Clayton Alderfer :ERG Theory of Motivation

Clayton Alderfer :ERG Theory of Motivation

good morning awesome nerds!

Hows your breakfast this morning?

Did you already talk to your special someone about your plans this weekend?

Is your mind already stick to your upcoming report on Monday at work?

Are you thinking about your report next week in class?

Are you waiting for this day to end, so you have the time reading your favorite book at home?

Genealogy

Sunday, September 1, 1940 - Clayton was born in Sellersville, Pennsylvania

- He was the only child of Paul Alderfer and Ruth Buck

July 1962 - He married to Charlene Frankenfield

- Have 2 children: Kate and Benjamin

Friday, October 30, 2015 - He died at home after a long illness at the age of 75

in Belle Mead, New Jersey

- before he died he was blessed with 5 grandchildren:

Madelyn, Abigail, Olivia, Claire and Myles

Education

Credits:

Biography

1958 - He graduated at Liberty High School

1958-1962 - He graduated his Bachelor's Degree in Industrial Administration at Yale University with high honors

1962- 1966 - He received his Ph.D. in Organizational Behavior at Yale University

1975 - He received a diploma in psychology (area of expertise: organizational consulting) from the American Board of Professional Psychology (ABPP)

1. According to NTL Institute, Alderfer is an author of 3 books, and also written over 100 articles and book chapters on human needs, inter group relations, race relations, governing boards, and organizational diagnosis.

2. One of this book was the "Psychological Review" 1969, which he first discussed the ERG theory and later wrote another book three years after "Existence, relatedness, and growth: Human needs in organizational settings" 1972 New York, NY, which he developed the theory.

3. Clay also made significant contributions to the study of groups. Integrating systems theory with psychodynamic approaches, he developed “Embedded Intergroup Relations Theory” which was published in his book, "The Practice of Organizational Diagnosis: Theory and Methods" 2010 by Oxford University Press.

4. In 1997, APA selected him for the Harry Levinson Award on organizational consultations.

5. And in 1999 Columbia University’s Teachers College selected him to receive the Janet Helms Award on research and education about race relations.

Career

1966-1968

- He worked at Cornell University as a Professor in Organizational Behavior

1968-1992

- He worked at Yale University as Associate Dean in the School of Management

1992- 2007

- He worked as a Professor at Columbia University Graduate School of Architecture, Planning and Preservation Organizational Psychology program

1992-2004

- He worked at Rutger University as a Director of Professional Studies

2004

- His interest in working as a consultant lead him to set-up his own consulting firm: Alderfer and Associates

ERG Theory of Motivation

Clayton Alderfer developed this theory taking into account the shortcomings of Maslow’s hierarchy of needs theory. The major shortcomings of Maslow’s theory was the reality that people do not necessarily fulfill their needs in a hierarchy manner.

Alderfer defined three needs:

1. E - Existence needs – Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow's first two levels.

2. R - Relatedness needs – Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers. This also means to be recognized and feel secure as part of a group or family. Maslow's third and fourth levels.

3. G - Growth needs – Internal esteem and self-actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks

Similarities and Differences to Maslow's Hierarchy

Contribution: ERG Theory

The ERG motivation theory work situations

On a work level, this means that managers must recognize his employees' multiple simultaneous needs. In Alderfer's ERG model, focusing exclusively on one need at a time will not motivate your people. The frustration-regression principle impacts workplace motivation. For example, if growth opportunities are not provided to employees, they may regress to relatedness needs, and socialize more with co-workers. If you can recognize these conditions early, steps can be taken to satisfy the frustrated needs until the employee is able to pursue growth again.

Implications for financial incentives in Alderfer's ERG model

Financial incentives may satisfy the need for growth, and for recognition by others. As you can see, in this theory financial incentives can only fulfill human needs indirectly, through their perceived value and effect on other people. So even though you may provide financial incentives, if your people's other needs aren't being met, according to Alderfer's ERG theory your workers will not be motivated.

Relationships between Alderfer's ERG theory concepts

1. Satisfaction-progression

Moving up to higher-level needs based on satisfied needs.

2. Frustration-regression

If a higher level need remains unfulfilled, a person may regress to lower level needs that appear easier to satisfy.

3. Satisfaction-strengthening

iteratively strengthening a current level of satisfied needs.

Clayton Alderfer ABPP (1940) is an American psychologist, speaker, writer, entrepreneur, consultant and scholar. Clayton Alderfer has become famous with his ERG Theory. The starting point for the development of this theory is Maslow’s hierarchy of needs which he further expanded into the ERG theory based on empirical research (1966-1989).

Emcie Abalos

MM 501 - Oraganization and Management Theories and Behavior

Questions?