) Need for achievement: Is the drive to excel, and the desire to accomplish something difficult.
2) Need for power: Is the desire to cause others to behave in a way that they would not have behaved otherwise. To influence, coach, teach, and encourage others to achieve.
3) Need for affiliation: Is the desire for friendly, close interpersonal relationships, conflict avoidance, spend more time maintaining social relationships, joining groups, and wanting to be loved.

McClelland also suggested other characteristics and attitudes of achievement-motivated people:

achievement is more important than material or financial reward.
achieving the aim or task gives greater personal satisfaction than receiving praise or recognition.
financial reward is regarded as a measurement of success, not an end in itself.
security is not prime motivator, nor is status.
feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual).
achievement-motivated people constantly seek improvements and ways of doing things better.
achievement-motivated people will logically favour jobs and responsibilities that naturally satisfy their needs, ie offer flexibility and opportunity to set and achieve goals, eg., sales and business management, and entrepreneurial roles.

Managerial Implications

Employee motivation occurs when the organization takes steps to nurture a work situation where workers are self-driven to complete their job responsibilities at a level that exceeds or meets the management's standards. In taking into account the motivation theories of McClelland and Alderfer, the management ensures that each need is met. The management structures the compensation system that would guarantee employee satisfaction. Motivational tools used include compensation, training, and other fringe benefits to keep their employees motivated (Mak & Sockel, 2001). Monetary form of motivation comes in the form of salaries and wages. Employees receive payment for the job performed. Moreover, they are given other special privileges such as paid leave, car loans, vacation leave, sick leave benefits, and a lot more. The management also considers employees who want to continue learning. Hence, companies afford employees the opportunity to continue their studies while they render hours of work at the workplace, they feel they are given the chance to improve their professional career. Employees who are supported by their employers felt a lot more encouraged and inspired to work.

Innovative Actions

A. Employees need achievement.


Employees want to improve their career by bringing it to the next level. I will offer educational loan to employees who wish to proceed to higher level of education.
B. Employees need power.

Promotion opportunity

Employees want to be promoted to a higher position. I will create a program that will sent the standards needed to meet in order for employees to qualify for a higher position.
C. Need for affiliation

Team Building

Employees deserve to relax after weeks or months of hard work. Engaging employees in this activity will strengthen their social relationships with colleagues and will build their leadership ability. This will also enable them to feel like they belong in a group.
D. Existence Needs

Nice compensation pay

When employees are compensated well, they are likely to stay. To compensate them well, I will offer lots of opportunities for them to showcase their skills. Whoever performs well will receive an extra bonus.

Fringe Benefits

When employees are afforded these benefits, they feel appreciated. Fringe benefits will come in the form of paid sick leave, vacation leave, car loan, house loan, and a lot more.
E. Need for growth.


Employees wish to continue learning. I will afford this opportunity by letting my employees attend seminars.

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WePapers. (2020, December, 15) Example Of components Of The Alderfer’s Erg Theory Essay. Retrieved February 23, 2024, from https://www.wepapers.com/samples/example-of-components-of-the-alderfers-erg-theory-essay/
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"Example Of components Of The Alderfer’s Erg Theory Essay," Free Essay Examples - WePapers.com, 15-Dec-2020. [Online]. Available: https://www.wepapers.com/samples/example-of-components-of-the-alderfers-erg-theory-essay/. [Accessed: 23-Feb-2024].
Example Of components Of The Alderfer’s Erg Theory Essay. Free Essay Examples - WePapers.com. https://www.wepapers.com/samples/example-of-components-of-the-alderfers-erg-theory-essay/. Published Dec 15, 2020. Accessed February 23, 2024.

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