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Discuss McClealland's Three need Motivation Theory
Posts: 755
Threads: 467
Joined: Oct 2010
McClelland's Need for Achievement Theory is one of content theories of motivation emphasising that human needs and incentives cause human behaviour. McClelland has identified three types of basic motivating needs:
(1) Need for Power
(2) Need for Affiliation
(3) Need for Achievement.
(1) Need for Power or Power Motive (n/PWR)-The ability to induce or influence behaviour is power. The individual's life style is characterised by striving to compensate for the feelings of inferiority which are combined with the innate drive for power. People with a high power need have a great concern for exercising influence and control. Such individuals are generally seeking positions of leadership; they are forceful, outspoken, hard headed and demanding.
(2) Affiliation Motive or Need for Affiliation (n/AFF)—Since people are social animals, most individuals are generally like to interact and be with others in situations where they feel they belong and are accepted. According to this theory, people with high need for affiliation usually derive pleasure from being loved and tend to avoid the pain of being rejected. They are concerned with maintaining pleasant social relationships, enjoying a sense of intimacy and understanding, and enjoy consoling and helping others in trouble.
(3) Need for Achievement or Achievement Motive— Some people have an intense desire to achieve. According to this theory, the need for achievement is a distinct human motive that can be distinguished from other needs. This theory has identified four basic characteristics of high achievers.
(a) Moderate risks—Taking moderate risks is the simple most descriptive characteristic of the person possessing high achievement need.
(b) Immediate feedback—Person with high need for achievement desires activities which provide immediate and precise feedback information how he is progressing toward a goal.
© Accomplishment—Person with high need for achievement finds accomplishing a task intrinsically satisfying in and of itself, or he does not expect or necessarily want the accompanying material rewards.
(d) Preoccupation with the tasks—Once a high achiever selects a goal, he tends to be totally preoccupied with the task until it is successfully completed. He will not feel satisfied unless he has put his maximum effort in completing the task.
According to this theory managers show high on achievement and power and low on affiliation. Chief executives of smaller companies show higher achievement motive as compared to those of large companies. Need for achievement can also be developed by training people in the various elements of the achievement syndrome. Managers do not need high achievement motivation.
The implications of McClelland's theory are particularly significant in the sphere of selection, placement and training processes. Every employee or recruit should be placed in a position where the characteristics of his job fit with his needs. An employee who has a high need for achievement can be placed on a job which is neither very easy nor very difficult and which provides to the employee regular and concrete, feed back as to how well he is doing.
