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Organizational Behavior

Assignment 1

Case Study

Mark Green

Excelsior Community College

Amis 2A (Evening)

Due: October 9, 2012

Lecturer: Mr. Boreland


Question 1.

How does ERG theory differ from Maslows hierarchy of needs?

Maslows hierarchy of needs suggest that within every human being there exists a hierarchy of five needs.

These are physiological needs, Social needs, Esteem needs and Self-actualization.

The physiological needs include hunger, thirst, shelter, sex, and other bodily needs. Safety includes

security and protection from physical and emotional harm. Social includes affection, belongingness,

acceptance, and friendship. Esteem includes internal esteem factors such as self-respect, autonomy, and

achievement; and external esteem factors such as status, recognition, and attention. Self-actualization is

the drive to become what one is capable of becoming; includes growth, achieving ones potential, and

self-fulfillment. As each of these needs becomes substantially satisfied, the next need becomes dominant.

So if you want to motivate someone, according to Maslow, you need to understand what level of the

hierarchy that person is currently on and focus on satisfying those needs at or above that level.

While Alderfer states that there are three groups of core needs, which are existence, relatedness, and

growth. The existence group is concerned with providing our basic material existence requirements. They

include the items that Maslow considered to be physiological and safety needs. The second groups of

needs are those of relatedness the desire we have for maintaining important interpersonal relationships.

These social and status desires require interaction with others if they are to be satisfied, and they align

with Maslows social need and the external component of Maslows esteem classification. Growth needs

reflect an intrinsic desire for personal development. These include the intrinsic component from Maslows

esteem category and the characteristics included under self-actualization. Therefore the main difference is

that ERG Theory suggest that more than needs may be may serve as motivators at the same time, that is if

satisfaction of a higher level is prevented , then this means the wish to please at the lower level need

increases. ERG is more continue in line with our, know how of individual differences, which means this

theory is representation of hierarchy of need.


Question 2.

According to Herzbergs Two-Factor Theory, how might a manager motivate employees?

Two-factor theory is sometimes also called motivation-hygiene theory. It was proposed by psychologist

Frederick Herzberg when he investigated the question, What do people want from their jobs? Herzberg

concluded that Intrinsic factors, such as advancement, recognition, responsibility, and achievement seem

to be related to job satisfaction and dissatisfied respondents tended to cite extrinsic factors, such as

supervision, pay, company policies, and working conditions. While the opposite of satisfaction is not

dissatisfaction and removing dissatisfying characteristics from a job does not necessarily make the job

satisfying.

Therefore emphasizing on factors associated with the work itself or to outcomes directly derived from it,

such as promotional opportunities, opportunities for personal growth, recognition, responsibility, and

achievement. These are the characteristics that people find intrinsically rewarding and will motivate

employees.

Discuss the three-component model of creativity.


The three-component model of creativity proposes that individual creativity essentially requires expertise,

creative-thinking skills, and intrinsic task motivation.

a) Expertise is the foundation for all creative work. The potential for creativity is enhanced

when individuals have abilities, knowledge, proficiencies, and similar expertise in their field

of endeavor.

b) The second component is creative-thinking skills. This encompasses personality

characteristics associated with creativity, the ability to use analogies, as well as the talent to

see the familiar in a different light.

c) The final component is intrinsic task motivation. This is the desire to work on something

because it is interesting, involving, exciting, satisfying, or personally challenging. This

motivational component is what turns creativity potential into actual creative ideas. It

determines the extent to which individuals fully engage their expertise and creative skills.