ERG Theory of Motivation - Clayton P. Alderfer

Differences from Maslow's Needs Hierarchy

Beyond simply reducing the distinction between overlapping needs, the ERG theory improves upon the following shortcomings of Maslow's Needs Hierarchy:

• Alderfers ERG theory demonstrates that more than one need may motivate at the same time. A lower motivator need not be substantially satisfied before one can move onto higher motivators.
• The ERG theory also accounts for differences in need preferences between cultures better than Maslow's Need Hierarchy; the order of needs can be different for different people. This flexibility accounts for a wider range of observed behaviors. For example, it can explain the "starving artist" who may place growth needs above those of existence.
• The ERG theory acknowledges that if a higher-order need is frustrated, an individual may regress to increase the satisfaction of a lower-order need which appears easier to satisfy. This is known as the frustration-regression principle.

Leadership Lessons

Unlike with Maslow's theory, managers must recognize that an employee has multiple needs to satisfy simultaneously. According to the ERG theory, leadership focused exclusively on one need at a time will not effectively motivate.

In addition, 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. Or, the inability of the environment or situation to satisfy a need for social interaction might increase the desire for more money or better working conditions. If Leadership is able to recognize these conditions, steps can be taken to satisfy the frustrated needs until the subordinate is able to pursue growth again.