McClelland and Maslow Theory Essay

Americans Psychologist David Clarence McClelland (1917-98) proposed that every individual have specific expects that can be classed into need for achievement (nAch), need for affiliation (nAff), and need for designer (nPow). Regardless of gender, culture or age, human beings have three motivating drivers that will affect their behavior. commonwealth with a high need for achievement seek to excel, to accomplish in relation to a set of standards, to struggle to achieve success. High nAch individuals prefer do work that has a moderate probability of success, ideally a 50% chance.There is a strong need for feedback as to monitor the progress of their achievements. They prefer each to work alone or with other high achievers. High achievers are not interested in rewards or money unless these rewards reflect a amount of their success. Their desire is to do a task break in than it has been done before. The individuals with high achievement postulate are highly motivated by competing and challenging work. They in like manner look for promotional opportunities in job.Second, the individuals who are motivated by affiliation have an urge for a friendly and supportive environment. They prefer to spend clock time creating and maintaining kind relationships, enjoy being a part of groups, and have a desire to feel loved and accepted. Individuals with high nAff strive for friendships, prefer cooperative situations sooner than competitive ones, and desire relationships involving a high degree of mutual understanding. Individuals having high affiliation needfully prefer working in an environment providing greater ain interaction.Such people have a need to be on the good books of all. They generally cannot be good leaders. A high need for berth may be expressed as personalized power or socialized power. Those with a high need for power work scoop up when theyre in charge. Because they enjoy competition, they do well with goal-oriented projects or tasks. They may als o be very effective in negotiations or in situations in which another party must be convinced of an idea or goal. Those who need personal power want to direct others, and this need often is comprehend as undesirable.Persons who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization. Managers with a high need for institutional power tend to be more effective than those with a high need for personal power. McClellands theory of Needs allows for the shaping of a persons needs training programs can be used to modify ones need profile. The use of this information is to lead, praise, and motivate your team more effectively, and to better structure your teams roles.Maslow Theory In 1943 a Psychologist Mr. Abraham Harold Maslow suggested his Theory of Human Motivation. According to him, our actions are motivated in order achieve legitimate needs. This hierarchy suggests that people are motivated to fulfill basi c needs before moving on to other, more advanced needs. The hierarchy of needs includes five-spot motivational needs, often depicted as hierarchical levels within a pyramid. Maslow identified five types or sets of human need arranged in a hierarchy of their importance and priority.They are physiological, safety, love, and esteem and growth needs (self-actualization). Physiological needs are the basic needs for sustaining human life. These needs include food, shelter, clothing, rest, air, and water. These needs cannot be postponed for long. Unless and until these basic physiological needs are satisfied to the required finale, other needs do not motivate an employee. Second is safety, these include needs for safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs.Examples of security needs include a desire for steady employment, health care, safe neighborhoods, and shelter from the environment. Next is social needs. An employee is a human being is rightly treated as a social animal. He desires to stay in group. He feels that he should belong to one or the other group and the member of the group should accept him with love and affection. He needs friends and interaction with his friends and superiors of the group such as fellow employees or superiors. After the first three needs have been satisfied, esteem needs becomes progressively important.These include the need for things that reflect on self-esteem, personal worth, social recognition, and accomplishment. Lastly is self-actualization. Self-actualization is the desire to become what one is capable of becoming. It is a growth need. A doer must work efficiently if he is to be ultimately happy. Here, a person feels that he should accomplish something in his life. He wants to utilize his potentials to the maximum extent and desires to become what one is capable of becoming. Though everyone is capable of self-actualization, many do not reach this stage. This need is fully satisfied rarely.