David Mcclelland's Theory Of Motivation Analysis

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David McClelland was an American Psychologist who developed the Theory of Needs, also commonly known as Achievement Theory of Motivation. The Theory of Needs explains the process of motivation by breaking down what needs are and how they have to be approached and addressed. His theory of needs revolves around three important aspects:


Need for Achievement

The need for achievement is the urge to achieve something in what you do. If you are a Project Manager, it is the need to deliver successful projects, if you are a lawyer, it is the need to win cases etc. It is this need that drives people to work and put in efforts to achieve the laid out objectives.

People who possess high achievement needs are
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They are result oriented and always look forward to constructive feedback. These individuals often prefer working alone, instead of a team based environment. These people lay strong emphasis on a hierarchical structure derived primarily by work based achievements.

Need for Power

The need for power is the individual’s urge to practice control and authority over another person and influence their decisions based on his own needs. These people are driven by the need to enhance their self esteem, and they desire their perspectives and thoughts to be acknowledged and executed over the perspectives and thoughts over others.

These individuals are strong pioneers and can be most appropriate to leading positions. On the off chance that they are an individual power spark they would want to control others and an institutional power help looks to lead and arrange a group towards an end.

The people motivated by requirements for control want to control and impact others. Competition propels them and they appreciate winning contentions. Status and acknowledgment is something they aim for and don't like to be on the losing side. They are self-restrained and expect the same from their companions and
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The one who speaks up in meetings to encourage people, and delegates responsibilities in order to facilitate achieving the goals of the group. Someone who likes to control the final deliverables. This team member is likely being driven by power.

Another team member who does not speak during meetings, and is happy agreeing with the team thoughts, is good at managing conflicts and may seem uncomfortable while someone talks about undertaking high-risk, high-reward tasks. This team member is likely being driven by affiliation.

2. Approaching team according to their Need type

In view of the persuading needs of the team members, adjust your initiative style to allocate ventures as indicated by the need kind of every individual colleague. Testing ventures would be a piece of work arrangement of somebody who appreciates control while generally less complex activities go to the kitty of somebody got from connection.

This data is vital to impact while defining up significant objectives for the individual, observing, giving inputs, prescribing the learning design and so on. In the event that a specific need write does not fit the position of the individual, he/she can be made mindful of the same, with the goal that they can either work right way or acknowledge their

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