Research Paper代写范例：Examining ERG Theory On Human Behavior
Research Paper代写范例-人类行为ERG理论研究。本文是一篇本站提供的research paper代写参考范文，主要内容是讲述任何组织内部的人为因素对组织的成功都是动态的，就像高质量的产品制造、为客户提供服务或按时交付一样。当管理者完成他们经营成功企业的日常工作时，他们必须考虑他们控制范围内的员工，以认识到个性特征、动机和组织文化如何在组织当前和未来的成功中发挥作用。下面就一起来看一下这篇research paper代写范例的具体内容。
The human factor within any organization is as dynamic to the success of the organization as quality product manufacturing, service to customers or making deliveries on time. As managers go through their daily routines of running a successful business, they must consider the employees within their control to recognize how personality traits, motivation, and the organizations culture play in the current and future successes of the organization.
Maslow and ERG Theories
When talking about the ERG Theory of motivation and touching on the Maslow Theory of motivation, one first must understand the definition of motivation. There are different definitions for motivation but the one we used for the purpose of this class is “the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (Bethel, 2005). In the past as well as presently, managers were under the assumption that when an employee lacked motivation due to being lazy. Motivation has been viewed as a personal trait, which means some managers seem to think that some employees have what it takes to get things accomplished and some do not (Bethel, 2005).
任何组织内部的人为因素对组织的成功都是动态的，就像高质量的产品制造、为客户提供服务或按时交付一样。当管理者完成他们经营成功企业的日常工作时，他们必须考虑他们控制范围内的员工，以认识到个性特征、动机和组织文化如何在组织当前和未来的成功中发挥作用。
马斯洛与ERG理论
当谈到ERG动机理论和马斯洛动机理论时，首先必须理解动机的定义。动机有不同的定义，但我们在本课程中使用的定义是“说明个人实现目标的强度、方向和持续努力的过程”（Bethel，2005）。过去和现在，当员工因懒惰而缺乏动力时，管理者都会认为这是一种假设。动机被视为一种个人特质，这意味着一些管理者似乎认为有些员工具备完成任务的能力，而有些则不然（Bethel，2005）。
The ERG Theory (existence, relatedness, growth) is a rework of the Maslow’s need hierarchy by Clayton Alderfer from Yale University (Bethel, 2005). Both theories have similarities as well as differences on some important aspects. Although Alderfer does not disagree with Maslow’s hierarchy of needs completely, he does not agree with all of them. As with any theory, you will have those who will agree as well as disagree as to which is the most applicable.
Maslow Theory
The Maslow theory is a five step process that each step has to be met before you move to the next step. The first step in the Maslow theory is the Physiological Needs; which are a person basic needs that are vital for survival. They include air, food, water, warmth, sleep, and all the things to make a person comfortable with living.
Once the first step is completed you move to the next step which is Security Needs; which is a person’s need for security and safety. Security needs are not as important as physiological needs, but are important for survival. Examples of security needs are security from the elements, car insurance, and health insurance, a nest egg living in a safe neighborhood, a retirement plan, and job security. With the most important being job security. If a person has steady employment, then they can provide themselves with the things they need to make them feel safe and secure.
After completing the first two steps, physiological and security needs, one is ready to advance to the third step, Social Needs. This person has the need to feel love and affection, as well as belonging with groups. In day-to-day living one would want to belong to a community, church, get married and have a family as long as they felt needed.
The fourth step of the Maslow theory is the Esteem Need Theory, which has two versions a lower one and a higher one. The lower is for one to get the respect of others, social status, glory, achievement, and even dominance. The higher form is self respect, self achievement, independence, and freedom. These are considered “higher” because, once you have self respect it is much harder to loose.
The final step in the Maslow theory and in his opinion the most important is the Self-Actualizing Needs. This theory these people should be self-aware, mostly concerned with personal growth, “be all you can be” in fulfilling your personal growth. These are the people that want to become most complete, hence the term self-actualization.
ERG Theory
The ERG theory is a spin off of the Maslow theory by Clayton Alderfer. The ERG Theory is similar to Maslow as it also describes the needs of hierarchy. The ERG Theory takes place in three steps, which are existence, relatedness, and growth.
Existence (psychological and safety) is the lowest level need per Clayton; this is the need to stay alive and safe, now and in the future. This is the psychological and physical needs, once this is met people feel safe and comfortable.
The next level, relatedness (social and external) is the need to be social and maintaining relationships with family, peers, or fellow employees. We want to understand what people think of us, and are hurt when we feel as though we do not fit in with the group.
Growth (internal esteem and self actualization) is the last step and the most important of the three. A person has to have self-development, personal growth, and a since of accomplishment. When we are self-developed, one has a feeling of achievement, fulfillment and wholeness.
Similaritie
When reading both theories, one can see what the similarities and differences in each. Both theories are similar in the fact they both agree there is a need of hierarchy. They both say the bottom need is not as important as the need ranked last on the hierarchy scale. The ERG theory can be mapped to the Maslow theory “existence needs have priority over relatedness needs, which have priority over growth”. www.netmba.com/mgmt/ob/motivation/erg/
Differences
The Maslow theory dictates that each need must be met in order and completed before one can move to the next level. There are five steps in the Maslow theory, compared to ERG which has combined the steps into three needs and not steps. The ERG theory says you can work on levels simultaneously. Maslow’s theory could best be demonstrated by using a pyramid diagram with the lower level need physiological need on the bottom and the most important need self-actualizing need on top. Once each level is completed there is no going back to any lower level need. ERG can best be described as a flow chart where each need is met, but if circumstances change you could go back to a lower level need. When employees are satisfied there will be progression, but when an employee is frustrated there will be regression.
The ERG theory is more flexible and states that an employee can be motivated simultaneously by more than one need level. An example of this would be, if an employee had met a goal on time and which satisfied their growth need, even though their growth need had not been satisfied.
Frustration-Regression Principle
This is a process that is included in the ERG theory as an employee is having problems attaining satisfaction of a higher need. The employee becomes frustrated and regresses to the next lower need level. For example, if an employee can not meet their growth need, they will become frustrated and the will revert back to the relatedness need and this will become their source of motivation. If the growth level is too difficult for the employee to reach, they then will revert back to the lower level need that is easier to achieve. This is not what you want to see happen in the work place. Growth needs to be obtainable, if not employees become frustrated, regress back to relatedness needs and start socializing with other employees which can cause a breeding ground for dissatisfaction, gossip, and resistance. Employees may tend to talk about better working conditions, more money, or better benefits.
ERG理论（存在、关联、增长）是耶鲁大学的Clayton Alderfer对马斯洛需求层次结构的修正（Bethel，2005）。这两种理论在一些重要方面既有相似之处，也有不同之处。尽管Alderfer并不完全不同意马斯洛的需求层次，但他并不完全同意所有需求。与任何理论一样，对于哪种理论最适用，你会有同意和不同意的人。
马斯洛理论
马斯洛理论是一个五步过程，在进入下一步之前，每一步都必须完成。马斯洛理论的第一步是生理需求；这是一个人的基本需求，对生存至关重要。它们包括空气、食物、水、温暖、睡眠，以及所有让人生活舒适的东西。
完成第一步后，您将进入下一步，即“安全需求”；这是一个人对安全保障的需要。安全需求不如生理需求重要，但对生存很重要。安全需求的例子包括来自自然环境的安全、汽车保险和健康保险、在安全的社区生活的积蓄、退休计划和工作保障。最重要的是工作保障。如果一个人有稳定的工作，那么他们可以为自己提供所需的东西，让自己感到安全。
在完成前两个步骤，生理和安全需求后，准备进入第三个步骤，社会需求。这个人需要感受爱和感情，以及与群体的归属感。在日常生活中，只要他们觉得需要，人们就会想加入一个社区、教堂、结婚和组建家庭。
马斯洛理论的第四步是自尊需要理论，它有两个版本——低版本和高版本。越低，越能获得他人的尊重、社会地位、荣誉、成就，甚至统治地位。更高的形式是自尊、自我成就、独立和自由。这些被认为是“更高”的，因为一旦你有了自尊，就很难放松。
马斯洛理论的最后一步，在他看来，最重要的是自我实现的需要。这一理论认为，这些人应该有自我意识，主要关注个人成长，“尽你所能”实现个人成长。这些人都是想变得最完整的人，因此被称为“自我实现”。
ERG理论
ERG理论是Clayton Alderfer对马斯洛理论的衍生。ERG理论与马斯洛相似，因为它也描述了等级制度的需求。ERG理论分为三个阶段，即存在、关联和成长。
存在（心理和安全）是每个克莱顿的最低需求；这就是现在和未来保持生命和安全的需要。这是心理和身体上的需求，一旦得到满足，人们就会感到安全和舒适。
下一个层次，关系（社会和外部）是需要社交，并与家人、同事或同事保持关系。我们想了解人们对我们的看法，当我们觉得自己不适合这个群体时，我们会受到伤害。
成长（内在尊重和自我实现）是最后一步，也是这三步中最重要的一步。一个人必须有自我发展、个人成长和成就感。当我们自我发展时，一个人会有成就感、成就感和完整感。
相似性
当阅读这两种理论时，人们可以看到每种理论的相似之处和不同之处。这两种理论的相似之处在于，它们都同意需要等级制度。他们都表示，最底层的需求不如排名最后的需求重要。ERG理论可以映射到马斯洛理论“存在需求优先于相关需求，相关需求优先于增长”。www.netmba.com/mgmt/ob/motivation/erg/
差异
马斯洛理论规定，每一种需求都必须按顺序满足并完成，然后才能进入下一个层次。与ERG相比，马斯洛理论中有五个步骤，ERG将这些步骤合并为三个需求，而不是步骤。ERG理论说，你可以同时在水平面上工作。马斯洛的理论最好用金字塔图来证明，金字塔图的底部是较低层次的生理需求，顶部是最重要的自我实现需求。一旦每个级别都完成了，就不会再回到任何较低级别的需求。ERG可以最好地描述为满足每种需求的流程图，但如果情况发生变化，你可以回到较低级别的需求。当员工感到满意时，就会有进步，但当员工感到沮丧时，就会倒退。
ERG理论更灵活，指出员工可以同时受到多个需求水平的激励。一个例子是，如果一名员工按时实现了一个目标，并满足了他们的成长需求，即使他们的成长需要没有得到满足。
挫折回归原理
这是ERG理论中包含的一个过程，因为员工在获得更高需求的满足方面存在问题。员工变得沮丧，并倒退到下一个较低的需求水平。例如，如果员工不能满足他们的成长需求，他们会感到沮丧，并会回到相关需求，这将成为他们的动力来源。如果增长水平对员工来说太难达到，那么他们将恢复到更容易达到的较低水平的需求。这不是你希望在工作场所发生的事情。成长需要是可以获得的，如果不是，员工会变得沮丧，回归到相关需求，并开始与其他员工社交，这可能会导致不满、流言蜚语和阻力的滋生。员工可能倾向于谈论更好的工作条件、更多的钱或更好的福利。
It is a manager’s job to determine the needs of each of their employees to make sure they are being utilized at their highest potential. The first question a manager should ask about each employee is “what will it take to motivate this employee”? A manager has to understand the each employee will have different needs. These needs could change weekly, monthly, or even daily and a manager has to be aware of these changes. Circumstances in employee’s personal life and well as professional life will have an impact on their needs changing.
The manager or supervisor, your impact on an employee’s motivation is very important. The way you speak, your body language, and the look on your face are observed by your employees and this tells them what you think about them as individuals.
As a manager, working with several employees that have been with the company for twenty-five or more years, one has to understand when needs change. One also has to understand that when a person has been doing the same job for this long, they could become bored and complacent with their work. At Gerdau Ameristeel this is not the case, we as managers are responsible to assign work with goals that are attainable and a value to the company.
You as a manager will also dictate how your employees’ day will start and finish. When you first have a meeting with your employees in the morning, and you come in grumpy, sleepy looking, a frown on your face, then word will get out across the floor to stay clear of the boss he is in a bad mood. This has a negative impact on the work force and has employees trying to do their work and watching out not to cross your path.
Come in and have a smile on your face and greet the employees with a happy tone and talk about the goals of the day and reassure them of your confidence in their ability of obtaining these goals and you will have a happy work place. It all starts with the manager and the employee’s first impression of the day.
Organizational Culture
Possibly when most of us think about culture, we think of social, religious, or ethnic groups. Rarely do we consider the culture of organizations and the different characteristics that those groups possess that make them unique. Organizational culture could be thought of as a community. It takes the whole community working together to exists. Organizational culture defines the group, sets boundaries, creates identity, promotes the group instead of individual interests, and allows for stability of the group (Bethel College, 2004).
We need to recognize the importance of organizational culture and how it develops employees as they enter an organization. The initial entry of an individual into an organization is the process known as socialization. It is the process that adapts the employees to the organization’s culture (Bethel College, 2004). There are three stages that an individual will go through when entering an organization: prearrival, encounter, metamorphosis. The prearrival stage is critical for a prospective employee to keep an open mind to the role that they will play in the organization. Everyone comes in with their own values, prior work experience, attitudes, and behaviors. Before ever joining the organization, the individual is exposed to what is to be expected of them. This process allows both to see if they would benefit from each other. Next, is the encounter stage where three things will occur: the individual will realize what is expected of them, how these things will differ from what they previously thought, let go of any preconceived ideas about the organization, roll up their sleeves and get ready to work, or recognize that they have made a mistake and will never fit in with the new organization. Finally, the metamorphosis stage is realized when the new employee has become comfortable with the job and has accepted the role that they will play in the organization.
As a manager, I have an open-door policy with the employees in my department. Allowing them to express frustrations, concerns, new ideas, customer satisfaction or dissatisfactions keeps communication flowing. This seems to be greatly appreciated among our group to encourage teamwork. We spend as much time with coworkers as our family these days and a happy group is a productive group.
The human factor within any organization is as dynamic to the success of the organization as quality product manufacturing, service to customers or making deliveries on time. Whether it is a theory or hierarchy of needs, motivation of employees with the organization or the organizational culture; we must nurture the human part within the organization to succeed.
Reference
Bethel College (2005). Human Behavior in Organizations. Boston: Pearson
经理的工作是确定每位员工的需求，以确保他们被最大限度地利用。经理应该问每个员工的第一个问题是“如何激励员工”？经理必须了解每个员工都有不同的需求。这些需求可能每周、每月甚至每天都会发生变化，经理必须意识到这些变化。员工个人生活和职业生活中的环境会对他们的需求变化产生影响。
对于经理或主管来说，你对员工动机的影响是非常重要的。你说话的方式、肢体语言和脸上的表情都会被你的员工观察到，这告诉他们你对他们个人的看法。
作为一名经理，与几名在公司工作了25年或更长时间的员工一起工作，一个人必须了解需求何时发生变化。人们还必须明白，当一个人做同样的工作这么长时间时，他们可能会对自己的工作感到厌倦和自满。在Gerdau Ameristeel，情况并非如此，我们作为管理者有责任为公司分配可实现的目标和价值。
作为一名经理，你还将决定员工一天的开始和结束方式。当你早上第一次和员工开会时，你进来时脾气暴躁，看起来很困，皱着眉头，然后会有消息传出，告诉老板他心情不好。这对劳动力产生了负面影响，让员工努力做好自己的工作，并注意不要越过你的道路。
进来，面带微笑，用愉快的语气问候员工，谈论当天的目标，让他们放心，你相信他们有能力实现这些目标，你会有一个愉快的工作场所。这一切都始于经理和员工对一天的第一印象。
组织文化
也许当我们大多数人想到文化时，我们想到的是社会、宗教或种族群体。我们很少考虑组织的文化以及这些群体所具有的使其独特的不同特征。组织文化可以被视为一个社区。需要整个社区共同努力才能生存。组织文化定义了群体，设定了界限，创造了身份，促进了群体而不是个人利益，并允许群体的稳定（Bethel College，2004）。
我们需要认识到组织文化的重要性，以及它如何在员工进入组织时培养他们。个人进入组织的最初过程被称为社会化。这是使员工适应组织文化的过程（贝瑟尔学院，2004年）。当一个人进入一个组织时，会经历三个阶段：出生前、相遇、蜕变。入职前阶段对于未来的员工保持对他们将在组织中扮演的角色的开放心态至关重要。每个人都有自己的价值观、以前的工作经验、态度和行为。在加入组织之前，个人会接触到对他们的期望。这一过程使双方都能看到彼此是否会从中受益。接下来是遭遇阶段，会发生三件事：个人会意识到对他们的期望，这些事情与他们之前的想法有何不同，放下对组织的任何先入为主的想法，卷起袖子准备工作，或者认识到自己犯了错，永远无法融入新的组织。最后，当新员工对工作感到满意并接受了他们将在组织中扮演的角色时，就实现了蜕变阶段。
作为一名经理，我对本部门的员工持开放政策。允许他们表达沮丧、担忧、新想法、客户满意度或不满意度，可以保持沟通的流畅性。这似乎在我们团队中得到了极大的赞赏，以鼓励团队合作。这些天，我们花在同事身上的时间和家人一样多，快乐的团队是一个富有成效的团队。
任何组织内部的人为因素对组织的成功都是动态的，就像高质量的产品制造、为客户提供服务或按时交付一样。无论是理论上还是层次上的需求、员工的动机与组织还是组织文化；为了取得成功，我们必须培养组织中的人。
参考
伯特利学院（2005年）。组织中的人类行为。波士顿：培生
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