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Level of Need
General Rewards
Organizational Factors
Selfactualization
Growth,
Achievement,
Advancement,
Creativity
Challenging Job,
Opportunities for
Creativity,
Achievement in Work,
Promotion
Self-esteem
Self-respect,
Status,
Prestige,
Social Recognition,
Job Title,
High Status of Job,
Feedback from the Job
itself
Social
Love,
Friendship,
Feelings of Belonging,
Safety
Security,
Stability,
Protection
Physiological
food,
water,
sleep,
sex
Pay,
Working Conditions
Hygiene Factors
Motivators
Salary,
Job Security,
Working Conditions,
Level and Quality of
Supervision,
Company Policy and
Administration,
Interpersonal Relations
Nature of Work,
Sense of Achievement,
Recognition,
Responsibility,
Personal Growth and
Advancement
Alderfer's Needs
Need
Description
Existence Needs
(E)
Relatedness
Needs (R)
As you may have realised there is some overlap of Maslow's hierarchy within the
ERG model. Like Maslow, Alderfer offers us a model in which the individual seeks to
satisfy needs. However, Alderfer suggests these needs are more of a continuum
than a hierarchy, in that more than one need may be activated, sought to be
satisfied by the individual, at the same time. Individuals may also regress down
through this continuum, if satisfaction of one need is frustrated.
For example if a person is continually frustrated in their attempts to satisfy growth
needs (e.g. gain promotion), relatedness needs may assume greater importance
(e.g. social relations at work), this lower level need becoming the focus of the
individuals efforts. Alderfer's research did not however support the idea that lower
level needs decrease in strength as they become more satisfied, as opposed to
Maslow.
In the work situation we might apply ERG to seek alternative satisfiers /
motivators for staff when a primary need cannot be satisfied. If a persons needs