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Differentiate between the need theories of motivation and the process therories of motivation?
process theroriesA group of theories that explain how employees select behaviors with which to meet their needs and determine whether their choices were successfulNeed theoriesAn employee who is always walking around the office talking to people may have a need for companionship and his behavior may be a way of satisfying this need. There are four major theories in the need-based category: Maslow's hierarchy of needs, ERG theory, Herzberg's dual factor theory, and McClelland's acquired needs theory.
What are the perspectives of organizational behavior?
Briefly explain the four main approaches to Organisational Behaviour.Maslow's Hierarchy· Perhaps the most famous theorist on the topic of human behavior was Abraham Maslow, who developed his theory on the hierarchy of needs in 1943. Essentially, Maslow proposed that humans attempt to satisfy their needs in order beginning with the most basic and do not move ahead to more complex needs until satisfying the basic needs first. The hierarchy of needs progresses from the most basic needs for food and shelter to the need for safety, the need for belonging and acceptance, the need for esteem and, finally, the need for self-actualization. To understand organizational behavior, many look to Maslow's hierarchy, particularly the last three levels, to help understand why individuals and groups behave the way they do within organizations. Herzberg's Approach· According to Frederick Herzberger, two basic types of motivation drive employees. The first he named "hygiene factors," which include working conditions, quality of supervision and the nature of the job, among other things. Hygiene factors can detract from an employee's level of motivation. The second group of factors is called "motivation factors," which include growth, recognition and achievement, among others. Motivation factors add to an employee's motivation. Essentially, Herzberg believed that employees' behavior is based primarily on these two sets of motivations. Expectancy Theory· The expectancy theory is a theory of organizational behavior that individuals are primarily motivated by three concepts: valence, instrumentality and expectancy. Valence refers to the desirability of certain outcomes to a particular employee or individual. Instrumentality describes the employee's perception of the impact of specific behaviors on the outcome of a project. Expectancy illustrates the employee's perception of his individual behavior on the outcome of the project. Alderfer's ERG Approach· Clayton Alderfer used Maslow's hierarchy of needs to develop his own model of motivation, called the ERG approach. Like Maslow, Alderfer ranked needs in a hierarchy but condensed Maslow's five needs into three: existence, relatedness and growth (ERG). An important difference of the ERG approach from Maslow's hierarchy is that the ERG approach holds that different needs can be pursued simultaneously. From an organizational behavior standpoint then, the ERG approach makes understanding motivations and needs that much more complex.
Which theory is a reworking of Maslow's need hierarchy and is better supported by additional research than is Maslow's theory?
Self-determination theory is a reworking of Maslow's need hierarchy theory and has gained stronger empirical support. It emphasizes three basic psychological needs: autonomy, competence, and relatedness, which are essential for intrinsic motivation and well-being.
What is the importance of Alderfer's ERG theory?
The importance of Alderfer's ERG theory (Existence/Relatedness/Growth) is that it took Maslow's hierarchy of needs and reduced it from the five categories of Physiological & Safety needs (Physical - Existence), Belonging & Esteem (Social - Relatedness) and Self Actualization (Self - Growth) and reduced them to the three needs already listed. In addition to this, whereas Maslow's theory dealt with a selection of goals along a journey Alderfer's theory allowed for a flexibility between the levels. Therefore if a person's R needs were dissatisfied then he would focus on satisfying his E needs to an imbalanced extent, hence people become overweight, etc. Alderfer's theory allowed an explanation for the starving artists who are happy to focus on their work for no return as they are more obsessed with growth than they are with existence. Likewise the religiously obsessed who do not mind living with no certainty where their next meal is coming from because they are focussed on spirituality.
What is the difference between Content Process Theories of Motivation?
Content theories focus on factors within the individual that lead to motivation. The process theories focus on the dynamics of motivation & how the motivation process takes place. Content Theories: -Maslow's Need Hierarchy Theory -Herzberg Two Factor Theory -ERG Theory -Achievement Motivation Theory Process Theories: -Goal Setting Theory -Vroom's Expectancy Theory -Adam's Equity Theory -Poter's Performance Satisfaction Model
What is the definition of alderfers erg theory?
erg theory basically grouped man's needs into three broad categories namely existence needs, relatedness needs and growth needs where the theory emphasizes the flexibility of achievement to be regressive in that needs that were initially not fully met can be returned to unlike in the caase of Maslow.
Which of the following needs are addressed in ERG theory?
existence, relatedness, and growth.
How many levels appear in Alderfer's ERG theory?
Alderfer's ERG theory consists of three levels: existence, relatedness, and growth. These levels represent the different needs that individuals seek to fulfill in the workplace and in life.
What does ERG stand for in Alderfer's Theory of management?
It stands for Existence, Relatedness, and Growth
Differentiate between the need theories of motivation and the process therories of motivation?
process theroriesA group of theories that explain how employees select behaviors with which to meet their needs and determine whether their choices were successfulNeed theoriesAn employee who is always walking around the office talking to people may have a need for companionship and his behavior may be a way of satisfying this need. There are four major theories in the need-based category: Maslow's hierarchy of needs, ERG theory, Herzberg's dual factor theory, and McClelland's acquired needs theory.
In the light of erg theorycognitive evaluation theoryreinforcement theoryxy managers theory explain motivation?
How can motivation theories are effect on employe progress
What is motivation explain alderfer's ERG theory of motivation?
Alderfer's ERG theory organizes human needs into three categories: Existence (physiological and safety needs), Relatedness (social needs), and Growth (esteem and self-actualization needs). This theory suggests that people are motivated by multiple needs at the same time and that if a higher-level need is frustrated, individuals may regress to lower-level needs to satisfy their motivation.
What are each of the color sections for in the ERG?
wats ERG?
What are the perspectives of organizational behavior?
Briefly explain the four main approaches to Organisational Behaviour.Maslow's Hierarchy· Perhaps the most famous theorist on the topic of human behavior was Abraham Maslow, who developed his theory on the hierarchy of needs in 1943. Essentially, Maslow proposed that humans attempt to satisfy their needs in order beginning with the most basic and do not move ahead to more complex needs until satisfying the basic needs first. The hierarchy of needs progresses from the most basic needs for food and shelter to the need for safety, the need for belonging and acceptance, the need for esteem and, finally, the need for self-actualization. To understand organizational behavior, many look to Maslow's hierarchy, particularly the last three levels, to help understand why individuals and groups behave the way they do within organizations. Herzberg's Approach· According to Frederick Herzberger, two basic types of motivation drive employees. The first he named "hygiene factors," which include working conditions, quality of supervision and the nature of the job, among other things. Hygiene factors can detract from an employee's level of motivation. The second group of factors is called "motivation factors," which include growth, recognition and achievement, among others. Motivation factors add to an employee's motivation. Essentially, Herzberg believed that employees' behavior is based primarily on these two sets of motivations. Expectancy Theory· The expectancy theory is a theory of organizational behavior that individuals are primarily motivated by three concepts: valence, instrumentality and expectancy. Valence refers to the desirability of certain outcomes to a particular employee or individual. Instrumentality describes the employee's perception of the impact of specific behaviors on the outcome of a project. Expectancy illustrates the employee's perception of his individual behavior on the outcome of the project. Alderfer's ERG Approach· Clayton Alderfer used Maslow's hierarchy of needs to develop his own model of motivation, called the ERG approach. Like Maslow, Alderfer ranked needs in a hierarchy but condensed Maslow's five needs into three: existence, relatedness and growth (ERG). An important difference of the ERG approach from Maslow's hierarchy is that the ERG approach holds that different needs can be pursued simultaneously. From an organizational behavior standpoint then, the ERG approach makes understanding motivations and needs that much more complex.
What is the erg id number for carbon monoxide?
The erg id number for carbon monoxide is ERG 111.
What guide number in the erg is acetone?
The guide number in the erg for acetone is 210.
Which theory is a reworking of Maslow's need hierarchy and is better supported by additional research than is Maslow's theory?
Self-determination theory is a reworking of Maslow's need hierarchy theory and has gained stronger empirical support. It emphasizes three basic psychological needs: autonomy, competence, and relatedness, which are essential for intrinsic motivation and well-being.
