McClellands Achievement Motivation Theory - Essay Example

? Motivation Table of Contents Introduction 3 Theory McClelland’s Achievement Motivation Theory 4 Need for Achievement 4 Need for Power 4 Need forAffiliation 4 Theory 2: Herzberg’s Two Factor Theory of Motivation 5 Comparison 6 Contrast 6 Application by Team Leader 7 Incentive Strategy 7 Employee Promotion 7 Team building Exercise 8 Reference 9 Introduction Human resource management is the process of designing managerial systems and frameworks, which will help in the process of motivating employees, building team moral, gaining employee confidence, managing and retaining talent in the organization (Koontz and Weihrich, 2006, p. 5). The eradication of geographical boundaries as well as easy access to vital consumer and market information, due to the presence of high speed communication technology in today’s date has led to the opening of markets around the world. This, as a result, has prompted companies around the world to compete in various new as well as existing markets around the world. As a direct impact of the competition between the firms, in various markets, various new economies and markets are emerging. These new markets and economies are providing the companies across the world with a significant amount of future growth potential because of their consumer needs as well as the consumer needs of the masses. However, the opening of the global markets has also led to the increase of risks in the business environment as well as spillover effects arising from slow economic growth in countries around the world. The macro and micro economic developments of nations and continents around the world are highly affecting the business scenario around the globe and making the companies go for sporting a lean cost structure. This approach of the companies to downsize staff in an attempt to cut costs is having a toll in the minds of the employees of the company, who gets increasingly worried regarding the process of thinking of ways for maintaining a sustainable lifestyle rather than losing his job. So, naturally it can be said that the entire business scenario is playing a major role in the process of affecting the moral of employees, thereby hampering their productivity at the workplace. Theory 1: McClelland’s Achievement Motivation Theory In an attempt to tackle the issues related to handling of the declining levels of motivation, there are a large number of motivational theories that have been discussed and analyzed by the human resources experts around the world. In a measure to increase motivation of the employees, the human resources managers and employees of various organizations focus on implementing the motivational practices in the workplace. One very important theory of motivation is the achievement motivation theory by David McClelland. This theory essentially highlights three important factors like the needs for achievement, need for power as well as need for affiliation (Aswathappa, 2005, p. 364). Need for Achievement This particular need brings into focus the need of the human being to excel in their field of work and thereby focus on setting a bench mark of quality standards for others. The existence of this need is high among employees who gain tremendous satisfaction through the fulfillment of their personal goals. Need for Power This particular point reflects the needs of a person in regards to having the power of authority for making decision and recommending the course of future actions for an organization. The subjects with a high on power need garner satisfaction by having the positions of influence and control of the physical as well financial and human resources in the organization. Need for Affiliation It can be said that the individuals apart from the achievements and power based needs also has a significant amount of need for affiliation and recognition. As a matter of fact, the subject will gain satisfaction by the process of interacting with others as well as working in a friendly environment. Theory 2: Herzberg’s Two Factor Theory of Motivation With the rise of competition in the work place, the employees of organizations around the world are starting to put extra efforts and time in their workplaces for the purpose of achieving job stability. As at matter of fact, the employees are getting lesser amounts of personal time and family time, which are affecting the happiness quotient in the employee’s life. This is taking a direct toll in the employee’s work attitude, by making them feel demotivated and getting actively disengaged with the workplace. Herzberg’s theory of motivation analyzes the approach, engagement and motivation of the people in the workplace from two perspectives. The first perspective is based on hygiene factors while the other perspective is based on motivational factors. Discussing in a more elaborate manner, it can be said that the hygiene factors are those factors which has the power to affect the level of satisfaction of the employees in regarding to their working environment. These factors increasingly comprise of variables like pay package, working conditions, relationship with seniors and sub ordinates. The hygiene factors also include the conditions of the security in the job front as well as the status and level of recognition employed by the employees. It has to be taken into account that the absence of the hygiene factors at the workplace will significantly increase employee dissatisfaction (Mukherjee, 2009, p. 152). On the other hand, the factors of motivation talks about the process of the variables that can help in the process of increasing motivation and enthusiasm of the employees. Hence, the factor of motivation comprises of issues like sense and need of achievement and responsibility, work responsibility, recognition related needs, job growth needs as well as the requirements related to personal growth (Bagad, 2008, p. 158) Comparison Talking about comparing the two theories, it can be said that both the theories are effectively designed in an attempt to identify and address the varying levels and factors of motivation existent amongst the employees. It can be said that both the issues talks about the motivational needs of the employees, thereby clearly indicating the fact that the motivation is a highly important criteria in the process of shaping the attitude of the employees at the workplace. It can also be said in this line that a high level of motivation will automatically inspire the employees of a workplace to get actively engaged to their work. This will also open up the process of an open mode of communication where feedbacks and new ideas for the betterment of the business can be communicated in both ways of the organization hierarchy. Contrast Talking in terms of contrast for the two theories, it can be said that the Herzberg’s Two Factor Theory of Motivation talks about the factors of motivation and hygiene in a much more elaborate manner, while addressing the various sub factors that may lead or contribute to the development of the two major factors. On the other hand, it can be said that the McClelland Achievement based theory only showered a partial amount of light in the critical factors that may effectively form the needs of the individuals and employees at the workplace. It also needs to be highlighted that the achievement theory of McClelland does not consider the very important factors like the monetary factors as well as the working conditions of the work environment. Also, this particular theory ignores the various important factor related to career development, which has gained tremendous amount of importance among the career conscious working masses all over the world (Agarwal, 1982, p. 197 ). Application by Team Leader Talking about the application of motivational theories in the real life work environment by the team leader, it can be said that the working environment in any organization is highly dependent and influenced by the kind of culture of work that is being represented by the people belonging to the top level managerial ranks of the organization. As a matter of fact, it can be said that the motivational theories that can be applied by the team leader in an effort to increase the productivity of his team has to be approved by the top bosses as well as the human resource division of the company. However, it can be said that the team leader should focus on the process of using both the motivational strategies in a mix and match manner to boost team productivity. Incentive Strategy The team leader can focus on using the incentive technique to boost team productivity. It can be said that this strategy is based on hygiene factor of the Hertzberg motivation theory. By application of this strategy, it can be said that the employees will look forward to earning the incentive and as a result, will provide extra efforts in the work Employee Promotion The team leader can also look forward to utilize the need for power factor that is present in the McClelland’s achievement motivation theory. The employees will automatically focus on getting the promotion and will put in extra efforts to complete the given task. By the providing promotion, the team leader is organizing is career advancing opportunity for the employees which falls in the category of Herzberg’s theory of motivation. Team building Exercise The team leader in an attempt to develop a healthy working environment amongst his team at the work place should focus on the process of developing interpersonal bonding of the team members by organizing activities outside the workplace. This will address the hygiene factors existent in the Herzberg’s theory of motivation. Reference Koontz, H., and Weihrich, H., 2006. Essentials Of Management. New Delhi: Tata McGraw Hill Publishing Company Ltd. Aswathappa, K., 2005. Human Resource and Personnel Management,4e. New Delhi: Tata McGraw Hill Publishing Company Ltd. Agarwal, R.D., 1982. Organization and Management. New Delhi: Tata McGraw Hill Publishing Company Ltd. Bagad, V.S., 2008. Financial And Industrial Management. India: Technical Publications. Mukherjee, K., 2009. Principles of Management and Organizational Behaviour, 2e. New Delhi: Tata McGraw Hill Publishing Company Ltd. Read More