I.

Maslow’s Hierarchy of Needs and Alderfer’s erg theory

Maslow’s Hierarchy of Needs
- Abraham Maslow
- Prominent Psychologist during the 20th Century
- Contributed to the advancement of humanistic psychology
- Hierarchy of Needs: Human Beings have needs that are hierarchically ranked

- Maslow was more interested in learning about what makes people happy and
what they do to achieve it

Aldefer’s ERG Theory (Existence, Relatedness, Growth)

- Clayton Paul Aldefer was an American Psychologist consultant to the Hierarchy of
Needs.
- Similar to Hierarchy of Needs
- Individuals can be motivated by multiple levels of need at the same time. The
level of what’s important to them can change over time.
- Existence
- Basic Material Essential for our survival
- Similar to the lower levels of Maslow’s Hierarchy (Safe, Secure, and Basic
Needs)
- Measure of control over our Lives
- Relatedness
- Social Nature as Human Beings
- Building and Maintaining Relationships in the Workplace
- Means to be recognized and feel secure as part of a group or family
- Growth
- Learning, Development, and Self Growth (Similar to Maslows)
- If an employee has all of his other needs met, he will seek to reach his fullest
potential in what he does.
Herzberg Theory of Needs
- Employees satisfaction has two dimensions: hygiene and motivation
- Motivation:
- Factors that motivate or encourage employees to work harder can result to
higher performance of employees
- Recognition, Personality Growth, Responsibility
 - Hygiene
- Factors that helps decrease employees dissatisfaction with the work
environment.
- The term "hygiene" because these are maintenance factors.
- Working conditions, Salaries and Wages, and Policies
EQUITY THEORY cussy baka
- By J. Stacy Adams
- Rewards that individuals receive should be fair and similar to those received by their
peers; if not, they will feel dissatisfied & distressed
- The relationship between an individual’s input (contribution) and benefits (reward) is
important
- Contribution - an individual’s action to contribute to the organization’s goal
- Benefits - what an individual receives for helping an organization achieve its goal
- Equity of reward and input should be fair
- Equity of reward and peer reward should be fair
- The over compensated (experiences more distress than the undercompensated)
- Experiences shame/guilt
- Seek to reintroduce a sense of fairness
- Increases their efforts
- The undercompensated
- Humiliation, anger, and/or injustice
- Try to reintroduce a sense of fairness
- Reduces their contribution

EXPECTANCY THEORY cussy baka

- Victor Vroom (1964)
- Individuals are motivated is they know that extra performance is recognized and
rewarded
- Advantages
- Direct correlation between motivation and satisfaction
- Guaranteed reward = increase in hard work
- More guarantee that the outcomes will be achieved
- Disadvantages
- Assuming that the increase in reward = the same increase in motivation
- Does not account the ability of employees to handle heavy workloads
- Not receiving rewards might destroy motivation
- Less motivation if reward does not reach employee expectations
- Motivation Formula
- Motivation = expectancy * instrumentality * valence
- Expectancy - the belief that people will finish their goals, which makes their
efforts better
- Instrumentality - the belief that their performance will lead to the desired
outcome
 - Valence - the reward should have value to the person

XYZ Theory - Grover Bendover

SOCIAL LEARNING THEORY - Grover Bendover

- By Albert Bandura
- Definition: the science of observing the behavior of surrounding people and applying
the learning of such observation to oneself and bringing about progressive change
- It suggests that social behavior is learned by observing and imitating the behavior of
others

- 4 Elements of Social Learning Theory

a. Attention - the degree to which we notice the behavior
b. Retention - how well we remember the behavior
c. Reproduction - the ability to perform the behavior
d. Motivation - the will to emulate or imitate the behavior

- Applying the Social Learning Theory in the Workplace

a.
b. Learning Groups -

Job Fit Theory juice

Goal Setting Theory juice
Personality Job Fit Theory juice