As you may have realised there is some overlap of Maslow's hierarchy within the ERG model. Like Maslow, Alderfer offers us a model in which the individual seeks to satisfy needs. However, Alderfer suggests these needs are more of a continuum than a hierarchy, in that more than one need may be activated, sought to be satisfied by the individual, at the same time. Individuals may also regress down through this continuum, if satisfaction of one need is frustrated.

For example if a person is continually frustrated in their attempts to satisfy growth needs (e.g. gain promotion), relatedness needs may assume greater importance (e.g. social relations at work), this lower level need becoming the focus of the individuals efforts. Alderfer's research did not however support the idea that lower level needs decrease in strength as they become more satisfied, as opposed to Maslow.

In the work situation we might apply ERG to seek alternative satisfiers / motivators for staff when a primary need cannot be satisfied. If a person’s needs at a particular level are blocked, then attention should be focused on the satisfaction of needs at other levels. A Subordinates growth needs may be blocked because the job doesn’t allow sufficient opportunity for personal development, then applying ERG the manager should attempt to provide greater opportunities for the subordinate to satisfy existence and relatedness needs, which are still genuine motivators for the individual.