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محاضر في ادارة الأعمال- رئيس قسم التسجيل - عمادة القبول والتسجيل

McClelland'sTheory

McClelland's Human Motivation Theory

 Discovering What Drives Members of Your Team

One of your team members recently created a report that was so thorough and well-written
that the board of directors asked you to make sure that she was praised for her
efforts.

So, at your
monthly staff meeting, you stood up in front of the group, and congratulated
her on her achievement, and for the good impression she made for the team.

 However, instead of smiling and appreciating
the attention, she looked embarrassed. She lowered her head, and as soon as she
could, she left and went to her office.

 What did you do wrong?

Managing a
group of people with different personalities is never easy. But if you're
managing or leading a team, it's essential to know what motivates your people,
how they respond to feedback and praise, and what tasks fit them well.

 David McClelland's Human Motivation Theory
gives you a way of identifying people's motivating drivers. This can then help
you to give praise and feedback effectively, assign them suitable tasks, and
keep them motivated.

 Using McClelland's theory in the example above
would have helped you structure your feedback for the person. You would have
known that your team member's main motivational driver is affiliation, which
means that she never wants to stand out in a crowd. So, your feedback would
have been far more effective, and appreciated, if you had praised her in
private.

 In this article, we'll explore McClelland's
Human Motivation Theory, and look at how you can use it to manage and lead your
team more effectively

Understanding McClelland's Theory

 In the early 1940s, Abraham Maslow created his
theory of needs. This identified the basic needs that human beings have, in
order of their importance – physiological needs; safety needs; and the needs
for belonging, self-esteem and "self-actualization".

Then, in the
early 1960s, David McClelland built on this work by identifying three
motivators that we all have. According to McClelland, these motivators are
learned (which is why this theory is sometimes called the Learned Needs
Theory).

McClelland
says that, regardless of our gender, culture, or age, we all have three
motivating drivers, and one of these will be our dominant motivating driver.
This dominant motivator is largely dependent on our culture and life
experiences.

The three
motivators are achievement, affiliation, and power. People will have different
characteristics depending on their dominant motivator

These
characteristics are as follows:

Achievement

•Has a
strong need to set and accomplish challenging goals.

• Takes
calculated risks to accomplish their goals.

• Likes to
receive regular feedback on their progress and achievements.

• Often
likes to work alone.

 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.

http://www.mindtools.com/pages/article/human-motivation-theory.htm

 

 

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الأسئلة المتكررة

دليل الطالب التعريفي

خواطر

نحو مجتمع متكافل !

التعاون

هل نكره التعاون ؟

هل نحن نعيش حقا في مجتمع يساعد فيه الناس بعضهم بعضا , بدرجة تسمح لنا أن نقول أنه  قد تحققت فينا الآية الكريمة : ( وتعاونوا على البر والتقوى ولا تعاونوا على الإثم والعدوان ) , هل تحقق التعاون بمعناه القرآني في الحاجات وفعل الخيرات , أو كما في النص : ( بالبر والتقوى )

التقويم

Managemen

Motivation

Principles of Management

Time Management Skills

عمادة القبول والتسجيل

حفل تخريج الدفعة الثالثة

 

تابع أخبار الجامعة

 

Managers And Managing

Management Theories

Org.Enviorenment

Planning Function

 

Motivation

 

ERP-Process

Management Study Guide


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