Theories of Motivation: Analysis of Maslow and McClelland

Theories of Motivation Analysis of Mas diminished and McClellandWhy be thither multiple theories of want in organizational doings? Discuss this dubiety by including a critical evaluation of two theories of motif.The purpose for pen this essay is to describe different motivational theories by concentrating on how managers make a motion employees in an industry with a high level of turnover and subaltern levels of motivation. This essay impart generally evaluate Maslows pecking order of involve possible action and McClellands Needs of Achievement conjecture and it will include some opposite theories to jut out the argument.Many organisations face difficulties when trying to motivate their staff to complete a given task. If the employees ar function the company is likely to be undefeated and achieve set goals. To be able to understand motivation and the mode it works, first we clear to understand human nature itself. In round cases this could be a straightforwar d bear upon merely in others it could be very complex. There has to be an effective management and leadership to describe employees through the motivation stages. Many companies believe that pay is the prime motivator, however nowadays people whitethorn want to exceed acknowledgment, factoricipation and heightened brain of worth at the workplace. This is where empowerment plays a very important part in a companys progressionion as it is supported by R.French.potency is the process by which managers delegate power to employees to motivate greater responsibility in balancing the proceeding of some(prenominal) personal and organisational goals. (French, R., Rayner, 2008, rascal knave 184)By empowering employees this will make the staff more satisfied, productive and motivated throughout their working hours. Throughout the years many theorists render try to explain what motivation is by designing theories describing how managers should stimulate their staff.The two approac hes to motivation argon Content and Progress theories and they were published in 1950s. Content theories explain the specific factors that may stimulate people inwardly the organisation by analysing the man-to-mans of necessity and trying to assume what tush motivate their behaviour. On the other hand a Process surmise highlights the thought process by examining how and why individuals decide one action over another(prenominal) at the organisation. This theory mainly focuses on the persons beliefs and how certain performances will lead to rewards such(prenominal)(prenominal) as pay raise and promotion. While both content and progress theories are central in helping us to understand motivation this essay will focus on the content approach in particular the classic motivational theory of Maslows hierarchy and David McClelland involve for deed.Abraham Maslow created the pecking order of trains theory in 1940-50s and to this day its still popular with managers. He developed the hierarchy to understand human motivation, management training, and personal out harvest-home by creating five distinct levels. Maslow designed two main strategies unhorse berth order pauperisations and high order ineluctably. Lower order needs includes Physiological needs (these are the most basic human needs such as food, and water etc) abject one level up is safety needs (which would be need for bail, protection and stability).After an individual has exceeded the lower order needs mentioned higher up, he or she moves on to higher(prenominal) order needs which are Social needs (need for love, affection, relationship with another person), Esteem needs (respect, self esteem, need of esteem from others etc) and after achieving the precedent 4 levels the person progresses to the desired level Self actualisation will motivate both employees and employers. (French R, 2009, page160)However with every motivation theory there has al agencys been disadvantages. Maslow himself has been critical about the theory he created and in a statement he saidMy motivation theory was published 20 years ago and in all that time nobody retell it, or tested, or really analyzed it or criticised it. They just utilise it, swallowed it whole with yet the minor modification (Wilson, F.M 2004, page 146)In approach shot this problem Maslows work has faced a great deal of admonition to whether or not the concepts are different depending on culture. In countries such as Japan and Greece lower order needs such as security motivates employees to work harder more than self actualisation. (R. Rayner, 2009, page 162). Unfortunately those countries tolerate lower employment opportunities therefore residents mainly focus on security needs rather than self actualisation.Whereas some managerial companies disregard the lower order needs and go directly to higher order needs such self esteem and self actualisation. Hall and Nougaim have rig that as managers advanced, safety needs became less important while higher order needs were more important but this could be explained by a process of calling change and advancement. Wilson, F.M (2004, page 147)The above two statements suggest that people do not follow the handed-down process of the hierarchy. Maslow believes that individuals are motivated by unmet needs which are in a hierarchical order people have to keep mournful up the hierarchy in order to succeed, this method has not been followed due to cultural difference and managerial configuration.Touching onto Alderfers ERG theory he argues that Maslows theory is not flexible and as a result of this people may become frustrated as they are not able to move to the next stage. Alderfer has minimized Maslows 5 stages into 3 levels existence needs, relatedness needs and growth needs. This theory is more flexible as people can rate a level if they cant achieve the higher stage.After having evaluated Maslows hierarchy theory, this essay will now focus on McClelland n eed for achievement theory.Peoples needs keep changing as well as their career occupations. Some seek the need for achievement as a way of motivating themselves at the workplace. Over the years this observable fact has interest David McClelland. After spending 20 years studying at Harvard University McClelland and his associates essay to identify the urge to achieve. They began a long research using thematic Apperception Test (TAT) as an evaluation of individual needs of different people. This is a technique that asks people to develop a spontaneous story for separately photo. David McClelland used the feedback from people and collected data and facts on motivation. After a series of tests using the TATs technique, David McClelland was able to identify three needs, which he believes are important in understanding human motivation and behaviour. These are the need for achievement (nAch), need for affiliation (nAff) and need for power (nPower).Need for achievement is concentrating on those individuals who seek to excel and therefore tend to avoid low and high risks situations. They have a desire to achieve something superior and abide to the bottom of problems as well as completing difficult tasks. They need regular feedback from managers in order to view their progress of their achievement. On the other hand need for affiliation is about creating harmonious connections with other individuals. This convention of people may perform well in customer supporter and consumer interactions situations. Last of David McClelland needs is need for power, this assemblage of people are mainly focused on taking control over others, manage their behaviour or be in charge.Like Maslows Hierarchy theory, David McClellands acquired needs theory has its disadvantages and criticism from other theorists. Erikson proposes that The need to achieve is a behaviour that is only acquired and developed during early childhood therefore if its not mastered at an early stage it cannot be achieved in adult life. French, R. Rayner C, Rees. G, Rumbles.S, Organisational Behaviour, 2009However on the other hand McClelland argues that the need to achieve is behaviour and it can be done through training in adulthood Ref R, French, Organisational Behaviour, 2009, page 164McClelland has already put into practice training in countries such as Kakinda and India and taught people to think, talk and act as high achievers.Other critics have disagree with the influencing attributes of entrepreneurs are paramount. High needs of achievement individuals are unendingly competing with standards of excellence. Further, they are involved with tasks of moderate difficulty.The argument that need for achievement is the dominant motive disposition for entrepreneurs may be in conflict thus with other research (Langan- Fox and Roth 1995)Wilson, F.M (2004). Organisational behaviour and work. Oxford University press, page146 (Lowry 198263)TAT test was similarly criticised by organisations d ue to the length of the examination and the complexity in conducting it.pickings an overlook at the most well know motivational theories, I have been overwhelmed by the demand and expectations each author expects from the individuals.Theorists such as Maslow believe that individuals are motivated by unmet needs which are in a hierarchical order people have to keep moving up the hierarchy in order to succeed. Whereas Herzberg states that joy and dissatisfaction are not on the same range. He believes motivation can cause satisfaction or no satisfaction, as well as hygiene factors can cause dissatisfaction when absent and no dissatisfaction when present. McClellands need for achievement takes it future as he underlies Maslows Hierarch theory self-actualization. However McGregors Theory Y equals much(prenominal) of Maslows self-actualization level of motivation. His theory focuses on self-direction, self-control, and maturity control motivation. Reward systems are an important factor when managers want to motive their staff. I believe that fulfilling external aims is a very common method used to motivate individuals at their work place.Managers can not follow just one of the above theories as each individual has different ways in which they are motivated. I believe that motivation cannot be forced onto an employee it has to come within them. If a certain person does not enjoy their work purlieu it will be impossible for them to be motivated. Over the years theorists have tried to create a theory to accommodate the needs both employers and employees, therefore at the present time we have a ample variety of motivational theories to assume from.Having closely looked at Maslows hierarchy of needs theory and McClellands acquired needs theory ,I have come to a deduction that both theories demonstrate peoples motivation needs, however this a complex process because most individuals are not aware of their motives, their needs and expectations keep chancing. for e ach one of the above theories has its advantages as well as disadvantages its up to the individual to choose which one of them works best.