McClelland’s Need Theory

McClelland’s Need Theory

Contrary to the hierarchy of satisfaction-dissatisfaction needs, another well-known needs-based motivational theory is developed by McClelland and his colleagues. McClelland developed his theory based on the long-term motives and expressive needs used in the early studies of Henry Murray's personality (Hentry 1988). There are three basic desires that affect everyone’s motivation. A person is motivated by a desire for power, achievement, and affiliation. Individuals have a mix of these desires, with one trait generally more dominant than the other two (McClelland, 1965).

McClelland’s work was primarily concerned with human motivation, but he also studied personalities in a broader sense (Harvard University Library, 2016).McClelland is best known for his motivational theory often referred to as the Three Needs Theory. Over the course of his career, McClelland developed several tools to measure and better understand human characteristics. Outside of academia, McClelland created and helped run several management training programs with the goal of improving work performance (McClelland & Burnham, 2008). McClelland’s theory has a significant overlap with other foundational theories of motivation. Maslow’s self-actualization and Herzberg’s thoughts on high-achievers and low achievers can both be seen in McClelland’s achievement model (Pardee, 1990). His research often used his Three Needs Theory to conceptualize other thoughts besides simple employee's work performance, such as how each motivation affects health: making claims that some motives lead to things like high blood pressure, stress, and abnormal testosterone levels (McClelland 1980). Although these assertions remain dubious, much of McClelland’s study regarding human motivation has helped create a foundation for future researchers to build off.

Figure 1.4 McClelland’s Need Theory

(McClelland & Burnham, 2008)

McClelland’s work has helped to create personality tests to gauge employee potential and ability (McClelland & Burnham, 2008). It can also serve as a tool to better understand a group of individuals and their needs so that actions can be taken to ensure individual needs are being met. For example; an achievement motivated person may need constant challenges, an affiliation motivated person may need regular appraisal and feedback, and a power motivated person may need a clear path for advancement. McClelland & Burnham (2008) used questionnaires along with having participants write stories to test their motivation types and levels. Sokolowski (2000) developed a test to identify a person’s motivation paradigm called The Multi-Motive Grid (MMC). This test showed subjects several photos along with corresponding statements. Their reactions could then be used to measure whether they were more power, achievement, or affiliation based. Several workshops and training courses have been developed for improving managerial skills based on McClelland’s Three Needs Theory. McClelland & Burnham (2008) recount three specific success stories thanks to their workshops. These three cases represent unique outcomes that can happen after identifying a poorly performing manager’s motivation. One subject who put too much weight on affiliation dramatically improved his department’s effectiveness by switching to a power-based mindset. Another individual was too focused with achievement to be an effective manager, so he decided to switch roles within the company and become a highly successful salesman. The last one had the right combination of traits but had an authoritarian style. After realizing his counterproductive attitude, he easily fixed the problem and soon became a Vice President of the company.

List of References:

Arnolds, C. A., & Boshoff, C. (2003). The influence of McClelland's need satisfaction theory on employee job performance: A causal study. Journal of African business.

Harvard University Library. (2016). McClelland, David C. (David Clarence) Papers of David McClelland, 1900-1998: an inventory

Joy, J., Marthaly, I. Nhu, N. and Peter. (2018). Foundational Theories of Human Motivation  Maloney University of Central Florida.

Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.