McClelland´s Theory of Motivation
Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work.
McClelland, D. and Burnham, D., Power is the Great Motivator, Harvard Business Review, 1977, 2001.
McClelland, D (1988). Human Motivation. Cambridge University Press.
Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 year
s of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Podcasts in 21 languages.
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Hello and welcome to “Work and Organizational Psychology with Gerhard Ohrband”, the only psychology podcast in the world in Turkish, with a German accent.
Today we will talk about David McClelland´s Theory of Motivation.
According to David McClelland, everyone has one or more dominant psychological need:
The need for affiliation, or
The need for achievement, or
Employees with a high need for affiliation will spend most of their time and focus on developing and cultivating relationships.
Employees with a need for achievement will appreciate working on tasks of moderate difficulty, and will focus on achieving results.
Employees with a need for power will focus on whether an action will increase or decrease their position and prestige.
If you know what the dominant need of each of your employees is, it may help you to motivate him or her more effectively.
Employees with a need for achievement may be motivated more by challenges; those with a need for affiliation may be motivated by teamwork and those with a need for power will be motivated if they can monitor other employees.
On the other hand, someone with a need for affiliation may feel uncomfortable if you put him or her in a position to control and monitor other team members.
I thank you for listening to this podcast. I wish you a nice day, and, goodbye!