Leaders must be able to tap into their subordinates’ potential in order for an organization to excel in today’s business world. Motivating employees is an arduous task; managers have three theories to better understand their people. These theories are Maslow’s Needs Hierarchy, Alderfer’s ERG, and McClelland’s Needs. The three theories have some similarities, however, they are fundamentally different. Although people have different reasons for “why, for whom, and where” they work, managers are charged with providing motivation and purpose to these individuals. Mangers have a direct impact on “how” people work and “what” these employees contribute to the organization. “In 1943, Abraham Maslow published a paper, A Theory of Human Motivation”
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Upper and middle management would benefit the most from using his theory for talent management. His theory describes the attributes of great managers and how to stimulate their egos. McClelland’s theory has zero similarities with Maslow or Alderfer theories.
Organizations of any size would benefit by their managers using either theory, however, my organization, the Army, uses Maslow’s theory. Maslow’s theory is best for the Army, since the Army is not truly results based and Soldiers and families are at the core. Microsoft strives to sell the most operating systems and Exxon’s goal is to produce the most oil. The Army’s mission is to defend America and protect its interest abroad.
Army leaders must take a holistic approach to leading and motivating people. The Army expects their employees to kill and if necessary give their life to protect America. I learned about Maslow’s theory in 2001, when I attended the Army’s Primary Leadership Development Course. I was 21 years old, so it did not make much sense, now that I’m more mature and have a better understanding – human needs must be met in order for them to …show more content…
While Maslow’s and Alderfer’s theories are similar, Maslow’s is more general and better known by managers. Ironically, Alderfer’s ERG has more empirical data to support his findings. On the other hand, McClelland’s theory focuses on what drives successful managers. Supervisors at all levels can benefit from knowing the members of their team and learning what motivates them to work. It is easier to motivate your employees once you know what drives them to achieve or excel. The ability to motivate others is the cornerstone of an effective and efficient manager. Lastly, bosses should know their people in order to improve their bottom-line. More profit is the outcome of properly managed resources and
Upper and middle management would benefit the most from using his theory for talent management. His theory describes the attributes of great managers and how to stimulate their egos. McClelland’s theory has zero similarities with Maslow or Alderfer theories.
Organizations of any size would benefit by their managers using either theory, however, my organization, the Army, uses Maslow’s theory. Maslow’s theory is best for the Army, since the Army is not truly results based and Soldiers and families are at the core. Microsoft strives to sell the most operating systems and Exxon’s goal is to produce the most oil. The Army’s mission is to defend America and protect its interest abroad.
Army leaders must take a holistic approach to leading and motivating people. The Army expects their employees to kill and if necessary give their life to protect America. I learned about Maslow’s theory in 2001, when I attended the Army’s Primary Leadership Development Course. I was 21 years old, so it did not make much sense, now that I’m more mature and have a better understanding – human needs must be met in order for them to …show more content…
While Maslow’s and Alderfer’s theories are similar, Maslow’s is more general and better known by managers. Ironically, Alderfer’s ERG has more empirical data to support his findings. On the other hand, McClelland’s theory focuses on what drives successful managers. Supervisors at all levels can benefit from knowing the members of their team and learning what motivates them to work. It is easier to motivate your employees once you know what drives them to achieve or excel. The ability to motivate others is the cornerstone of an effective and efficient manager. Lastly, bosses should know their people in order to improve their bottom-line. More profit is the outcome of properly managed resources and