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Psychology
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Case Study
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English (U.S.)
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Alderfer's ERG Theory and Maslow's Hierarchy of Needs in All in a Day’s Work

Case Study Instructions:

Read the case study below and start posting your answers and discussions on the discussion board. React to each others' opinions and add yours to it.
Case Study: All in a Day’s Work
Sarah Goodman, senior manager of network development for Holy Managed Care Company, looked over her calendar for the day and sighed deeply. It seemed as if there would be no time at all to work on the project she’d been putting off for most of the week. Circumstances seemed to be such that she simply didn’t have any control over her own time anymore.
Well, first things first, she determined. At 9:00 she was due at a meeting of senior managers who were involved in trying to devise a strategy for counteracting a threatened unionization drive by the company’s non-exempt employees. As Sarah thought about the people working for her, she began to wonder exactly what they wanted. They had a pleasant working space, a good benefits package, and secure employment. She heard the laughter and chatter drifting into her office as people came into work and thought what a pleasant and congenial group they were. What more could they want?
Then at 10:30, there was another meeting. This one could be very exciting! In six months Sarah’s office was scheduled to be moved to a new industrial park on the west side of town. The plans she’d seen so far had all kinds of great perks for employees: on-site day-care center, fitness center, ample parking, great facilities for training. The company was certainly spending a lot of money on this new site. Sarah certainly hoped it would help increase productivity; it certainly would make the employees happier and make recruitment easier.
She’d have to hurry to her lunch meeting with the adviser for the MHA program at Saint Thomas University. Sarah had decided as a part of her New Year’s resolution that she was finally going to begin her graduate degree. She felt she was simply stagnating in her job and, after looking around at positions in her company that looked interesting, she realized she needed a graduate degree if she were going to progress. The only problem was that she wasn’t sure how enthusiastic Richard, her husband, would be about the whole idea. And her mother certainly wouldn’t be happy! The hints about grandchildren had become an outright discussion over the holidays.
Discuss the various motivation theories reflected in this case study, and which one do you like most? why?

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Sarah Goodman is a manager whose work environment and her plans can be assessed from a motivational theoretical viewpoint. She works as a senior manager where she strives to balance personal ambitions, her family feelings, and employees’ interests. This paper examines and the motivational theories that Sarah can apply to create the much-needed balance in her current work and her life. In life, it is almost impossible to progress or achieve anything without an element of motivation. Managers are always focusing on ways of motivating employees to provide exemplary services. Much of the research has been directed towards ways of eliciting inspirations and personal driver behaviors that seek to improve the outcomes and performances of organizational.
Maslow's hierarchy of needs is one of the fundamental theories of motivation. Psychologist Abraham Maslow advanced the theory of hierarchy of needs in his "A Theory of Human Motivation,” where he postulated that people are motivated to meet basic needs before moving on to more advanced needs as encapsulated in the hierarchy is called a pyramid (Cherry, 2014). The pyramid base comprises the most basic needs such as food, water, sleep, and warmth, followed at the next level by safety and security, while the apex of the pyramid contains complex needs. After safety and security, the need progress to be psychological and social, love, friendship, and intimacy and at the most apex is self-actualization. Sarah Goodman felt that employees were being remunerated and treated well but still were uncomfortable. It means that the employees were still striving to move along Maslow’s pyramid of needs. So long as most have not reached the apex of the pyramid, employees will continue to appear “unsettle” even when they are rewarded, treated, or remunerated relatively well.
Alderfer's ERG theory is another theory of motivation that partially derived from Maslow. It proposes three fundamental needs, which are existence (E), relatedness (R), and growth (G) (Caulton, 2012). The three elements are linked to desires to access basic needs, enjoy social and ...
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