Job satisfaction is critical for an employee in any organization. Some people are not aware how important job satisfaction is when performing the job. ERG Theory of Motivation was introduced by Clayton Alderfer (Alderfer, 1969). Value-added services could be classified into the three need categories of ERG (Alderfer, 1969). 1- The need for existence, 2- The need for relatedness, 3- The need for growth Maslow's basic needs were developed by Alderfer into existence needs, relatedness needs, and growth needs (Alderfer, 1969). Alderfer proposed the ERG theory based on results of empirical studies to explain the relationship between satisfaction of needs and human desires. His theory was backed by further empirical study (Schneider and Alderfer, 1973). The three needs of Alderfer, existence needs, relatedness needs, and growth needs are explained further. From the Literature review, all these needs will influence the level of job satisfaction. 1- Existence needs (Cheng-Liang Yang,
In the final article, I would like to share some practical methods that could be implemented in an organization to motivate employees. Motivation plays an important role in today’s work environment as motivated employees are more productive employees. Manager’s duties in today’s corporate world are multi-faceted. Not only do managers need to be versed in finance, economics, and information systems, it is now essential for them to have a firm grasp on organizational behavior and psychology. They must know how their people think and what makes them do so. Some of the key methods to motivate employees are while increasing the company’s productivity and profitability are (Anderson, 2000). 1- Giving Fair Compensation and Benefits (Anderson, 2000). Compensation and benefit policies are the most significant aspect of any firm. However, rather than "best," you should base your policy on"suitability." 2- Opportunity for Promotion and Career Development (Anderson, 2000