Alderfer’s ERG theory
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Alderfer’s ERG theory. Motivation. Motivation strength. Argyris’ maturity-immaturity continuum. Needs-goal theory. Behavior modification. Negative reinforcement. Content theories of motivation. Physiological needs. Equity theory of motivation. Porter-Lawler theory. Esteem needs.

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Alderfer’s ERG theory

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Alderfer s erg theory

Alderfer’s ERG theory

Motivation

Motivation strength

Argyris’ maturity-immaturity continuum

Needs-goal theory

Behavior modification

Negative reinforcement

Content theories of motivation

Physiological needs

Equity theory of motivation

Porter-Lawler theory

Esteem needs

Positive reinforcement

Extrinsic rewards

Process theories of motivation

Flextime

Punishment

Hygiene, or maintenance, factors

Security, or safety, needs

Intrinsic rewards

Self-actualization needs

Job enlargement

Social needs

Theory X

Job enrichment

Theory Y

Job rotation

Theory Z

McClelland’s acquired needs theory

Vroom expectancy theory

Motivating factors, or motivators


Alderfer s erg theory

Alderfer’s ERG theory is an explanation of human needs that divides them into three basic types: existence needs, relatedness needs, and growth needs.


Alderfer s erg theory

Argyris’ maturity-immaturity continuum is a concept that furnishes insights into human needs by focusing on an individual’s natural progress from immaturity to maturity.


Alderfer s erg theory

Behavior modification is a program that focuses on managing human activity by controlling the consequences of performing that activity.


Alderfer s erg theory

Content theories of motivation are explanations of motivation that emphasize people’s internal characteristics.


Alderfer s erg theory

Equity theory of motivation is an explanation of motivation that emphasizes the individual’s perceived fairness of an employment situation and how perceived inequities can cause certain behaviors.


Alderfer s erg theory

Esteem needs are Maslow’s fourth set of human needs–including the desires for self-respect and respect from others.


Alderfer s erg theory

Extrinsic rewards are rewards that are extraneous to the task accomplished.


Alderfer s erg theory

Flextime is a program that allows workers to complete their jobs within a workweek of a normal number of hours that they schedule themselves.


Alderfer s erg theory

Hygiene, or maintenance, factors are items that influence the degree of job dissatisfaction.


Alderfer s erg theory

Intrinsic rewards are rewards that come directly from performing a task.


Alderfer s erg theory

Job enlargement is the process of increasing the number of operations an individual performs in a job.


Alderfer s erg theory

Job enrichment is the process of incorporating motivators into a job situation.


Alderfer s erg theory

Job rotation is the process of moving workers from one job to another rather than requiring them to perform only one simple and specialized job over the long term.


Alderfer s erg theory

McClelland’s acquired needs theory is an explanation of human needs that focuses on the desires for achievement, power, and affiliation that people develop as a result of their life experiences.


Alderfer s erg theory

Motivating factors, or motivators, are items that influence the degree of job satisfaction.


Alderfer s erg theory

Motivation is the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal.


Alderfer s erg theory

Motivation strength is an individual’s degree of desire to perform a behavior.


Alderfer s erg theory

The needs-goal theory is a motivation model that hypothesizes that felt needs cause human behavior.


Alderfer s erg theory

Negative reinforcement is a reward that consists of the elimination of an undesirable consequence of behavior.


Alderfer s erg theory

Physiological needs are Maslow’s first set of human needs––for the normal functioning of the body, including the desires for water, food, rest, sex, and air.


Alderfer s erg theory

The Porter-Lawler theory is a motivation theory that hypothesizes that felt needs cause human behavior and that motivation strength is determined primarily by the perceived value of the result of performing the behavior and the perceived probability that the behavior performed will cause the result to materialize.


Alderfer s erg theory

Positive reinforcement is a reward that consists of a desirable consequence of behavior.


Alderfer s erg theory

Process theories of motivation are explanations of motivation that emphasize how individuals are motivated.


Alderfer s erg theory

Punishment is the presentation of an undesirable behavior consequence or the removal of a desirable one that decreases the likelihood that the behavior will continue.


Alderfer s erg theory

Security, or safety, needs are Maslow’s second set of human needs––reflecting the human desire to keep free from physical harm.


Alderfer s erg theory

Self-actualization needs are Maslow’s fifth, and final, set of human needs–reflecting the human desire to maximize personal potential.


Alderfer s erg theory

Social needs are Maslow’s third set of human needs––reflecting the human desire to belong, including longings for friendship, companionship, and love.


Alderfer s erg theory

Theory X is a set of essentially negative assumptions about human nature.


Alderfer s erg theory

Theory Y is a set of essentially positive assumptions about human nature.


Alderfer s erg theory

Theory Z is the effectiveness dimension that implies that managers who use either Theory X or Theory Y assumptions when dealing with people can be successful, depending on their situation.


Alderfer s erg theory

The Vroom expectancy theory is a motivation theory that hypothesizes that felt needs cause human behavior and that motivation strength depends on an individual’s degree of desire to perform a behavior.


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