th refers to an intrinsic desire for personal development; the intrinsic component of Maslow's esteem need, and self-actualization. Alderfer's ERG theory differs from Maslow's Need Hierarchy insofar as ERG theory demonstrates that more than one need may be operative at the same time. ERG theory does not assume a rigid hierarchy where a lower need must be substantially satisfied before one can move on. Alderfer also deals with frustration-regression. That is, if a higher-order need is frustrated, an individual then seeks to increase the satisfaction of a lower-order need.This is consistent with Douglas MacGregor's observations in explaining his Theory X/Theory Y dichotomy: the inability to satisfy a need for social interaction might increase the desire for more money or better working conditions. ERG theory also accounts for differences in need preferences between cultures better than Maslow's Need Hierarchy. Douglas McGregor -Theory X and Theory YDouglas McGregor in his book, "The Human Side of Enterprise" published in 1960 has examined theories on behavior of individuals at work, and he has formulated two models which he calls Theory X and Theory Y.Theory X AssumptionsThe average human being has an inherent dislike of work and will avoid it if he can. Because of their dislike for work, most people must be controlled and threatened before they will work hard enough. The average human prefers to be directed, dislikes responsibility, is unambiguous, and desires security above everything. These assumptions lie behind most organizational principles today, and give rise both to "tough" management with punishments and tight controls, and "soft" management which aims at harmony at work. Both these are "wrong" because man needs more than financial rewards at work, he also needs some deeper higher order motivation - the opportunity to fulfill himself. Theory X managers do not give their staff this oppo...
