– After reading about McClelland’s Learned Needs Theory in your textbook, prepare a one page report of your thoughts on whether needs can be learned.
– McClelland’s theory sometimes is referred to as the three need theory or as the learned needs theory. This theory deals with the needs which are acquired through the process of learning, which are being learned or are learned. Theory proposed a context for understanding needs in people, which holds significance in understanding motivations and behaviors.
– Theory 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. Most of these needs can be classed as either achievement, affiliation, or power.
– People with a high need for achievement (nAch) seek to excel and thus tend to avoid both low-risk and high-risk situations. Achievers avoid low-risk situations because the easily attained success is not a genuine achievement. In high-risk projects, achievers see the outcome as one of chance rather than one’s own effort. High nAch individuals prefer work that has a moderate probability of success. Achievers need regular feedback in order to monitor the progress of their achievements. They prefer either to work alone or with other high achievers.
* Has a strong need to set and accomplish challenging goals.
The Attribution Theory deals with individual interpretation of events and its connection with their thoughts and behavior. Fritz Heider was the one who made a proposal to develop an attribution theory but it was through the efforts of Bernard Weiner that a theory was formulated and became a paradigm in social psychology (Kearsley, n.d.). Bernard Weiner Born in 1935, Bernard Weiner teaches ...
* Takes calculated risks to accomplish their goals.
* Likes to receive regular feedback on their progress and achievements.
* Often likes to work alone.
– Those with a high need for affiliation (nAff) need harmonious relationships with other people and need to feel accepted by other people. They tend to conform to the norms of their work group. High nAff individuals prefer work that provides significant personal interaction. They perform well in customer service and client interaction situations
* 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.
– A person’s need for power (nPow) can be one of two types – personal and institutional. Those who need personal power want to direct others, and this need often is perceived as undesirable. Persons who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization. Managers with a high need for institutional power tend to be more effective than those with a high need for personal power.
* Wants to control and influence others.
* Likes to win arguments.
* Enjoys competition and winning.
* Enjoys status and recognition.
– Achievers like to solve problems and achieve goals. Those with a strong need for affiliation don’t like to stand out or take risk, and they value relationships above anything else. Those with a strong power motivator like to control others and be in charge.
– We can use this information to lead, praise, and motivate team more effectively, and to better structure team’s roles.
Goals can be personal or professional, long-term or short-term, but they help us track our course and stay on target for our future endeavors. Securing the image you see for your future requires straightforward ideas, dedication, and a passion to carry you through to the end. A goal is an end to which you direct your efforts. (Carter, Bishop, & Kravits, 2011, “Glossary”). The objectives ...