{"id":196652,"date":"2021-10-07T12:41:36","date_gmt":"2021-10-07T16:41:36","guid":{"rendered":"https:\/\/www.attendancebot.com\/blog\/?p=196652"},"modified":"2021-10-07T09:29:26","modified_gmt":"2021-10-07T13:29:26","slug":"erg-theory","status":"publish","type":"post","link":"https:\/\/www.attendancebot.com\/blog\/erg-theory\/","title":{"rendered":"Applying Alderfer&#8217;s ERG Theory in the Workplace"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Simplifying Maslow\u2019s hierarchy of needs theory, Clayton Alderfer introduced a theory called ERG theory. Alderfer was an American psychologist who proposed this theory back in 1969. In this theory, E stands for existence, R stands for relatedness and G stands for growth, hence the term ERG theory.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, you will discover some employee motivation theories with a special focus on ERG theory. Additionally, you will see its similarities and differences with Maslow\u2019s theory of needs and how these motivation theories can be applied to the workplace.\u00a0<\/span><\/p>\n<div class=\"lyte-wrapper fourthree\" style=\"width:960px;max-width:100%;margin:5px auto;\"><div class=\"lyMe\" id=\"WYL_a01zosRYGnk\"><div id=\"lyte_a01zosRYGnk\" data-src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=%2F%2Fi.ytimg.com%2Fvi%2Fa01zosRYGnk%2Fhqdefault.jpg\" class=\"pL\"><div class=\"tC\"><div class=\"tT\"><\/div><\/div><div class=\"play\"><\/div><div class=\"ctrl\"><div class=\"Lctrl\"><\/div><div class=\"Rctrl\"><\/div><\/div><\/div><noscript><a href=\"https:\/\/youtu.be\/a01zosRYGnk\" rel=\"nofollow\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=https%3A%2F%2Fi.ytimg.com%2Fvi%2Fa01zosRYGnk%2F0.jpg\" alt=\"YouTube video thumbnail\" width=\"960\" height=\"700\" \/><br \/>Watch this video on YouTube<\/a><\/noscript><\/div><\/div><div class=\"lL\" style=\"max-width:100%;width:960px;margin:5px auto;\"><\/div><\/p>\n<p><a href=\"https:\/\/www.attendancebot.com\/?utm_source=blog&amp;utm_medium=banner&amp;utm_campaign=erg-theory&amp;utm_content=above-the-fold\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-196517 size-full\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1.png\" alt=\"\" width=\"785\" height=\"128\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1.png 785w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1-300x49.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1-768x125.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1-100x16.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Taking-Time-Off-Employees-Need-1-700x114.png 700w\" sizes=\"auto, (max-width: 785px) 100vw, 785px\" \/><\/a><\/p>\n\n<h2><span style=\"font-weight: 400;\">Employee Motivation Theories<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Some employee motivation theories are given below:<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">1. Alderfer\u2019s ERG Theory<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">According to Alderfer\u2019s ERG theory, a person has three core groups of their needs. These groups can be classified as existence, relatedness, and growth. These core groups are closely related to what Maslow gave in his needs theory, also known as the hierarchy of needs theory. According to both theories, a person strives to meet their basic needs throughout their lives. Once these needs are fulfilled, they strive to reach a higher level of needs. In Maslow\u2019s theory, this stage is called self-actualization. Let\u2019s break down the three groups of ERG theory which is a simplified form of Maslow\u2019s theory.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Existence<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In alignment with Maslow\u2019s basic needs which he categorized as physiological needs, Alderfer called them the existence needs. Maslow\u2019s physiological needs stage concerns itself with basic human needs such as air, water, food, and shelter. Alderfer gave a similar idea in terms of employment, property, and health.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Relatedness\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In Maslow\u2019s hierarchy of needs, the second level is that of belongingness to others and having social relationships. On a similar note, Alderfer\u2019s relatedness speaks of the same idea. According to both theories, humans need to have social interactions which help them live a healthy life. Secondly, another important thing humans strive to gain is the respect of others.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Growth<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The third complement of ERG theory is growth. Humans need to grow in terms of having self-esteem, confidence and focus on personal development. It is in this phase that a human being strives to become the best versions of themselves. In Maslow\u2019s terminology, a person realizes their abilities and potential and ultimately gets on the road to self-actualization.\u00a0 In other words, Alderfer\u2019s growth need category corresponds to Maslow\u2019s self-esteem and self-actualization level.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How Does ERG Theory of Motivation Work?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So how does the model work? Alderfer\u2019s ERG theory suggests that a person may be motivated by different levels of needs at any given time. Any need which has a high priority for them can change from time to time. In other words, a person\u2019s priorities, needs, and motivations aren\u2019t constant. They can go from needs of existence to relatedness to growth. The needs affect a person in the following ways:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Satisfied Needs\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Maslow\u2019s theory suggests that a person can move to a higher level of needs only if their lower needs are met. For example, if an individual is deprived of basic needs like water, he wouldn\u2019t prioritize having social connections. In ERG theory, however, a person\u2019s needs don\u2019t necessarily move from a lower level to a higher one. For instance, the progression upward from relatedness to growth doesn\u2019t require their satisfaction of existence needs.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Unfulfilled Needs\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">If needs from a higher level remain unmet, it may be accompanied by frustration. In this case, a person will regress to one of the lower needs that are relatively easy to satisfy. In simple terms, an already satisfied need becomes more active if a person has trouble satisfying their higher needs. Therefore, a person who\u2019s frustrated for not satisfying their growth needs may turn to relatedness as their motivator.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Strengthening Satisfied Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">According to the theory, if a person has one level of needs satisfied, it may act to strengthen the lower needs and maintain its satisfaction. In other words, an already satisfied need can maintain satisfaction or strengthen lower-level needs iteratively when it fails to satisfy high-level needs.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-196659 size-full aligncenter\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min.jpg\" alt=\"ERG Theory and motivating emloyees\" width=\"950\" height=\"500\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min.jpg 950w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min-300x158.jpg 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min-768x404.jpg 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min-100x53.jpg 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-fauxels-3184360-min-700x368.jpg 700w\" sizes=\"auto, (max-width: 950px) 100vw, 950px\" \/><\/p>\n<h2><span style=\"font-weight: 400;\">Implementing ERG Theory in the Workplace\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Now let\u2019s see how you can apply ERG theory to your workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although ERG theory and Maslow\u2019s theory go hand in hand, Alderfer suggested that existence, relatedness, and growth needs aren\u2019t progressive. That means, that even if a workplace is not well-equipped, has poor working conditions (existence), employees with high esteem still may come up with great work (growth).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the theory, if an employee doesn\u2019t get enough growth opportunities, they get demotivated and frustrated. So instead of fulfilling those needs, they may regress to a lower satisfied need. This is known as the frustration-regression principle. For instance, an employee whose relatedness needs aren\u2019t satisfied will regress to further satisfy their existence needs.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is therefore important for managers to look for their employees\u2019 unsatisfied needs. Focusing on one need may not fully motivate them. Therefore, an employee whose growth needs aren\u2019t being met in the workplace may try to socialize more to gain esteem. In this case, you should provide them with more growth opportunities.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Implement the Following Three Steps:<\/span><\/h4>\n<h3><span style=\"font-weight: 400;\">Fulfill Their Existence Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">As an employer, make sure that your employees\u2019 needs of existence are satisfied. Ask yourself questions such as:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are the working conditions fine?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the workplace safe?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are you offering enough security?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you answer no for most questions, chances are your employees are demotivated because of these reasons.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Check for Unsatisfied Relatedness Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Whether it\u2019s ERG theory or Maslow\u2019s theory, making connections with others is highly emphasized. Think of it in this way, if your employees don\u2019t enjoy healthy relationships with you and their coworkers, they won\u2019t be happy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Every day at work, they would want to go back home where they can feel close, connected, and related to their family. Similarly, try building an environment where an employee can feel at home. Make sure to check for those employees who work isolated from others.\u00a0 Relatedness is therefore important to live a healthy life.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Focus on Growth<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Provide your employees with as many growth opportunities as possible. If your employees develop a feeling of doing the same thing over the years, that may decrease their motivation to work. Appreciate them more, give them interesting projects to work on, and recognize their work. Make sure you provide them enough opportunities to help them grow and feel satisfied with their job. As a manager, help them realize their potential and become the best version of themselves.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">2. Maslow\u2019s Hierarchy of Needs<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The second theory of motivation is Maslow\u2019s hierarchy of needs theory. Maslow gave a pyramid-like five-tier model. In the model, at the lowest level are the physiological needs climbing upwards to safety needs, love and belongingness needs, esteem needs, and finally self-actualization at the highest level.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to Maslow, in order for one to reach a higher level of needs, their lower needs should be satisfied. For instance, if physiological needs like air aren\u2019t met, a person cannot move towards a higher level like security and safety. Let\u2019s take a deeper look at Maslow\u2019s hierarchy of needs:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Physiological Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">These are our basic biological needs. For example, air to breathe, water to drink, food, clothes to keep warm, and a place to live. Satisfying these needs is what every human strives for. If the basic needs aren\u2019t fulfilled, we cannot function optimally or move towards higher needs.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Safety Needs\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">After an individual satisfies their physiological needs, the needs for safety and security become a priority. These needs are fulfilled by family and society. For example, we feel safe with the police working for us. Similarly, medical care is an assurance for us to feel safe and healthy.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Love and Belongingness Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">On the third level, we have our needs for love and belongingness from others. Having social connections, friends, or being a part of a group are all important for us to live a normal life.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Esteem Needs<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Once we fulfill the lower needs, we move towards our needs of esteem which are on level four of Maslow\u2019s pyramid. According to Maslow, humans strive for two types of esteem throughout their lives. These are self-esteem and respect from others.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Esteem for oneself means having autonomy, feeling confident in whatever they do, and a feeling of self-worth. Think about it, if we didn\u2019t have self-esteem, we would fail to do many important tasks. Similarly, a sense of respect from others is equally important for healthy living. Moreover, self-esteem also affects our mental health. Low self-esteem is <\/span><a href=\"https:\/\/www.frontiersin.org\/articles\/10.3389\/fpsyt.2019.00698\/full\" target=\"_blank\" rel=\"noopener\"><b>linked<\/b> <\/a><span style=\"font-weight: 400;\">with anxiety and depression.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Self Actualization Needs\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Once all of our lower needs are met, we reach the highest level of our needs which is self-actualization. As the name suggests, self-actualization is the realization of one\u2019s abilities, potential, and the urge to become the best version of themselves.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Maslow describes this level to be a desire to accomplish everything that a person can during their lifetime. For example, some people may desire to become great writers, some may want to become financially stable. These needs are specific to people.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Maslow believed that self-actualization can be measured through the concept of peak experiences. Once we have reached the highest level, experiencing feelings of euphoria, joy and wonder are common.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Hence, Maslow\u2019s theory of needs tells us that once our basic needs are met, new needs emerge. And just like that, we continuously strive to satisfy our needs from the lower level to the highest one.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-196660 size-full\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min.jpg\" alt=\"Employee growth\" width=\"950\" height=\"500\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min.jpg 950w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min-300x158.jpg 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min-768x404.jpg 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min-100x53.jpg 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/10\/pexels-kindel-media-7688336-min-700x368.jpg 700w\" sizes=\"auto, (max-width: 950px) 100vw, 950px\" \/><\/p>\n<h2><span style=\"font-weight: 400;\">Difference Between ERG Theory and Maslow\u2019s Theory<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Although both theories have many similarities, the main difference between Maslow\u2019s need hierarchy and Alderfer\u2019s ERG theory is that:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td colspan=\"2\" width=\"798\"><strong>Levels<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"399\">In ERG theory, there are 3 levels: Existence, Relatedness, and Growth.<\/td>\n<td width=\"399\">\u00a0In Maslow\u2019s theory, there are 5 levels: Physiological needs, safety needs, love and belongingness needs. esteem needs and self-actualization.<\/td>\n<\/tr>\n<tr>\n<td width=\"399\">The existence needs in ERG theory equate to Maslow\u2019s physiological and safety needs.<\/td>\n<td width=\"399\"><\/td>\n<\/tr>\n<tr>\n<td width=\"399\">Relatedness needs equate to social and esteem needs and the growth needs equate to Maslow\u2019s self-actualization needs.<\/p>\n<p>&nbsp;<\/td>\n<td width=\"399\"><\/td>\n<\/tr>\n<tr>\n<td colspan=\"2\" width=\"798\"><strong>When Can these Needs be Pursued?<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"399\">In ERG theory, according to Alderfer needs can be pursued at the same time. For instance, an employee can grow despite having unsatisfied relatedness needs.<\/td>\n<td width=\"399\">&nbsp;<\/p>\n<p>On the other hand, Maslow suggests that in order for us to reach a higher level of needs, it\u2019s important for the lower needs to be satisfied first.<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h2><span style=\"font-weight: 400;\">3. Two Factor Theory<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A common employee motivation theory is the two-factor theory by Frederick Herzberg. According to this theory, which is also known as Herzberg&#8217;s motivation-hygiene theory and dual-factor theory, employees are motivated by certain factors in the workplace and are demotivated by the absence of some. These are known as motivational factors and hygiene factors.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Motivators<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Motivators are those factors which when present highly encourage employees to work with full potential and engagement. These factors are intrinsic to the job itself. For example, appreciation, recognition for work, an interesting project, or the feeling of accomplishment. These factors allow employees to be motivated and try harder than before.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Hygiene Factors<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Hygiene factors are those factors that when not present dissatisfy or demotivate employees from working harder. Some examples of hygiene factors include security, relationships with others, salary, or working conditions. For instance, if employees work in an office that doesn\u2019t offer security, doesn\u2019t have an air conditioner or their co-workers are rude. Would they continue working there? Chances are very few.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Herzberg\u2019s theory can be beneficial to you in terms of taking a look at your workplace and noticing which factors may be demotivating for your employees. Similarly, you can also get the idea of which factors to include to help you retain your employees.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Ready to Motivate Your Employees?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As a manager, you should know what motivates your employees and what demotivates them. Thankfully, we have motivation theories that pinpoint exactly what helps a person increase their motivation. Therefore, take care of your employees\u2019 needs, implement these theories in your workplace and see positive results.<\/span><\/p>\n<p><a href=\"https:\/\/www.attendancebot.com\/?utm_source=blog&amp;utm_medium=banner&amp;utm_campaign=erg-theory&amp;utm_content=final\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-196566 size-full\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance.png\" alt=\"Time tracking with AttendanceBot\" width=\"785\" height=\"128\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance.png 785w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance-300x49.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance-768x125.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance-100x16.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/08\/Unique-Hook-for-Time-and-Attendance-700x114.png 700w\" sizes=\"auto, (max-width: 785px) 100vw, 785px\" \/><\/a><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Alderfer gave ERG theory in 1969. Read this article to see its implications in the workplace and how it&#8217;s different from Maslow&#8217;s theory.<\/p>\n","protected":false},"author":1,"featured_media":196661,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,6,31],"tags":[],"class_list":["post-196652","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-hr-best-practices","category-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.8 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Applying Alderfer&#039;s ERG Theory in the Workplace | AttendanceBot<\/title>\n<meta name=\"description\" content=\"Alderfer gave ERG theory in 1969. 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