Discuss the types of reinforcements available to managers for changing an employee’s behavior. The following specifications are required for this assignment: Length: 1500 – 1750 words; answers must thoroughly address the questions in a clear, concise manner.
Discuss the types of reinforcements available to managers
Assignment Description:
Write a 1500-1750 word essay addressing each of the following points/questions. Be sure to completely answer all the questions for each bullet point. Separate each section in your paper with a clear heading that allows your professor to know which bullet you are addressing in that section of your paper.
Support your ideas with at least three (3) sources in your essay. Make sure to reference the citations using the APA writing style for the essay. The cover page and reference page do not count towards the minimum word amount. Review the rubric criteria for this assignment.
1. Discuss how Alderfer’s ERG Theory satisfied the criticisms of Maslow’s Hierarchy of Needs.
2. Discuss McClelland’s 3-Needs Theory as it relates to a manager’s success in the workplace.
3. Discuss the types of reinforcements available to managers for changing an employee’s behavior.
The following specifications are required for this assignment:
Length: 1500 – 1750 words; answers must thoroughly address the questions in a clear, concise manner.
Structure: Include a title page and reference page in APA style. These do not count towards the minimum word count for this assignment.
References: Use the appropriate APA style in-text citations and references for all resources utilized to answer the questions. Include at least three (3) scholarly sources to support your claims.
Format: Save your assignment as a Microsoft Word document (.doc or .docx).
File Name: Name your saved file according to your first initial, last name, and the assignment number (for example, “RHall Assignment 1.docx”)
Required Resources:
Borkowski, N. (2016). Organizational behavior, theory, and design in health care (2nd ed.). Jones & Bartlett. ISBN 978-1-284-05088-2. Read Chapters 5, 6, & 7.
Alderfer’s ERG theory of motivation
Clayton Alderfer developed Maslow’s Hierarchy of Needs into a three factor model of motivation know as the ERG model. In this model the letter E, R, & G each stand for a different human need: existence, relatedness and growth. The ERG model is a content theory of motivation.
Alderfer’s model says that all humans are motivated by these three needs. The most concrete and motivating of Alderfer’s three needs is existence, which really relates to physical and psychological survival. The next level is the need for relatedness, a sense of community and a good relationship with yourself. The least concrete, but still important, of Alderfer’s needs in the ERG model is growth, which really relates to self-development, fulfillment and the sense of achieving your potential.
How the model works
Alderfer’s ERG Theory of Motivation states that individuals can be motivated by multiple levels of need at the same time, and that the level which is most important to them can change over time. In other words, an individual’s priorities and motivations may be fluid and can move between the existence, relatedness and growth levels of need over time. They can move upwards, and they can move downwards.
Comparing Alderfer and Maslow
In Maslow’s Hierarchy of Needs, individuals need to have satisfied one level of needs before moving on to the next one. For example, they need to have satisfied their safety needs before being motivated by social belonging. Alderfer disagreed. In his model, individuals do not need to have satisfied their existence needs before being motivated by their relatedness need.
In fact, Alderfer went further and said that different individuals potentially prioritize the needs in different orders based on their life views. A standard example of this could be the starving actor who’s motivated by growth through their art, potentially at the expense of their existence (i.e. they can’t pay their rent but are pursuing their passion).
Alderfer also noted that how individuals perceive their progression in relation to each of the levels of need is important. If an individual feels they are making great progress at relatedness, they may be increasingly motivated by growth even though their relatedness need has not been fully satisfied. Similarly, if an individual feels frustrated with the progress they are making in relation to growth, they may abandon it and redouble their motivation in relation to relatedness.
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