hey nehal heres one more presentation on a motivational theory. hoe u like it. cheers, Pearl.
From India, Mumbai
1From India, Mumbai
Hi, It is really very good and informative presentation. please send more presentation. I am looking for ERG Motivation Theory. Please help me out. Thanks once again.
From India, Mumbai
From India, Mumbai
hi nehal,
dont have a presentation on ERG but have some info which may help u out.
ERG theory
This is a theory of human motivation, formulated by Clayton Alderfer modeled after a similar theory by Abraham Maslow.
ERG theory approaches the question of "what motivates a person to act?" or "Why do we ever do anything?"
The theory assumes that all human activity is motivated by needs. Needs can be divided into three groups of related needs, and these need-groups can be rated according to their importance. The assumption is that humans must meet the need of the most important group before significant attention and energy can be devoted to needs in the second group, and must meet the needs of the first and second groups before much energy can be expended on needs in the third group.
The need-groups are:
Existence needs: Food, water, air, shelter, clothing, safety, physical love and affection.
Relatedness needs: To be recognized and feel secure as part of a group, a family, a culture
Growth needs: To progress toward one's ideal self.
These are usually presented in pyramidal form, with the most essential needs at the bottom. This illustrates the notion that the structure of human needs must start at the lower, most essential level, and that higher "structures" can be achieved only when the base is "solid."
This does not mean that one can ignore the lower needs after they have been achieved; one does get hungry again, for instance. Instead it represents life development, in that we work out systems that meet our needs such that they do not require our full attention, thus freeing up energy for higher needs.
ERG is an acronmy for "Existence, Relatedness and Growth" but it also is the root of the word enERGy. An erg is a unit of energy. It is used in physics to describe the amount of energy that is needed to lift a weight of one gram to the height of one centimeter. Thus a word for "energy" is used as an acronmy for a theory of what energizes people. Isn't that clever.
One CAN descend the pyramid! If one's support structures change, then energy must be re-directed to the lower needs even if one has made significant strides toward the upper levels.
Imagine that on Saturday night you are invited to three different parties, can go to only one, and know a bit about each:
Party #1: The hosts are excellent cooks and take pride in serving their guests well. But they are not otherwise very friendly, and a bit boring in conversation.
Party #2. There may be a few chips and sodas, but the hosts and their friends are friendly, deeply-caring people who you like and who take a genuine interest in your well-being.
Party #3. There will be no food unless you bring it. The hosts and their guests tend to be aloof and distant, but some of them will be renowned experts in a topic of great interest to you.
Which party one chooses to attend might be predicted by the level of need that is predominant at that point.
A person who has been living on beans and rice for two weeks would probably favor party #1.
A person who is recently divorced, sad and lonely is more likely to seek party #2
A person who is well-fed and whose relationships are stable and satisfying has more to gain from party #3.
Now imagine a party where the food is good, the people warm, and the conversation stimulating.
Now imagine that these are jobs, not parties.
Meta-studies on "job satisfaction" have shown that the strongest correlate of satisfaction is motivation. The people who express the greatest satisfaction with their work are those who demonstrate the strongest motivation. One might wonder if we are using two different words to describe the same phenomenon, that motivation and satisfaction are one and the same, but the point is hardly relevant. Either way, we can use theories of motivation to predict job satisfaction.
We hope, for instance, that our work will satisfy our Existence needs, that it will provide us a salary that buys food, clothing, transportation and other things we need to exist in our culture. It may also provide a safe environment, health insurance, retirement, and other "necessities" of modern life. If a job does not provide us those things it is not likely to be very satisfactory.
But I submit that if the only benefits one receives from a job are the "benefits," then one is underemployed. We put so much of ourselves into our work, and we gain so much of our personal and social identities from that work, that if a job does not help us with the other levels of need, it is probably dragging us down.
Relatedness. Does this occupation help you feel like you are part of the Human race, part of a culture, part of a family, that you are contributing in a manner you consider appropriate, and that you are appreciated for your contributions? If not, the job may be helping you feel alienated, and that is a problem. Alienation has been a factor in Western industry for most of the 20th Century. It was brought to a peak by the concept of "Scientific Management" where jobs were analyzed and broken down into their simplest components, research was done to find the most efficient way to perform each component, and workers were assigned to perform just one component task and required to do it exactly as prescribed. People became part of the machine. This led to enormous gains in productivity and thus to the age of consumer wealth that we enjoy now. It also is considered one of the major causes of the Great Depression because it allowed massive overproduction. But people did not enjoy being part of the machinery. When a machine part does not perform well, what do you do? Replace it. Does this make people feel Related? Hardly. I believe that the rise in unionism during the early part of this century is attributable to Scientific Management principles.
This is changing. American management is experimenting with new strategies that value the individual worker at every level in the organization. This is motivated in part by the rise of Japan in the world economy. Shortly after the second World War, the United States sent a team of management strategists to Japan to help rebuild their economy. One of them Edward Demming, developed a strategy that was so effective that it is a large part of the reason that Japan is able to challenge the United States in many markets. American managers realize that if our industry is to stay competitive, then we must adopt similar strategies. So "brand name" management strategies like Total Quality Management and Quality Circles have become predominant among major American industries. Each of these strives to maintian and enhance worker motivation through enhanced Relatedness, valuing worker's input, allowing maximum leeway in deciding how work is to be done and when, promoting communication between workers in different departments and at different levels, "flattening" organizational hierarchies to make upper management more accessible to all workers' ideas in input. This kind of strategy has been adopted by virtually every major American corporation,and in proving to be effective. Not quite as much so as in Japan: American culture favors individualism, so social strategies do not take root so quickly. But effective enough that it is now mainstream management strategy here. Even the American military has adopted TQM.
But there is another significant motivator, Growth. We are always changing. Change for the better is growth. Every person and every institution that we encounter will have a role that it wants us to play. Since that role is probably not identical to the way we naturally are, then the difference becomes a pressure to be different. But pressure is not necessarily bad. If a person or institution tries to pressure us in a direction we WANT TO GO, then it can be an incentive for growth. On the other hand, if a person of institution tries to turn us into someone we don't like, that is not so good, perhaps worth avoiding. We has best seek employment that will continue to help us grow.
Since the strongest predictor of job satisfaction is motivation, then ERG theory can be used to "predict" satisfying jobs for any individual. The questions to ask are:
1. Will this occupation satisfy my needs for material goods, physical safety, comfort, security and logevity?
2. Will it help me feel that I am part of a family, part of a culture, contributing in an appropriate manner, and appreciated for what I do?
3. Will it give me opportunities to change, to grow over my lifetime, becoming more of the person I want to be?
I believe that the higher an item is on the scale of human needs, the more difficult it will be to obtain solid information, thus the more elusive certainty will be. Nonetheless, ERG theory offers a useful "tool for thought" for career planning. It can provide a framework toward clarity on broader, deeper issues. It can assist us in moving beyond simplistic evaluation of career prospects based upon income and security alone. Life is more than a bowl of cherries. It is family and friends with which to share, and a chance to become more, to become better. If there is no place to go, why bother to get there? Once we stop growing, we start dying. A satisfying, motivating job will help us live, and enjoy our lives.
From India, Mumbai
dont have a presentation on ERG but have some info which may help u out.
ERG theory
This is a theory of human motivation, formulated by Clayton Alderfer modeled after a similar theory by Abraham Maslow.
ERG theory approaches the question of "what motivates a person to act?" or "Why do we ever do anything?"
The theory assumes that all human activity is motivated by needs. Needs can be divided into three groups of related needs, and these need-groups can be rated according to their importance. The assumption is that humans must meet the need of the most important group before significant attention and energy can be devoted to needs in the second group, and must meet the needs of the first and second groups before much energy can be expended on needs in the third group.
The need-groups are:
Existence needs: Food, water, air, shelter, clothing, safety, physical love and affection.
Relatedness needs: To be recognized and feel secure as part of a group, a family, a culture
Growth needs: To progress toward one's ideal self.
These are usually presented in pyramidal form, with the most essential needs at the bottom. This illustrates the notion that the structure of human needs must start at the lower, most essential level, and that higher "structures" can be achieved only when the base is "solid."
This does not mean that one can ignore the lower needs after they have been achieved; one does get hungry again, for instance. Instead it represents life development, in that we work out systems that meet our needs such that they do not require our full attention, thus freeing up energy for higher needs.
ERG is an acronmy for "Existence, Relatedness and Growth" but it also is the root of the word enERGy. An erg is a unit of energy. It is used in physics to describe the amount of energy that is needed to lift a weight of one gram to the height of one centimeter. Thus a word for "energy" is used as an acronmy for a theory of what energizes people. Isn't that clever.
One CAN descend the pyramid! If one's support structures change, then energy must be re-directed to the lower needs even if one has made significant strides toward the upper levels.
Imagine that on Saturday night you are invited to three different parties, can go to only one, and know a bit about each:
Party #1: The hosts are excellent cooks and take pride in serving their guests well. But they are not otherwise very friendly, and a bit boring in conversation.
Party #2. There may be a few chips and sodas, but the hosts and their friends are friendly, deeply-caring people who you like and who take a genuine interest in your well-being.
Party #3. There will be no food unless you bring it. The hosts and their guests tend to be aloof and distant, but some of them will be renowned experts in a topic of great interest to you.
Which party one chooses to attend might be predicted by the level of need that is predominant at that point.
A person who has been living on beans and rice for two weeks would probably favor party #1.
A person who is recently divorced, sad and lonely is more likely to seek party #2
A person who is well-fed and whose relationships are stable and satisfying has more to gain from party #3.
Now imagine a party where the food is good, the people warm, and the conversation stimulating.
Now imagine that these are jobs, not parties.
Meta-studies on "job satisfaction" have shown that the strongest correlate of satisfaction is motivation. The people who express the greatest satisfaction with their work are those who demonstrate the strongest motivation. One might wonder if we are using two different words to describe the same phenomenon, that motivation and satisfaction are one and the same, but the point is hardly relevant. Either way, we can use theories of motivation to predict job satisfaction.
We hope, for instance, that our work will satisfy our Existence needs, that it will provide us a salary that buys food, clothing, transportation and other things we need to exist in our culture. It may also provide a safe environment, health insurance, retirement, and other "necessities" of modern life. If a job does not provide us those things it is not likely to be very satisfactory.
But I submit that if the only benefits one receives from a job are the "benefits," then one is underemployed. We put so much of ourselves into our work, and we gain so much of our personal and social identities from that work, that if a job does not help us with the other levels of need, it is probably dragging us down.
Relatedness. Does this occupation help you feel like you are part of the Human race, part of a culture, part of a family, that you are contributing in a manner you consider appropriate, and that you are appreciated for your contributions? If not, the job may be helping you feel alienated, and that is a problem. Alienation has been a factor in Western industry for most of the 20th Century. It was brought to a peak by the concept of "Scientific Management" where jobs were analyzed and broken down into their simplest components, research was done to find the most efficient way to perform each component, and workers were assigned to perform just one component task and required to do it exactly as prescribed. People became part of the machine. This led to enormous gains in productivity and thus to the age of consumer wealth that we enjoy now. It also is considered one of the major causes of the Great Depression because it allowed massive overproduction. But people did not enjoy being part of the machinery. When a machine part does not perform well, what do you do? Replace it. Does this make people feel Related? Hardly. I believe that the rise in unionism during the early part of this century is attributable to Scientific Management principles.
This is changing. American management is experimenting with new strategies that value the individual worker at every level in the organization. This is motivated in part by the rise of Japan in the world economy. Shortly after the second World War, the United States sent a team of management strategists to Japan to help rebuild their economy. One of them Edward Demming, developed a strategy that was so effective that it is a large part of the reason that Japan is able to challenge the United States in many markets. American managers realize that if our industry is to stay competitive, then we must adopt similar strategies. So "brand name" management strategies like Total Quality Management and Quality Circles have become predominant among major American industries. Each of these strives to maintian and enhance worker motivation through enhanced Relatedness, valuing worker's input, allowing maximum leeway in deciding how work is to be done and when, promoting communication between workers in different departments and at different levels, "flattening" organizational hierarchies to make upper management more accessible to all workers' ideas in input. This kind of strategy has been adopted by virtually every major American corporation,and in proving to be effective. Not quite as much so as in Japan: American culture favors individualism, so social strategies do not take root so quickly. But effective enough that it is now mainstream management strategy here. Even the American military has adopted TQM.
But there is another significant motivator, Growth. We are always changing. Change for the better is growth. Every person and every institution that we encounter will have a role that it wants us to play. Since that role is probably not identical to the way we naturally are, then the difference becomes a pressure to be different. But pressure is not necessarily bad. If a person or institution tries to pressure us in a direction we WANT TO GO, then it can be an incentive for growth. On the other hand, if a person of institution tries to turn us into someone we don't like, that is not so good, perhaps worth avoiding. We has best seek employment that will continue to help us grow.
Since the strongest predictor of job satisfaction is motivation, then ERG theory can be used to "predict" satisfying jobs for any individual. The questions to ask are:
1. Will this occupation satisfy my needs for material goods, physical safety, comfort, security and logevity?
2. Will it help me feel that I am part of a family, part of a culture, contributing in an appropriate manner, and appreciated for what I do?
3. Will it give me opportunities to change, to grow over my lifetime, becoming more of the person I want to be?
I believe that the higher an item is on the scale of human needs, the more difficult it will be to obtain solid information, thus the more elusive certainty will be. Nonetheless, ERG theory offers a useful "tool for thought" for career planning. It can provide a framework toward clarity on broader, deeper issues. It can assist us in moving beyond simplistic evaluation of career prospects based upon income and security alone. Life is more than a bowl of cherries. It is family and friends with which to share, and a chance to become more, to become better. If there is no place to go, why bother to get there? Once we stop growing, we start dying. A satisfying, motivating job will help us live, and enjoy our lives.
From India, Mumbai
Hello nehal,
hope this ppt will serve ur purpose to some extent...for more info and ppt along with cards and notes u can surf the site of stephen p robbins and prentice hall...both has all the info required regarding HR concepts..
Thanx&Regards
Padmaja :D
From India, Bharat
hope this ppt will serve ur purpose to some extent...for more info and ppt along with cards and notes u can surf the site of stephen p robbins and prentice hall...both has all the info required regarding HR concepts..
Thanx&Regards
Padmaja :D
From India, Bharat
[quote="Pearl"]hi padmaja,
could u give me d site names of stephen p robbins and pretence as i would also be interested in browsing them.
thanx.
Pearl.[/quote
Hi Pearl,
The site is www.prenhall.com...and pls make a search of stephen p robbins on the google...i forgot the site name..
Thanx&Regards
Padmaja :D
From India, Bharat
could u give me d site names of stephen p robbins and pretence as i would also be interested in browsing them.
thanx.
Pearl.[/quote
Hi Pearl,
The site is www.prenhall.com...and pls make a search of stephen p robbins on the google...i forgot the site name..
Thanx&Regards
Padmaja :D
From India, Bharat
Hello Pearl,
Lucky i got the site's name www.pearsoned.ca/robbins/ - 16k ...what u have to do is to go to this site and there u will find the books os stephen p robbins with a link saying Enter the site...u can enter the site of that particular book and enjoy the resources..
Thanx&Regards
Padmaja :D
From India, Bharat
Lucky i got the site's name www.pearsoned.ca/robbins/ - 16k ...what u have to do is to go to this site and there u will find the books os stephen p robbins with a link saying Enter the site...u can enter the site of that particular book and enjoy the resources..
Thanx&Regards
Padmaja :D
From India, Bharat
Very informative write up and interesting attachments.In fact I have been closly watching about usage of various motivational practices & found out that the one which most satisfies the dominant need of the individual is most effective.In this context Maslow's heirarchy of needs truly works in every situation.
Regards,
(A.S.Sharma)
From India, New Delhi
Regards,
(A.S.Sharma)
From India, New Delhi
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Motivation-frog _philosophy_406 .pdf
Employee Motivation.ppt