There are different theories about what constitutes and creates workplace motivation in employees. Motivational theory in an organization has to do with the way in which a company motivates its employees to perform as a group and within their individual job roles. According to needs theories of motivation, motivation is “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need”.
Alderfer's ERG theory
Clayton P. Alderfer's ERG theory from 1969 condenses Maslow's five human needs into three categories: Existence, Relatedness and Growth. Even though the priority of these needs differ from person to person, Alderfer's ERG theory prioritizes in terms of the categories' …show more content…
Vroom realized that an employee's performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person's motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy is the belief that increased effort will lead to increased performance.
Maslow hierarchy of needs theory
If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place.
Hackman and Oldham job characteristics …show more content…
I think that Alderfer’s theory is more effective and efficient in my opinion because he goes further than simplifying the number of needs and broadening what each covers, he made it simpler to understand and remember the theory from Maslow. It helps me in a way of knowing the core value of each level. It is beneficial by being motivated by needs from more than one level at the same time. Theory tells that there is not necessarily a strict progression from one level to the next. It acknowledges that the importance of the needs varies for each person and as circumstances change. Like it depends what I value more for myself in stages of my life, it depends on how I will make decisions in certain the situation. It also has a "frustration-regression" element. This means that that if needs remain unsatisfied at one of the higher levels, the person will become frustrated, and go back to pursuing lower level needs again. Which is a disadvantage but it could benefit as well depends on how I will handle it. This motivates me to always strive harder for the better result. Overall, ERG Theory motivates me to have a development by putting value and giving the importance of each needs; as well as to balance and maintain the requirements to for personal
Alderfer's ERG theory
Clayton P. Alderfer's ERG theory from 1969 condenses Maslow's five human needs into three categories: Existence, Relatedness and Growth. Even though the priority of these needs differ from person to person, Alderfer's ERG theory prioritizes in terms of the categories' …show more content…
Vroom realized that an employee's performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person's motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy is the belief that increased effort will lead to increased performance.
Maslow hierarchy of needs theory
If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place.
Hackman and Oldham job characteristics …show more content…
I think that Alderfer’s theory is more effective and efficient in my opinion because he goes further than simplifying the number of needs and broadening what each covers, he made it simpler to understand and remember the theory from Maslow. It helps me in a way of knowing the core value of each level. It is beneficial by being motivated by needs from more than one level at the same time. Theory tells that there is not necessarily a strict progression from one level to the next. It acknowledges that the importance of the needs varies for each person and as circumstances change. Like it depends what I value more for myself in stages of my life, it depends on how I will make decisions in certain the situation. It also has a "frustration-regression" element. This means that that if needs remain unsatisfied at one of the higher levels, the person will become frustrated, and go back to pursuing lower level needs again. Which is a disadvantage but it could benefit as well depends on how I will handle it. This motivates me to always strive harder for the better result. Overall, ERG Theory motivates me to have a development by putting value and giving the importance of each needs; as well as to balance and maintain the requirements to for personal