Mcclelland's Theory Of Motivation

Motivation plays an important role in today’s business environment. Motivated employees are often more productive employees than those employees who are not motivated. Managers are probing to find ways to meet the needs of their employees. Motivational strategies which are techniques used to encourage or motivate employees, are a concern for managers because of the increasing demand to meet the employees’ needs. Employee motivation can have a profound effect on the business or organization. This paper will discuss the literature of motivation in a parochial tone and the various strengths and weaknesses of McClelland’s acquired need theory. This will allow the reader to have a comprehensible glimpse of the motivation theory. The literature

David McClelland’s acquired needs theory identifies three motivators that are believed to be possessed by all beings: these motivators are a need for achievement; a need for affiliation; and a need for power. McClelland believed that people will have different characteristics depending on their dominant motivator. An individual’s motivation and how they respond in a job function is influenced by the three needs. McClelland’s acquired needs theory is sometimes referred to as the three needs theory or the learned

Those that have high power motivation likes to have control over others. They have the ability to influence others to do what they would not have done on their own. They have a way of manipulating situations to their own advantage. McClelland suggests that these individuals who have high power motivation will have a determined work ethic and strong commitment to the organization. These individuals are attracted to leadership roles but may lack in people