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Source: Based on Alderfer, C. P. (1969). An empirical test of a new theory of
human needs.Organizational Behavior and Human Performance, 4, 142–175.
ERG theory’s main contribution to the literature is its relaxation of Maslow’s
assumptions. For example, ERG theory does not rank needs in any particular order
and explicitly recognizes that more than one need may operate at a given time.
Moreover, the theory has a “frustration-regression” hypothesis, suggesting that
individuals who are frustrated in their attempts to satisfy one need may regress to
another one. For example, someone who is frustrated by the lack of growth
opportunities in his job and slow progress toward career goals may regress to
relatedness needs and start spending more time socializing with one’s coworkers. The
implication of this theory is that we need to recognize the multiple needs that may be
driving an individual at a given point to understand his behavior and to motivate him.
Two-Factor Theory
Frederick Herzberg approached the question of motivation in a different way.
By asking individuals what satisfies them on the job and what dissatisfies them,
Herzberg came to the conclusion that aspects of the work environment that satisfy
employees are very different from aspects that dissatisfy them. Herzberg labeled
[4]
factors causing dissatisfaction of workers as “hygiene” factors because these factors
were part of the context in which the job was performed, as opposed to the job
itself. Hygiene factors included company policies, supervision, working conditions,
salary, safety, and security on the job. To illustrate, imagine that you are working in
an unpleasant work environment. Your office is too hot in the summer and too cold in
the winter. You are being harassed and mistreated. You would certainly be miserable
in such a work environment. However, if these problems were solved (your office
temperature is just right and you are not harassed at all), would you be motivated?
Most likely, you would take the situation for granted. In fact, many factors in our
work environment are things that we miss when they are absent, but take for granted
if they are present.

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