Summary
The article “Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory ” by CA. Arnolds and Christo Boshoff embodies the link between the need satisfaction and performance relationship of a particular job as well as individual personality differences among people (Arnolds & Boshoff, 2014). The need to improve the job performance of workers has no doubt gain attention by various motivation theories, particularly the need theory or rather the Maslow theory (Arnolds & Boshoff, 2014). Consequently, this article addresses the gap surrounding the influence of personality variables impacting the need satisfaction-job performance link. The article achieved this by investigating the overall importance of the need satisfaction as suggested by the Alderfer theory on personal self-esteem surrounding the performance intention.
Furthermore, the article outlines the intentions of the top managers and the frontline employees towards the job performance and overall workers motivation. In this light, the journal helps in analyzing the significant influence that esteem personality variables have on the whole job performance for both the managers and the frontline workers (Arnolds & Boshoff, 2014). Notably, this research earns respect for the findings that it provides, therefore, giving essential guidelines for managers on how they are required to address the issues concerning motivation needs of top managers and frontline workers with the aim of improving their job performance.
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Discussion
Ideally, the ERG Theory is considered as a spin-off of the rather Maslow theory since it also address the needs of hierarchy. Apparently, the human factor within any particular firm is considered as dynamic to the overall success of the organization as the manufacturing quality, the service offered to customers or rather making deliveries. Managers are, therefore, called to consider the workers within their control in recognizing their traits as they go through their daily processes of running a business successfully (Arnolds & Boshoff, 2014). Additionally, through considering the employees within an organization, managers realize the motivation as well as the organizational culture that plays a significant role in the current and future success of a business. In this light, Erg Theory addresses the issue surrounding motivation of employees in a firm that managers are supposed to consider.
Based on this understanding, it is clear that the article the “Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory ” by CA. Arnolds and Christo Boshoff address these issues in accordance to the Alderfer's Erg Theory (Arnolds & Boshoff, 2014). Notably, this is because the focus article showcases the gap that lies between the motivation of workers and the success of an organization, something that Alderfer's Erg Theory draws in its argument. It is clear that the article agrees with the recommendation to integrate the motivation of workers in workplaces to enhance the worker’s performance.
Furthermore, “The construct of information systems use benefits: Theoretical explication of its underlying dimensions and the development of a measurement scale” by Jonghak Sun and James T.C. Teng agrees with the Alderfer's assumption that the employee’s motivation is central to their performance in a business setting (Sun & Teng, 2017). This article proposes a TJW framework with the aim of classifying different types of ISBI. Consequently, the structure underpins three levels such as Task Performance Benefits, Work Enrichment Benefits, and Job Interaction Benefits corresponding to the Alderfer’s levels surrounding human needs in an organization.
Biblical Integration
Within Alderfer's Erg Theory , the overall preset order of needs suggests the importance of setting priorities in an organization. While the satisfaction progression is not necessarily applicable in this theory, motivation of workers is a key factor in meeting employee’s satisfaction. Consequently, there is a need to meeting lower levels of human satisfaction such as motivation factors for a firm to realize its growth. The Bible as well sets principle that acknowledges the significance of setting priorities. Christ is required to have top priorities within Christian’s life as suggested in the Old Testament. The Scripture states “And he is the head of the body, the church: who is the beginning, the firstborn from the dead; that in all things he might have the preeminence” (Colossians 1:18, King James Version). A firm is, therefore, required to set priorities of motivating employees for it to realize improvement in production just as the Scripture suggest a need for setting priorities.
References
Arnolds, C. A., & Boshoff, C. (2014). Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory. International Journal of Human Resource Management , 13 (4), 697-719.
Sun, J., & Teng, J. T. (2017). The construct of information systems use benefits: Theoretical explication of its underlying dimensions and the development of a measurement scale. International Journal of Information Management , 37 (5), 400-416.
