Mcclelland's Theory Of Motivation In The Workplace

726 Words 3 Pages
After reading the motivational theory presented all can be applied in some way to motivating our employees in the human service field. However McClelland’s theory on an individual needs seems to focus more on the qualities of the individual. McClelland believed that every individual is different with regards to his or her needs, and in order to adequately motivate someone, a Manager should have a clear understanding of their own employee's needs with regards to three areas which are Power, Affiliation, and Achievement (Fisher, 2009). People with a high need for power work best when they are put in charge. Furthermore they enjoy the competition of the task (Weinbach & Taylor, 2015). Employees motivated by achievement need challenging, …show more content…
Before this week's reading I never thought about motivation and our role as Managers to motivate. My employee stated although the job is at times difficult she does enjoy what she doing. Also she felt I motivated her in taking charge more, not being afraid to implement new ideas and form relationship that going to benefit the team. Therefore when I thought about this employee's ability I believe she likes a challenge and loves Power.
A review in motivation and leadership in social work management suggested in order to encourage staff, manager must understand what motivates people beyond the traditional notion that worker just want to help people (Fisher, 2009). Furthermore they stated the purpose for motivational theories is to introduce social workers to theories as a foundation and to consider the theory that will match their own style (Fisher,
…show more content…
However McClelland’s theory on an individual need seems to focus more on the qualities of the individual. McClelland believed that every individual is different with regards to his or her needs, and in order to adequately motivate someone, a Manager should have a clear understanding of their own employee's needs with regards to three areas which are Power, Affiliation, and Achievement (Fisher, 2009). People with a high need for power work best when they are put in charge. Furthermore, they enjoy the competition of the task (Weinbach & Taylor, 2015). Employees motivated by achievement need challenging, but not project that are impossible(Fisher, 2009). As a manager I would be looking to motivate them with difficult problems or situations that can be solved. Finally workers motivated by affiliation work best in a group environment(Weinbach & Taylor, 2015). Therefore integrating them with a team could potentially produce their best work. Which eliminates risk and uncertainty which they have difficulty with. After reading the chapter last night I went into work today and asked one of my employees What motivated her to continue to do this type of work and if there was anything she thought I could do to help motivate her. Before this week's reading I never thought about motivation and our role as Managers to motivate. My employee stated, although

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