mcclelland's three need theory

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Abhishek Sharma BM-013002 Ankit Gour BM-013013

Bhoomika Rathor BM-013020

Manu Singh BM-013037



McClelland’s Three-Needs Theory

David McClelland proposed that an

individual’s specific needs are acquired

over time and are shaped by one’s life

experience



The theory states three basic

needs

• Need for achievement• Need for power

• Need for affiliation



Need for achievement

• Personal responsibility

• Feedback

• Moderate Risk

• In Summary: The drive to excel, to achieve

in relation to a set of standards, and tostrive for success



Need for power

• Influence

• Competitive

• In Summary: The need to make others

behave in a way that they would not havebehaved otherwise



Need for Affiliation

• Acceptance and friendship

• Cooperative

• In Summary: The desire for friendly and

close interpersonal relationships



People Who Have High Achievement Needs Are

Different from others in the following ways:

• They seek personal responsibility for finding solutions toproblems

• They need rapid feedback on their performance; they areusually very frustrated by not receiving feedback, and thequicker the better.

• They are not gamblers but instead set appropriately

challenging goals

• They want to stretch themselves, so they set goals that arechallenging, but ones that they receive, they at least have a50% chance of attaining



A person's need for power can be one of

two types - personal and institutional

• People who need personal power want to directothers, and this need often is perceived asundesirable.

• People who need institutional power (also known associal power) want to organize the efforts of othersto further the goals of the organization.

• Managers with a high need for institutional powertend to be more effective than those with a highneed for personal power.



People with a high need for

affiliation need:

• Harmonious relationships with other peopleand need to feel accepted by others

• They tend to conform to the norms of their

work group.• High Affiliation individuals prefer work that

provides significant personal interaction; they

perform well in customer service and clientinteraction situations.



ERG THOERY

A theory of human motivation that focuses on three groupsof needs that form a hierarchy :

• Existence needs

• Relatedness needs

• Growth needs

The theory suggests that these needs change their position in

the hierarchy as circumstances changes.



Existence needs-

These include need for basic material necessities. Inshort, it includes an individual’s physiological and

physical safety needs.

Relatedness needs-

These include the aspiration individual’s have for

maintaining significant interpersonal relationships (be itwith family, peers or superiors), getting public fame andrecognition. Maslow’s social needs and external

component of esteem needs fall under this class of need.



Growth needs-

These include need for self-development and personal

growth and advancement. Maslow’s self -actualization needsand intrinsic component of esteem needs fall under thiscategory of need.



Difference between

Maslow Need Hierarchy

Theory and Alderfer’s

ERG Theory



At one point of time, more then one need may

be occurs.

When higher level demand will not be

fulfilled , then increase in desire of lower level .This is called frustration- regression aspect.

While Maslow’s need hierarchy theory is rigidThus, he gives explanation to the issue of

“starving artist” who can struggle for growth even

if he is hungry.



Implications of the ERG Theory

Managers must understand that an employeehas various needs that must be satisfied at the

same time. According to the ERG theory, if themanager concentrates solely on one need at atime, this will not effectively motivate theemployee. Also, the frustration- regressionaspect of ERG Theory has an added effect onworkplace motivation.

mcclelland's three need theory

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