The Alderfer Theory: description, features and characteristics

Motivation is an area of research that has been of interest to psychologists throughout the world for decades. They seek to know which driving forces are at the heart of human actions, what is the hierarchy of human needs, what is their impact on behavior.

What are the features of the theory of Alderfer?

One such researcher is the American scientist Clayton Alderfer. His concept is in some ways similar to that of Abraham Maslow. However, Alderfer's theory represents a pyramid of needs consisting of only three blocks. These are existential needs, social, as well as a desire for growth and development. In English, this theory is denoted by the acronym ERG in accordance with the three capital letters of these blocks (Existence, Relatedness, Growth). It is best known as the content theory of Alderfer's motivation (any conception that explores the motives and needs of a person is called meaningful ).

Existential needs

This block is an analog of the basic steps in the Maslow pyramid. At Alderfer it includes physiological needs, as well as the need for safety. Satisfaction of the needs for food, water, sleep, security - all these are the main components necessary for normal life of the organism. Alderfer's theory of motivation , starting with the description of the first block of needs, is very much in tune with its predecessor.

According to Alderfer, those workers who work only for the sake of replenishing these needs have little interest in the content of labor. They pay more attention to pay, working conditions, opportunities to relax in the workplace.

Social needs - recognition, belonging

This group includes all those needs that exist with regard to social status, connections with their own kind. It has long been established that for successful development a person needs to be part of a whole - a small social group, an ethnos, to belong to the professional community. This includes the need for self-esteem and recognition from others, as well as group security. Maslow's theory and Alderfer's theory also differ in this aspect: the security of the group in the latter is included in the second block.

Within the framework of a corporate culture, the needs of this category can be replenished through various activities at work, the possibility of communication. A person begins to look at his place of work not only as a source of earnings. He feels his value, his belonging to the collective.

It would be nice to ask Clayton Alderfer the question: is it interesting, can the compensated need for recognition compensate for the shortage of funds from an employee who must feed underage children and at the same time pay a mortgage loan?

Growth Needs

This category includes all the desires of a person who are related to self-fulfillment. There is also a desire for self-esteem and respect from the public. However, it must be due to the personal growth of a person, his self-confidence.

The theory of the needs of Alderfer says: with people who are dominated by this type of needs, a special way of treatment is needed. They strive for leadership and recognition of their qualities around them. Therefore, it is necessary to reward and strongly encourage their services.

The difference between theories, which can not be called insignificant

Maslow argued, probably with good reason, that if one of the lower needs is not satisfied, the way to replenishment of higher needs is closed. Thus, the movement in its pyramid was possible only from the lower blocks to the higher ones.

In Alderfer's case, things are different. As it was pointed out, if higher needs are not satisfied, the lower ones also become relevant. This researcher can move in both directions. For example, if a person is not satisfied with the need for professional growth, then the need for social ties becomes urgent. Thus, not being able to satisfy some human needs, the company seeks to fill this gap with the satisfaction of other needs.

It is interesting that Alderfer's theory has found wide application in the sphere of organization management. Known folk anecdote, which partially reflects a similar approach in the corporate environment. The seller trains an inexperienced trainee and indicates to him that, in the absence of the goods, he must offer an alternative in return. When a buyer comes to the store and asks for toilet paper, the trainee seller answers: "Sorry, there is no toilet paper. But I can offer an excellent sandpaper. "

If the need is not satisfied, the person experiences frustration - a negative psychoemotional state in the face of obstacles.

The theory of needs of Alderfera argues that, in spite of frustration, if it is impossible to satisfy the need for a higher level, the individual can compensate for it by more frequent satisfaction of the underlying needs.

The Alderfer concept and individual differences

Following this logic, if an individual can not realize the need for self-realization, he begins to satisfy the needs of the lower rank. If someone who by vocation is, for example, an engineer or a nanny, is unable to meet the need for self-actualization, then he compensates for this shortage in another way. That is, his actions must be matched with the fulfillment of the needs of the lower orders: he will go headlong into communicating with friends, social events, to appease himself with sleep, food, more sexual partners.

We must agree that this algorithm is not characteristic of every individual who is divorced from the opportunity to achieve a state of self-realization. Someone, perhaps, will demonstrate this behavior, but to a greater extent it will also be due to biographical factors, the level of spiritual maturity, the presence or absence of problem areas in other life spheres.

For a normal healthy person, for example, sex or food (a first-order need) will never replace emotional attachment (second-order need). And, in turn, the state of self-actualization can hardly be a full-fledged replacement (and not a substitute) for satisfying the needs of the basic units. However, it will be impossible in their absence - it is unlikely that respect from the public or achievements in a career properly compensate for hunger and thirst.

This theory is officially accepted by the scientific community and has some advantages. But it is not used widely enough, in comparison with Maslow's concept. The Alderfer theory is also not proved - there was not enough extensive statistical research to substantiate it. Thus, it has both advantages and disadvantages. Use it in the work or not - each specialist should decide for himself.