Alderfer suggested ways of integrating human needs with those of the organisation; this reflects employees wellbeing and

changing the environment of this organisation. Drawing from Alderfer many companies feel that they can improve working standards by satisfying their employees needs. Alderfer criticised the concept of a hierarchy of need as he felt it was more like a continuum, this is because he felt an individual was far more likely to move up and down a continuum; satisfying their needs at different levels. Concluding that there were only three major sets of needs; existence needs which are the basic necessities and are more important if they are less fulfilled, relatedness needs which are social and interpersonal needs, and finally growth needs which is personal development. This is known as ERG Theory. Hospitals have patients coming in everyday that suffer from various different illnesses and ailments, some of which are contagious and can be dangerous. It is important that employees; whether they are doctors, nurses or other health practitioners, feel safe in their working environment and that their working conditions will not endanger their health. This can be secured through basic health promotion of preventative care throughout the hospital, like signs reminding everyone to thoroughly wash their hands after delivering certain treatment. Although it is worth mentioning that health practitioners should have a passion for their line of work and that should be enough satisfaction in the knowledge that you are helping people, however, in our society it is important that we earn enough money to live on; employees only wish to know that they can earn enough to continue the work they enjoy. Therefore if there is a mutual feeling among employees that they are not earning enough, then maybe it is worth the managers considering a pay rise? It is also worth elaborating on the issue of safety and security, there is a pro forma which is more than just tool to secure the employees and patients physical safety but the security of their wellbeing in their own mind too. This implies the ability to feel confident that when go into work or visit the hospital, you are safe from any hazards or anything harmful. Throughout the Hospital individuals are meeting different needs at different points, they are not restricted by having met other needs previously, regardless of their quality of satisfying those particular needs set out by a hierarchy. These fixed needs contradict the theory itself. The term relatedness is particularly confusing and like many content theories, fails to effectively improve any human resources management.

Equity Theory is about what an individual sees in comparing themselves to others in terms what they invest in their work and what reward receive in return. The individuals sense of fairness stems from the application of their subjective views on conditions rather than the objective situation. When individuals experience an unequal situation there is equity tension which can be reduced by acting in an appropriate manner. Therefore individuals can be more motivated in seeking greater reward, however, it may demotivate others who are then consequently underpaid in comparison and therefore feel underappreciated. In 1993 Robbin came up with six consequences of inequity; peoples input can start to deteriorate, their outcome can begin to spiral, individuals can have distorted perception of themselves, a distorted perception of others, start to make different reference points or even leave the field entirely. Both health practitioners and patients see others being treated differently, being rewarded with better equipment and intrusted with greater responsibility. Individuals will question managers authority on who deserves the responsibility to deliver better health care. The manager should be accountable to health professionals and patients; it is right that they must justify their policies, why they have chosen to delegate certain powers and raise certain practitioners salaries, so everyone understands why and even if they still feel it is irrational they understand that there was logic behind the decisions made. If Practitioners like Nurses, lose their passion for their work because of this inequity, it is patients who suffer. Deterioration in the outcomes that the Professionals receive for the quality of their work will only deepen their deterrence for their duty of care. It is essential that in the NHS that cooperation exists between colleagues if there is a distortion in relationship between colleagues then there could be detrimental effects to the whole multiple disciplinary teams, resulting in disorganisation and potentially dangerous situations in the delivery of health care. There are often comparisons made between Doctors and Nurses which is unfair as they start from two very different reference points and are incomparable roles, especially as Doctors tend to be employed as consultants nowadays. Sometimes Health Professionals find they can no longer work in the profession because of the inequity which is unfortunate particularly as there is such a demand, however, in some circumstances inequity leads to such unhealthy working conditions that are completely uninhabitable. Equity Theory links to a group of norms which are observed in the Hawthorne Studies, which analysed the Scientific Management regimes run in the America in the early 20th century in accordance with how the workers felt about the considerations of management and the need for mental stimulation in the work setting. Equity Theory is criticised because it cannot be applied to intrinsic reward, such as employment interests, personal achievement and the ability to employ responsibility into the setting and it does not offer any practical or pragmatic guidance.