McClelland’s theory and organizational behaviors
Motivation is the main key factor that used to get engaged employees to their duties. Through the proper motivation process, management expects the high engagement of employees and high profits through them. With that state there are more important aspects in employee’s motivation, it allows people to achieve common organization goal and highest productivity (Attiq, Bakari and Irfan, 2019).
Through the workforce, motivated employees are the asset of organization. This is because motivated employees are willing to have more challenges and they assured the quality output. And it is important to employee retention and low turn one ratio would he state the reputed organization .When employees have motivated mind they are more committed and try to achieve beyond the expected levels (Heim, 2020). Not only that among these kinds of peoples it is easy to do changes and develop innovative culture. Building with the proper competency levels of them and each of them would be have development within the organization. It is very important to all organizations, because employee development automatically become as the organization development (Jain, Gupta and Bindal, 2019).
Better understanding of employee motivation helps to HR team to build up better organization plan and process. In other way it is helps to avoid unsatisfied factors of organization and to become as a beneficial organization culture (Borowski and Sklodowska, 2019). As stated above understanding people’s needs and dissatisfaction is more important to HR through proper theories that exist. In here MaClelland’s theory of needs (1961) are more important aspect to people’s motivation. As disclosed by McClellands there are three motivation drivers (Royle and Hall, 2012).
Need for Achievement: This factor expressed the need of achieve what peoples want. People wants to accomplished something and keen on feel the victory of that achievement. This motivation factor develops the employee’s competencies and skill levels (Rybnicek, Bergner and Gutschelhofer, 2017). And want to get tasks alone and people want to regular feed backs for their achievements. This motivation driver has the strong need to follow up the targets, tasks and some desired goals. When people motivated within this factor, they could be the role model for the organization (Jha, 2010).
Need of Affiliation: This motivation factor is appeared for the social
collaboration of people. People’s wants to build up the relationships with the
society and love, friendship, brotherhood, family would be the common
motivational facts. People want to acceptance of others and want to work as a
group / gathering. The affiliation provides the motivation to the employee,
when they have collaboration with other and when they feel the importance of
take part with society. Hence interactions are the more successful motivation
driver for the employees (Jaquays and Thompson, 2018).
Need of Power: Authentication is the third motivation factor that expressed by Mclelland’s. People need the power to represent the community. Most of people thirst for the power and they motivated with it. Within the organization also that would be the same aspect for the employees. Employees motivated within their personal and institutional (social) powers. Both of these factors are motivated employees towards career succession and achievements (Lilly, Duffy and Virick, 2006).
Based on behaviors these three motivational drivers’ people have
the combination with each of these factors. As an organization these three
factors should be used carefully for employee’s motivation. Because each
factors that expressed strongly cohere with people’s attitudes and behaviors
(Reepu, 2020). And what people expect from the organization, these three
factors disclosed them properly. Hence with understanding these motivation
drivers, HR sector could set their motivational plans in correct
way (Ruth, 2020).
Three Motivation drivers and Organization process
The company which I work used these motivational factors to motivate the marketing people. marketers are the most vital group within the organization, because they are the income generators for the organization. Hence as HR people it is very important to motivate them in proper way to get engaged for sales. In here all of marketers have set target and they are working on it. With that target let they to feel the glory of achievement and they are rewarded based on achievement. Marketers have the interactive competitions for motivate to sales. Especially foreign tours, Local tours, Dinner Dance and other entertaining events are launched for them by management, based on the sales achievements. These interesting targets influence people to achieve the set goals and joy of achievements. Not only that all sales people recognized by the management in proper structure. Rewards and gifts prepared for these peoples and they are rewarded in front of management and society.
Team building is the next motivation factor that used by the HR
team. Marketers work as the teams and their success depending on his or her
team. Within the team concept all are working together for set target. Based on
correlation of team members they could hit the targets and it’s important to
identify each of them needs here. People’s acceptance gets high level within
the team concept and also they are encouraged to do more team activities by
management. In here let them to develop their team strategies themselves and
some of strategies are come to the National level also.Within the marketers it
is very important to maintain authorization levels. Each marketer has the
different authority levels and them working on it with a proper career path
structure. Marketers are motivated to achieve their power levels. People
encourage o develop their own sales methods and let them have to certain level
of decision power. Proper grading system using for the marketers to achieve it
and let them have the power levels within the job. Both individuals and teams
are encouraged to ascend through this grading ladder. Not only had that
providing with high incentive modules let people to develop their income powers
also.
References:
Borowski, A. and Sklodowska, M., (2019). Employee
motivation tools. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/
332259241 [Accessed on 3 May 2021].
Heim, R.,(2020). Motivation. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/341752641_Motivation> [Accessed on 3 May 2021].
Jain, A., Gupta, B. and Bindal, M., (2019). A Study Of
Employee Motivation In Organization. [online] https://www.researchgate.net.
Available at: <https://www.researchgate.net/
publication/338506233 [Accessed on 3 May 2021].
Jaquays, B. and Thompson, D., (2018). Mcclelland’S Needs Theory. [online] https://www.academia.edu/. Available at: <https://www.academia.edu [Accessed on 5 May 2021].
Jha, S., (2010). Need For Growth, Achievement, Power And Affiliation Determinants Of Psychological Empowerment. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/258137837 [Accessed on 5 May 2021].
Lilly, J., Duffy, J. and Virick, M., (2006). A Gender-Sensitive Study Of Mcclelland's Needs, Stress, And Turnover Intent With Work-Family Conflict. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/233606235 [Accessed on 5 May 2021].
Reepu, (2020). Employee satisfaction and hr practice. [online] https://www.academia.edu. Availableat: <https://www.academia.edu/43311726 [Accessed on 5 May 2021].
Royle, M. and Hall, A., (2012). The relationship between
MClelland’s theory of needs, feeling individually accountable, and informal
accountability for others. [online] Pdfs.semanticscholar.org.Available at:
<https://pdfs.semanticscholar.org
/562f/270af7553ac404d8c5800b71c28ac1de1399.pdf> [Accessed on 3 May 2021].
Ruth, T.,(2020). Employee motivation and profitability of financial institutions: a case study of centenary bank inmbarara municipality. [online] https://www.academia.edu [Accessed on 3 May 2021].
Rybnicek, R., Bergner, S. and Gutschelhofer, A., (2017). How
Individual Needs Influence Motivation Effects: A Neuroscientific Study On
Mcclelland’S Need Theory. [online] https://www.researchgate.net.
Available at:
<https://www.researchgate.net/publication/320358566 [Accessed on 5 May 2021].
Yes Eranga, your post provides clear cut information about McClelland’s theory for motivation. According to Osemeke (2017, p.162) motivation is explained as ‘one’s willingness to exert efforts towards the accomplishment of his/her goal’. This theory is not just focusing about an individual’s motivation level it also includes many important human goals and concerns (Royle and Hall, 2012).
ReplyDeleteHowever, even though McClelland’s theory takes into account the situational factors affecting the needs of individuals it suggests that needs are subconscious which makes it difficult to have a particular measurement about the same (Robbins et al., 2009).
Thnak you Arjun. McClelland’s views are affirmed the importance of people and their behaviors within the society/Organization. To influence people to set targets and goals those factors are useful to all managers. To get satisfied employees within organization process, rewards and assigned job, it is very significant to recognized these factors and attempt on it. Because these three motivational drivers cover the all needs and desires of employees within organization (Royle & Hall 2012).
DeleteAgree with you. Implicit motives energize spontaneous impulses to act (e.g., effective task
ReplyDeleteperformance). The degree of effective task performance is, of course, related to the degree to which the individual behaves accountably in his/her position (Li,M.L. et al,2012).
McClelland’s theory can be applied to manage the corporate teams by being identifying and categorizing every team member amongst the three needs. Knowing their attributes may certainly help to manage their expectations and running the team smoothly (Andersen,2018).
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