Clayton Alderfer and ERG Theory - Content Models of Motivation

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4 жыл бұрын

Clayton Alderfer created a variation on the best-known needs theory of motivation: Maslow's Hierarchy of Needs. Alderfer's model is known as ERG Theory. ERG stands for the three primary needs that Alderfer identified:
- Existence
- Relatedness
- Growth
In many ways, this simpler model is better than Maslow's.
Get the Kindle eBook that accompanies the course, for just $2.99 (or local equivalent): geni.us/dAPQ
Watching this video is worth 1 Management Courses CPD Point*.
(See below for more details)
This video is part of course module number 3.7.3
Program 3: Managing and Leading Individuals
Course 7: Motivation
Section 3: Content Models of Motivation
Primary videos that precede this video include:
- Introduction to Motivation • Introduction to Motiva...
- The Fundamentals of Motivation • The Fundamentals of Mo...
The Main Process Models of Motivation
- Elton Mayo and the Hawthorne Experiment • Elton Mayo and the Haw...
- Victor Vroom and Expectancy Theory • What is Victor Vroom's...
- John Stacy Adams and Equity Theory • What is John Stacy Ada...
- Douglas McGregor and Theory X & Theory Y • What are Douglas McGre...
Primary Content (or needs) Models of Motivation videos include:
- Abraham Maslow and The Hierarchy of Needs • Abraham Maslow and the...
- Clayton Alderfer and ERG Theory • Clayton Alderfer and E...
- Frederick Herzberg and Two Factor Theory • Frederick Herzberg and...
- David McClelland and Three Motivational Needs Theory • David McClelland and T...
LESSON NOTES
============
Clayton Alderfer set out his ERG Theory in 1969. This has three primary motivational needs. Achieving them is what motivates us:
- Existence
- Relatedness
- Growth
Alderfer contended that all three needs must be addressed simultaneously.
If you can’t satisfy all three, this leads to frustration and a focus on lower needs.
We can diagnose an unfulfilled or partially-met need from an over-focus on either socializing/gossip (Relatedness) or on basics (Existence).
Address motivational problems by understanding what a person feels is missing and then working together to provide it.
RECOMMENDED EXERCISE
======================
1. Think about each of your team members. Are any of them showing signs that one of the ERG levels is missing? If so, which one? (2 MC CPD Points)
2. Take action to remedy the problems you have identified, by sitting down with your colleague and opening a discussion. (2 MC CPD Points)
DOWNLOADS
===========
Free Resources
- CPD Tools - gum.co/MC-CPD
Paid resources
- Management Courses Onboarding Kit - gum.co/MC-ObK ($3)
- Motivation Graphics Pack: managementcourses.gumroad.com... ($2)
RECOMMENDED READING
=====================
Get the Kindle eBook that accompanies the course, for just $2.99 (or local equivalent): geni.us/dAPQ
For a solid introduction to motivation:
- HBR Guide to Motivating People geni.us/sO2IKgn
The best of modern thinking on motivation, in accessible business books. These are all modern classics:
- Drive: The Surprising Truth About What Motivates Us geni.us/uq3EBO
- Start With Why: How Great Leaders Inspire Everyone To Take Action geni.us/vjErAN
- Lead, Motivate, Engage: How to INSPIRE Your Team to Win at Work geni.us/ABkZEx
- Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smart geni.us/E39I
- Payoff: The Hidden Logic That Shapes Our Motivations geni.us/uMaP
- The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work geni.us/tiEkeH
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Each video has two levels of MC CPD points. For this video:
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___
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Пікірлер: 34

@shettyrakshith3245 3 жыл бұрын

This channel is under-rated

@ManagementCourses 3 жыл бұрын

Thank you Shetty. The channel is still new (in KZfaq terms -it's 12 months old) and is growing well. But always glad to have people spread the word!

@urbanlegendsandtrivia2023 3 ай бұрын

I just read Clayton Alderfer's obituary and discovered some stunning information. He actually built a world-class organizational behavior (OB) program at Yale, only to see it dismantled as Yale decided to become a more traditional business university.

@ManagementCourses 3 ай бұрын

Sadly, this is the sort of thing that happens too often.

@batmansharma5509 2 жыл бұрын

I don't think I'll ever forget this theory. 👍 Ur the best !

@ManagementCourses 2 жыл бұрын

Thank you, Batman! 🦇

@maaant6894 3 жыл бұрын

Thank you for all these videos!!! It helps a lot

@ManagementCourses 3 жыл бұрын

Happy to help

@ginokappadonna 2 жыл бұрын

I maybe adding this theory to my master paper. Thank you for content on my journey

@ManagementCourses 2 жыл бұрын

Glad to help.

@robyn-leepearce3291 3 жыл бұрын

Super helpful - Thanks Mike!

@ManagementCourses 3 жыл бұрын

Glad it was helpful!

@lizlopez6278 Жыл бұрын

Love your explanations!!

@ManagementCourses Жыл бұрын

Thank you!

@avygaildelmontealcantara9894 3 жыл бұрын

How does this video only have 5k views? Great work!!

@ManagementCourses 3 жыл бұрын

Thank you Avygail - hopefully with your help, more will get to see it. KZfaq loves likes and comments!

@robertsjennifer1 2 жыл бұрын

Awesome! Bloody Brilliant. Loved All your videos on motivational theories. I wish we had teachers like you where I live!!

@ManagementCourses 2 жыл бұрын

Thank you - my pleasure.

@robertsjennifer1 2 жыл бұрын

No, Thank you! I had my exam today and I'm sure I've aced the motivational theories! thank you so much!

@ManagementCourses 2 жыл бұрын

@@robertsjennifer1 I hope you did! Good luck.

@edgs011 3 жыл бұрын

If this gentleman was my teacher, I would not need to study.

@ManagementCourses 3 жыл бұрын

Thank you, Eddie.

@Shree.Krishna. 3 жыл бұрын

Thank you sir for your teaching..🙏

@ManagementCourses 3 жыл бұрын

You are most welcome

@kovyon Жыл бұрын

Great Video!

@ManagementCourses Жыл бұрын

Thanks!

@user-hg3xe6ml5e Жыл бұрын

Thanks so much

@ManagementCourses Жыл бұрын

You're very welcome.

@ashutoshmishra5210 Жыл бұрын

Thank you ...

@ManagementCourses Жыл бұрын

You're welcome!

@user-cl5lx1zo1p Жыл бұрын

Sinetch itey ang nandito para mag review for exam kasi walang handouts sa Ld?

@ManagementCourses Жыл бұрын

I am sorry, but Google Translate can't make much sense of this - it seems to think it's Philipino. I'll help if I can - can you try in English or French?

@ivancellericontreras1016 Жыл бұрын

Productivity at work should not be related to the issues a person has outside of work, a person is hired and paid to work and perform at work , to abide by the company’s vision and mission and strive to make it profitable and prolific. A proper compensation /salary should be enough to motivate anyone, a personal life is out of bounds to the company and is in line with the do not bring home to work, work home phrase. equity / equality cannot be measured and should not be part of the business / company model/environment the way a person feels at work, is perceived that they are treated, etc. should under no means be a factor in an employee’s performance. Materials, are available to all end every employee and it is up to them to use these as fit to improve the company’s profitability and success Equality in any form is erased from the workplace as it is an understatement where it is implied that all those employed are mature individuals and who will work in unison to attain the company’s goals and objectives in any form by any means leaving out personal feelings, hopes and wishes concentrating on the company’s goals objective, mission vision, product, etc. Maslow’s and McClelland’s theories are personal and subjective when planning tasks. Goals and objectives are smart, but employee’s participation is limited to the company’s objective, of a final product. the expectancy theory should be : “you are expected to carry out your tasks in order to achieve these objectives and goals” which will also become the employees motivation for peak performance The company’s involvement in an employee’s personal life should be limited to what happens at work, anything else is considered a personal matter and a. No such thing as “apathy, empathy / sympathy” or lack of, we are all people and people go thru situations, emotions, conditions all the time. Concentrate on work at work and on you and your other out of work. Contrary to popular belief, the employees should be and feel sufficiently motivated with the salary agreed upon when hired. With the salary they receive to carry out their duties any other perception, consideration, guess supposition not stated in the contract is invalid. Days off, vacations, sick leave, etc. as per labour laws, etc. stipulated already. The customers expect results from the companies which in turn pay employees to go above and beyond to satisfy these expectations. We all want different things out of life, we all have needs and the only way to achieve this is with money, money comes with a job, work, a result of fulfilling the company’s goals and objectives. companies are set up to make money, not, not for profits. Other public and private services are set up to satisfy a variety of personal needs which cannot be satisfied at work because your workplace’s goal is different, and these may be attained with payment for such services. Companies understand employees, as such pay them a fair salary, do employees understand what their role is? For profit companies deal with tangible products not with answers to existential questions. What would you do, how would you feel if you had a business and the employee was always late, had an excuse, did not complete the tasks on time, you have to excuse yourself to your customers, you are losing clients, looking bad, etc.?

@ManagementCourses Жыл бұрын

Thank you for your opinions. There is so much here I could respond to, but tie forbids. So, let me just address your first point: 'Productivity at work should not be related to the issues a person has outside of work'. Maybe. And yet it is. We are whole people, not automata. If you want to exclude personal factors, you need to hire robots. Your argument is predicated on an unreasonable ideal.