r4.Needs Theory for Mc Clevland and Herdzberg

8/19/2019 r4.Needs Theory for Mc Clevland and Herdzberg

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Needs Theory Presentation:

McClelland and Herzberg

Presented by:

D L W. L, RNDS P C. F, RND

MPH I



May 20, 1917 – March 27, 1998

Born in Mt. Vernon, New York 1938 – finished Bachelor of Arts

from Wesleyan University

1939 – finished Master of Arts

from University of Missouri 1941 – Acquired PhD in

Experimental Psychology fromYale University

David Clarence McClelland



Taught at Connecticut College and Wesleyan University

1956 - Joined the faculty at Harvard University and workedfor 30 years

1987 – Moved to Boston University, where he was awardedthe APA Award for Distinguished Scientific Contributions

Majority of his works focused on personality and theapplication of that knowledge in making people’s liveseasier

David Clarence McClelland…



Developed Expectancy-value Theory of Human Motivation

Developed new scoring systems for the ThematicApperception Test

Developed the Behavioral Event Interview and the Test of

Thematic Analysis He was instrumental in starting 14 research and consulting

companies

He published several books and Journal publications during

his career

David Clarence McClelland…



Also known as “Three Needs Theory”, “Acquired Needs

Theory”, “Motivational Needs Theory”, and “LearnedNeeds Theory”

An individual’s specific needs are acquired over time and areshaped by one’s life experiences and culture

Needs as classified as Achievement, Affiliation or Power

A person’s motivation and effectiveness are influenced bythese needs

McClelland’s Human Motivation Theory



People will have different characteristics depending on

their dominant needs (motivator)

McClelland’s Human MotivationTheory …

Dominant Motivator Characteristics of This Person

Achievement

•Has a strong need to set and accomplish

challenging goals.

•

Takes calculated risks to accomplish theirgoals.

•Likes to receive regular feedback on their

progress and achievements.

•Often likes to work alone, or with other

achievers



Affiliation

•Wants to belong to the group.

•Wants to be liked, and will often go along with

whatever the rest of the group wants to do.

•Favors collaboration over competition.

•Doesn't like high risk or uncertainty.

Power

•Wants to control and influence others.

•Likes to win arguments.

•Enjoys competition and winning.

•Enjoys status and recognition.

McClelland’s Human MotivationTheory …



McClelland’s Human MotivationTheory (Structure)



McClelland’s Human MotivationTheory (Structure)



Frederick Irving Herzberg



April 18, 1923 – January 19, 2000

Born at Lynn, Massachusetts

1939 – Enrolled at City College of New York

1946 – Continued and finished studies at City College ofNew York

Earned a Master’s Degree in Science and Public Health atUniversity of Pittsburgh

Completed a PhD degree that focused on Electric ShockTherapy

Frederick Irving Herzberg…



1950’s – Started his research on organizations

Became a Professor of Management at Case WesternReserve University

Moved to Utah and became one of the professors at the

University of Utah During his lifetime, he became a consultant for many

organizations as well as for the US government andother foreign governments

Frederick Irving Herzberg…



Introduced Job Enrichment Theory

Introduced the Motivator-Hygiene Theory

Published several books including the famousbook titled “One More Time, How Do You

Motivate Employees”

Frederick Irving Herzberg



Also known as “Motivator -Hygiene Theory” or “Dual

Factor Theory” Employees have two sets of needs in the workplace

The presence of one set of job characteristics (need 1)leads to worker satisfaction at work, while another andseparate set of job characteristics (need 2) leads todissatisfaction at work.

Job Satisfaction and Job Dissatisfaction act independentlyto each other

Herzberg’s Two-Factor Theory



Hygiene factors: these include salary, working

conditions and benefits. These factors on their own donot lead to job satisfaction but their absence can createdissatisfaction.

Motivators: these are factors such as recognition,responsibility, achievement, and opportunity forprogression. Herzberg found that a combination ofthese factors increased motivation and improvedindividual performance.

Herzberg’s Two-Factor Theory …



According to the theory, there are four possiblecombinations:

High Hygiene + High Motivation: employees are highlymotivated and have few complaints.

High Hygiene + Low Motivation: Employees have fewcomplaints but are not highly motivated.

Low Hygiene + High Motivation: Employees are motivatedbut have a lot of complaints.

Low Hygiene + Low Motivation: This is the worst situationwhere employees are not motivated and have manycomplaints.

Herzberg’s Two-Factor Theory …



Herzberg’s Two-Factor Theory(Structure)



Herzberg’s Two-Factor Theory(Structure)



They are both motivational theories

Both believe that workers have needs and when theseneeds are not met, they cause demotivation

The theories both suggest specific things that

management can do to help their employees becomeself-actualized

Comparison of the Two Theories



There are differences in humans in terms of need.

Different things motivate different people

Comparison of the Two Theories…



All separate theories work at creating motivation for the

employees It takes a long time to acquire all the needs required for

motivation

Each theory makes the employee choose which needs/goals will motivate them

Comparison to other Theories…



McClelland’s need for affiliation is similar to Maslow’s

Social needs and Alderfer’s Relatedness needs All the three theories have a need of focusing on

strengthening relationships

McClelland’s Theory was able to determine , based on aperson’s dominant if he/she is fit to be a leader




Herzberg’s Theory not only determined what satisfied and

motivated employees, but also found out what dissatisfiedthem

Herzberg’s Hygiene factors are similar to Maslow’sPhysiological and Safety needs


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r4.Needs Theory for Mc Clevland and Herdzberg