Perhaps now more than ever before, job stress poses a threat to the health of workers and, in turn, to the health organizations. Through its research program in job stress and through educational materials such as this booklet, NIOSH is committed to providing organizations with knowledge to reduce this threat.
Reorganization of Maslows and Alderfers Hierarchies. ERG states that any or all needs can be activated simultaneously. Wanous and Zwany point out that the validity of the hierarchical structure of ERG theory is supported by research. Few people in their study demonstrated a low or moderate need for relatedness or existence while demonstrating a high need for growth.
Because the study used these same tools to collect data and the predictions did not come to fruition, the authors concluded dis-confirmation pg. In JuneCA. The need theories have been the focus of much of the research on motivation Stahl, Need theory suggests that employees are motivated to increase their job performance by their individual striving to satisfy certain needs.
Understanding what the needs are and how they are satisfied will enhance insight into work-related behaviors that increase job performance Stein and Hollowitz, To this end, the need theory of Alderferhas been selected to assess the influence of need satisfaction on job performance of top managers and front-line employees p.
The results of the study concluded that self esteem does have a great influence on job performance on both managers and front-line employees.
The ERG Theory recognizes that people are different and there are variables that can affect the needs of an individual on any given day or any stage of life. The ERG Theory provides a workable solution to addressing the dynamics of human needs that will typically come about within a workplace environment.
Alderfer's theory is more flexible and therefore, more in line with the reality of how a person's needs change in reaction to changes that occur in their circumstances. These reactions are very individual and are affected by factors such as education level, temperament, financial standing, or cultural and family backgrounds.
These reactions are based on each individual's own perception of how the coming changes will affect their own circumstances, so how they are framed and communicated by top leadership to the workforce is very important. If the organization's leaders take the necessary time to construct a communication strategy that takes into consideration the possible reactions of the workforce by carefully addressing the needs for relatedness and growth, they may be met with less resistance.
It's apparent with this realization that the major downside to this theory is the time required by management to gain a thorough understanding of their employees' needs levels and how changes made within the organization can compound with changes going on the employees' personal lives to negatively affect motivation and performance.
As in any science, critics want to see facts based on research. Minimal research leads to skepticism of the actual worth of the theory. The ERG theory allows individuals to simultaneously satisfy any of the needs; to know this you would have to assess the individual to see what motivated the person to behave a certain way and then determine what need was most important to the person.
Measurement of this information may be very difficult to obtain because much time would need to be spent with the subject. Additionally, the freedom for individuals to move among the needs can lead to frustration-regression where needs are not being properly met resulting in a negative move to a lower need with less productivity Value Based Management.
There are, however, exceptions to frustration-regression. The first exception is "failure to fulfill existence needs leads to greater existence needs" Redmond, The second exception to frustration-regression is "fulfillment of growth needs leads to greater growth needs" Redmond, For instance, if one achieves successful completion of an undergraduate degree program, one may then feel the need to attend graduate school in order to obtain more education and expertise.
Despite the difficulty science has had with attempts to either prove or disprove Alderfer's theory, its validity remains intact as more behavioral analysts and people managers recognize and accept that human behaviors are motivated by human needs.
Alderfer's ERG Theory Application In the workplace managers must recognize that an employee has multiple needs to satisfy simultaneously.
According to the ERG Theory, focusing exclusively on one need at a time will not effectively motivate employees to do their job.
The ERG Theory acknowledges that if a higher level need remains unfulfilled the person may regress to lower level needs that they can more easily satisfy. This frustrates employees and impacts workplace motivation until the higher need can be fulfilled. Another important aspect of the ERG theory to look at in a management position is the frustration-regression principle.
This principle explains that without opportunities to advance, employees may regress and end up satisfying other needs, like socializing with co-workers. It is important for those in leadership positions to realize the possibility of regression and provide room for growth and socialization with their employees Envision Software Incorporated, In a case study that was done in a real estate organization, the ERG Theory was upheld and reinforced when the employees were unable to attain the higher level needs and as a result they regressed to the lower level needs to attain fulfillment.
In this study, the real estate organization hired new finance managers with the hope that they could replace the managers that had been in these positions who were not performing satisfactorily.
The new finance managers were satisfied with the existence needs salary and working conditions and within a short time were satisfied with relatedness needs rapport within the departments and management.
Within six months of employment the finance managers became frustrated due to upper management not trusting them to complete a task without supervision.
As a result of this the finance managers regressed back to lower level needs and asked management for new titles and larger offices. Management granted the request to appease the finance managers as they had been complaining to upper management. While the existence and relatedness needs of the Finance Mangers were met, they could not achieve their growth needs so they placed more emphasis on the lower level needs Buhler, Empirical study of Employee job Satisfaction New dimensions in Business and Management Research 31 | Page Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan employees work in same prefaces.
customer service and product quality with customer satisfaction and loyalty in the context of the Indian automotive industry. This made the researcher to provide answers to the research question, to be able to. The job satisfaction have been analysed under two main variables namely organization structure and policy related factors and pharmacist’ specific .
Product satisfaction survey template with questions for evaluating customer service experience, product use satisfaction, process evaluation etc. This questionnaire gives you the expert questions you need to get insightful responses that can provide you with actionable survey conclusions.
Main outcome measures Nurse outcomes (hospital staffing, work environments, burnout, dissatisfaction, intention to leave job in the next year, patient safety, quality of care), patient outcomes (satisfaction overall and with nursing care, willingness to recommend hospitals).
In this article, we will take a look at a sample questionnaire about "Customer Satisfaction on QRZ Family Restaurant", and briefly discuss each section from the introduction to the end of the survey.