In today's ever changing work environment, managers are becoming increasingly aware of their employees needs in order to decrease turnover and increase productivity. Theories have been developed to assist in determining the satisfiers and dissatisfiers in a work place. When applied to my background within the working world, I found that Alderfer's ERG Theory and the Goal Setting Theory were applicable to what motivated me while at work.
I determined that when I applied Alderfer's Theory to my motivational make-up, I could prove the three stages of existence, relatedness and growth. Throughout my employment at Ford I felt I was in a safe and secure environment where I was offered a salary income, medical and dental benefits and holiday with pay. These features fulfilled my physiological needs as well as my safety and security. My desk was in the center of the office where I had a top of the line computer along with sufficient lighting, proper airflow and no apprehension of losing my job. These satisfiers along with an enjoyable atmosphere from the camaraderie I felt with my coworkers allowed me to exist as well as understand relatedness. All staff meetings would include dinner of our choice and in addition many functions were organized for events such as holidays and birthdays. Furthermore, outside of work we also kept these relationships in tact by having non-work associated get togethers where we could meet others husbands and wives, or significant others, and get to know them on a more personal level which would then transfer back into the work environment positively. Knowing that I was appreciated and experiencing coworkers desiring my friendship fulfilled my social belongingness and helped raise my self esteem which increased my motivation. With all these collective factors combined they enabled me to grow in ways that I didn't comprehend until I positioned them in the itinerary of this theory.