Respond to two of the following post provided below

 

Original Discussion question:  Describe the similarities and differences between the ERG Theory and Maslow's Hierarchy. How have you used either of the two theories in daily life? Respond to at least two of your peers for this posting.

 

Post to Respond to: Pick 2 and specify by name and Respond to their post in the form of a discussion. (Examples are included under discussions as well in BOLD.

 

Garrett Aurelio

Both Alderfer's ERG theory and Maslow's Hierarchy both serve the need to approach human need and motivation. Maslow portrayed a satisfaction-progression model, which means that a human will progress to the next level once the previous level has been fully satisfied. His model is broken down into the following progression levels in order: physiological, safety, social, esteem, and self-actualization. Generally speaking, Alderfer's ERG theory covers the same steps, but simplifies the progression model into three: existence, relatedness then growth. Essentially, Alderfer's ERG theory took all of Maslow's levels and simplified them into physical, social and psychological need respectively. Maslow mainly focused on humanism which is the term that describes humans to have the constant want to improve in any scenario. However Alderfer was more focused on a frustration-regression approach. By this, Alderfer believed that if a person is frustrated by not having a need met, that they will do the opposite of growing and may actually have a greater need for the unmet than they originally started with. The last bit that the two theories have in common is that they both present the hierarchy of needs, but neither of them are able to solve issues with the theories such as: the determining the level of satisfaction needed, individual experiences, recognizing key needs such as power, and predicting types of behavior that is associated with any of the above listed needs. (Baack, 2012). 

           In my personal experience, I have used Alderfer's theory. Generally speaking, When I was in a management position in my old job and getting ready to leave. I had to prepare my then subordinates to take on my role in the company. My management position was not easy and not favorable since the pay raise was not much higher for the amount of responsibilities that were added came with the job title. To meet physical needs of the candidate, I had to ensure them that the pay raise was well worth the effort to apply. Making the pay raise appeal was the first step to motivating him to apply. I then had to convince the candidate that he was well liked by the other employees and he would have no issues with having his commands and objectives met since he was respected. And finally, by comparing my professional life to what his could be, I was able to seal the deal. I convinced the candidate that taking a management position will only lead to professional growth and help him in the long run. Having met these three points, the candidate was eventually motivated to apply for the management position and was actually hired.

 References:

Baack, D. (2012). Organizational Behavior [Electronic version] retrieved  from https://ashford.content.edu (Links to an external site.)Links to an external site.

David Reid

The similarities of the ERG and Maslow's Hierarchy are when the existence needs equate to concepts of physiological and safety needs which are Maslow's Hierarchy. The Existence needs are physical in nature, as the Maslow's Hierarchy needs for safety, food, shelter, clothing, sex, water, in other words basic needs. The Social needs falls into the same category as the relatedness category. ERG growth category is similar to the Maslow's esteem and self-actualization.

The differences are such Alderfer add a second concept to Maslow's approach, frustration-regression. If, for example, a worker has met physical needs but is socially unskilled, the employee will become frustrated by the inability to make friends. Such a person would "regress" back to the existence level and feel that need more strongly. Existence needs equate to concepts of physiological and safety needs. Relatedness needs match social needs. Growth needs incorporate needs for esteem and self actualization. Notice that existence needs could be considered as physical in nature, relatedness as social in nature, and growth as psychological in nature (Baack, 2012)

As a military member these theories are used on a daily basis, especially during times of deployment. When an individual is taken out of the comfort zone of their home life and deployed half way across the world to an unknown land, individual are looking for the basic needs. Unaware of shelter, food, safety and social involvement members member could begin to regress.

Baack, D. (2012). Organizational Behavior, San Diego, CA: Bridgepoint Education,

          Inc. This is a Constellation course digital materials (CDM)

 

Michael Beck

These two theories of motivation and satisfaction relate to each other in the way that each one is an expression of self and internal growth. These theories attempt to explain how individuals are motivated to succeed and what are the drivers behind each level of motivation. Maslow's Hierarchy of Needs, and Alderfer's ERG Theory are both based on humanism (Baack, 2012) and furthering Freudian psychology by conceptualizing the need for self as motivation.

The humanism aspects of these theories are present in how they both have the individual as the focus, these are internal motivations where external factors are not prevalent. Both theories put self as the top tier or ultimate goal, and explain how there is a need to satisfy all aspects of each level to obtain complete satisfaction. If the individual is lacking in one area of the theory, they will look to compensate for that by excelling in others.

The ERG theory expands on Hierarchy of Needs with the addition of regression. This theory explains how different people will excel and experience job satisfaction differently and how if an individual is not meeting internal goals they will "regress" to a previous state and look to find satisfaction at the level they are excelling.

These theories help explain how the teams I work with interact and how we handle frustration, and accomplishment. We work in a diverse environment, where motivation to succeed is also diverse. I have an understanding now of why some of my peers are content where they are and do not look to further their careers, they have hit a point in their career where internal motivation has met or exceeded their expectations. For me, I am still looking to grow and find a more fulfilling sense of accomplishment.

Baack, D. (2012). Organizational Behavior [Electronic version] retrieved from https://ashford.content.edu (Links to an external site.)Links to an external site.

David Reid

Michael,

I enjoyed how you were able to blend the theories into your every day job. I guess every individual go through the same as far as job satisfaction. My current job, we have individuals that have worked at the job for 10 years or more and are completely satisfied with the status quo. Where there are others that are looking to excel in every aspect of the job. Those individuals look to the job for the fulfillment for satisfaction in life. You're absolutely right, we put ourselves first and we look for the internal factors for that satisfaction.

Shelena Gray

Clayton Alderfer and Abraham Maslow both believe in the same theory of motivation but had a different approach to it. Alderfer is like most of us we want to microwave our lives, so Alderfer took (Maslow's theory; physiologic, safety, social, esteem and self-actualization) stream lined it (Alderfer's theory; existence, relatedness, and growth) (Baack, 2012,). They both believe we are still motivated by having basic life essentials like food clothing shelter, love, friends, to be appreciated and to have self-worth. The difference is just like male (Maslow) basketball vs. female (Alderfer) basketball. Male basketball is straight forward you get up the court pass the ball and you shoot. If there is a problem, oh while, deal with it, just get the ball in the basket. Female basketball you get up the court, if something is not right you can go backcourt, if there is too much pressure, go backcourt but eventually, you need to put the ball in the basket to move on with life. I know I relate to Maslow's theory because I need the five of these to have a complete life but one I will put in the front of all of these needs would be my spirituality. If I'm not right in that area in my life, my balance is all off and I must quickly fix that part of my life.

Baack, D. (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education, Inc.

Johnnie Donald

Maslow's Hierarchy of Needs Theory is a need-based theory that assure that all human needs will be met in order. According to Baack (2012) he starts with physiological needs that include food, clothing, shelter, water, and sex. When these basic needs are met, the person moves to the social needs, self esteem and ending with self actualization. After reaching one stage , a person progresses to another level. According to Maslow, few people reach self-actualization (sect. 4.2).

Alderfer's ERG Theory is similar to Maslow's except, according to Baack (2012) he tried to simplify it. His existence phase equals to physiological and safety. Relatedness matches social needs. Growth matches self, esteem and self-actualization.  The differences in these theories is that Alderfer added the concept of frustration- regression to a previously reach level (sect. 4.2). 

My personal use of Maslow's Hierarchy was displayed while working in a nursery with newborns. My job was to provide for the basic need of these infants. These needs overlapped with their safety needs. As a nurse, the job was to provide food, cleanliness, shelter and comfort. This is the same kind of thing that a parents provide in the home. Anytime a child cries, the parent or the nurse investigates to determine which basic need is not being met.

Baack, D., (2012) Organizational Behavior. [Electronic version]. retrieved from https://ashford.content.edu (Links to an external site.)Links to an external site..

David Reid

Johnnie,

That's interesting how you applied the Maslow's Hierarchy to your work as a nurse in the nursery. You provide the basic physical needs for the newborns, along with the parents and I'm sure that it can only bring you the satisfaction of accomplishment as well. I think we all want to feel needed, not only at home but on our jobs as well. 

Brittney Williams

The Maslow's Hierarchy of Needs is a widely used motivational theory that suggests that people need to be satisfied in one area in order to progress their happiness to another level. This model is composed of five elements (Baack, 2012):

Physiological- the basic necessities to live (food, shelter, clothing, etc.)

Safety- security and protection

Social- the feeling of love and acceptance, making friends

Esteem- how others view and recognize you, praise and awards

Self-actualization- feeling of completeness, self-worth, and reaching full potential

Clayton Alderfer looked to simplify Maslow's approach and created the ERG theory. This theory has three concepts: existence, relatedness, and growth (Baack, 2012). The similarities of these two motivational theories is that they both assume human nature is to do good and get better. It is the assumptions that people are naturally motivated and want to reach higher levels. Another similarity is that they both don't incorporate other factors which may influence motivation such as age, gender, race, religion, etc. The difference of these two theories is that Maslow's approach suggests that a person must reach each of these levels one at a time in that particular order. ERG theory takes into account that people experience life differently and they can regress back to a lower state of motivation based on life events.

In life, both motivational approaches are beneficial and used daily without realizing they are in effect. I can recall as a teenager my parents started to refuse to buy my clothes and sneakers as I required a higher taste in fashion. They motivated me to get a job at 16 in order to provide for myself (physiological element). My first job was with a friend of the family who owned a restaurant, and this ensured I felt safe and secure with my first work experience (safety). Having a job created an additional social environment for me to flourish outside of high school and form additional relationships (social). Finally, through obtaining that job I learned work experience, and was able to purchase all the sneakers with my own money (esteem). Although I did not reach self-actualization, I feel it was the Maslow's hierarchy of needs model motivating me without even knowing what was taking place.

References

Baack, D. (2012). Organizational behavior [Electronic version]. Retrieved from https://ashford.content.edu (Links to an external site.)Links to an external site.

Deborah Chenois

Hi Brittney - what a great example! That really helped bring Maslow's model into focus for me. Who knew your parents were such geniuses :)? Seriously, it's interesting when you look at some of the simplest and most straightforward things through the lens of this theory. Thanks for your post!

Lauren Pechacek

While Maslow's hierarchy came before the ERG theory, they share similarities. Even though the ERG theory only comprises of three levels, compared to Maslow's five, they cover similar ground. The ERG theory consists of existence, relatedness, and growth. As Baack (2012) points out, these compare to Maslow's hierarchy in the following ways, "Existence needs equate to concepts of physiological and safety needs. Relatedness needs match social needs. Growth needs incorporate needs for esteem and self actualization" (ch. 4.2, para. 7). Another attribute of these theories are that they share the same problems with no offer of resolve. With similarities come differences.

The ERG theory added the frustration-regression approach. This approach focuses on the theory that unless an individual is able to progress to the next step, they will regress to the previous concept, therefore never fully actualizing their full potential.

I have experienced the ERG theory first hand. At a former company, I had achieved and accomplished the existence (physical) and relatedness (social) concepts. I understood my job well and had become quite skilled at it, always producing positive results through individual and group work. I had also had the chance to work at multiple locations, during my time there, creating quite a large social circle. While successful in these two areas, I had plateaued on the growth side. I had essentially learned everything possible during my tenure and therefore the growth stopped. It became very frustrating, because I am not one to sit around and do nothing. Once I reach a goal or benchmark, I want a new challenge, and this organization was not able to provide that. While being proficient in the physical aspect and having an established and a well-developed social circle, it was not enough to keep me engaged.

References

Baack, D. (2012). Organizational Behavior [Electronic version]. Retrieved from https://ashford.content.edu (Links to an external site.)Links to an external site.

Deborah Chenois

Hi Lauren - like you, I am motivated by challenge and become very frustrated when I am stagnant and not learning. I can definitely see the ERG applying to certain moves I have made in my career. Here's the thing I wonder though: there are associates in my group who really are not interested in career growth. They are satisfied with where they are, happy with their jobs and pay and don't aspire for more. I often struggle to relate to these individuals since my perspective is so different from theirs. Have you ever dealt with this?

Stefanie Levy

There are quite a few similarities between the ERG Theory and Maslow's Hierarchy of needs. They both also were designed to help us uncover what motivates employees/people. They both contributes to our knowledge of how employees behave on the job (Baack, 2012). 

Maslow's Hierarchy of Needs is best known as the needs-based theory. In short, people are motivated because there is a need to be met or satisfied. The progression levels within Maslow's Hierarchy are: Physiological, safety, social, esteem, and self-actualization. Maslow's Hierarchy considered these levels as a reflection of humanism. 

The ERG Theory was created to simply Maslow's needs based theory. Maslow's Hierarchy consisted of 5 progressions, but the ERG Theory only consists of 3 progressions and those are: Existence, relatedness, and growth (Baack, 2012). The ERG Theory incorporated the ideas present in the needs based theory, but it didn't solve any of the problems that were associated with Maslow's Hierarchy (Baack, 2012).

I have been in a leadership training where the facilitator mentioned coaching to the 'needs' of the coachee. She was very detailed and expressed that everyone has a need that they are trying to fulfill. So getting employees to focus on the 'need' would more than likely motivate them to do their job duties better. I have tried that 'need based' approach in coachings before and it does seem to work. I must admit that I didn't go into all of the progression levels, but the employee seemed to get the overall big picture.

Treshunda Barnett 

Maslow, a psychologist was the first to develop the theory of motivation. He stated that the motivation of people is to satisfy various needs (Cizek, 2012). He even presents these needs in order of importance which is psychological, safety, social, esteem, and self- actualization. He explains that the lower needs most be satisfied before being motivated by the higher needs. In contrast, Alderfer's ERG theory attempts to satisfy the early model by Maslow down to three simple concepts. The ERG model consists of Existence, relatedness and growth. Existence equates to physical, relatedness to social, and growth to psychological (Baack, 2012). In his model, several components are removed from the theory. Both models express human needs and what motivates individuals in life.

As I was thinking on both theories, I have used both at different stages of my life. As I have gotten older, I can relate more to Alderfer's ERG model as it is more simplified. I am motivated by the goals that I strive to achieve for myself. I am at the growth stage as I seek to better myself and my way of life. I coach mentor others as I enjoy sharing knowledge and helping others reach their potential. I get satisfaction from assisting others and seeing them grow.

Baack, D. (2012). Organizational Behavior [Electronic version].

Čížek, P. (2012). THE APPLICATION OF MASLOW'S HIEARCHY OF NEEDS TO THE ENTREPRENEUR'S MOTIVATION -- THE EXAMPLE FROM REGION PARDUBICE. Scientific Papers Of The University Of Pardubice. Series D, Faculty Of Economics & Administration, 18(24), 43-50.

 

 

 

 

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