Alderfer's Existence-Relatedness-Growth (ERG) Theory
The most popular extension and refinement of Maslow's theory of
needs is the one proposed by Alderfer (1972) (Cherrington, 1989). While
Maslow's model was not developed specifically for work organizations,
Alderfer's theory attempted to establish a conceptualization of human needs
that is relevant to organizational settings. In extending Maslow's theory, Alderfer
argued that the need categories could be collapsed into three more general
classes:
- Existence. These are needs related to human existence and are comparable to Maslow's physiological needs and certain of his safety needs.
- Relatedness. These are needs that involve interpersonal relationships in the workplace. Relatedness needs are similar to Maslow's belongingness needs and certain of his safety and esteem/ego needs.
- Growth. These are needs associated with the development of the human potential. Included in this category are needs corresponding to Maslow's self-esteem and self-actual- ization needs.
Alderfer's model agrees with Maslow's in positing that individuals
tend to move from existence, through relatedness, to growth needs, as needs in
each category are satisfied. However, ERG theory differs from the needs hierarchy model
in two important respects. First, Alderfer contends that, in addition to the
satisfaction-progression process described by Maslow, a frustration-regression
sequence also exists. For example, the ERG model predicts that if an individual
is continually frustrated in his or her attempts to satisfy growth needs, then
relatedness needs will be reactivated and become the primary drivers of
behavior. Second, and especially important, in contrast to the needs hierarchy
theory, the ERG model does not hold that one level of needs must be satisfied
before needs in the next level can emerge to motivate behavior. Instead, the
ERG model proposes that more than one need may be operative in a given
individual at any point in time.
Evaluation of Alderfer 's ERG Theory
At present, only a few studies have attempted to test ERG theory.
Therefore, empirical verification has not been established. However, the
studies that have been reported appear to show stronger support for Alderfer's
ERG model than for Maslow's hierarchy of needs (e.g., Schneider & Alderfer,
1973). The ERG model appears to be less rigid than the needs hierarchy theory,
allowing for more flexibility in describing human behavior.
As with Maslow's theory, ERG theory appears to offer a useful way
of thinking about employee motivation. Although there is disagreement between
Maslow and Alderfer regarding the exact number of need categories, both
theories acknowledge that opportunities for the satisfaction of needs
constitute an important element in the motivation of individuals.