David McClelland Works

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    David

    McClelland

    Presented by:Group 8

    Pritish Ku. Panigrahi

    Chinmayee SahuSaurabh Wadhwa

    Sidhant Routray

    Swarnim Pant

    Vidhi Shah

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    BIOGRAPHY

    Born in Mt.Vernon, New York in 1917.

    Graduated from Wesleyan University in 1938.

    Acquired a master's degree in psychology from the University of

    Missouri and a doctorate in psychology from Yale University in1941.

    He was an instructor at Connecticut College and a professor at

    Wesleyan University before joining the Harvard faculty in 1956.

    In 1963, he started McBer, a consulting company that aidedmanagers in assessing and training employees

    He began teaching at Boston University in 1987 and remained

    there until his death.

    He died in 1998.

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    CONTRIBUTIONS

    Motivational Needs Theory and

    Research on AchievementMotivation.

    Apart from research onachievement motivation, his

    research interests also rangedfrom personality toconsciousness.

    Thematic Apperception Test that he co-developed with John Atkinson.

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    ACHIEVEMENTS

    McKinsey Award in 1976 along with David H. Burnhamon their research- "Power is the Great Motivator".

    American Psychological Association Award forDistinguished Scientific Contribution in 1987.

    Receives the Bruno Klopfer Award from the Society forPersonality Assessment in 1998.

    McClelland received numerous awards for his

    research, including the-

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    1. Used to evaluate Personality

    2. 31 ambiguous and provocative cardsa story

    to be told on each of them

    3. Responses analyzed to uncover underlying

    needs, attitudes and patterns of reaction

    Thematic Apperception Test (TAT)

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    Most male subjects do not react to this

    picture as implying aggressiveness,

    but most female subjects regard it as avery aggressive picture, with

    unpleasant overtones of intrusiveness

    and danger.

    Many researchers consider the gender

    difference in responses to this card as

    a reflection of the general imbalance

    in power between men and women in

    the larger society.

    Example of a picture used in TAT

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    Something that is essential for organisms to live a

    healthy life.

    Distinguished from wants because a deficiency would

    cause a clear negative outcome , disfunction or death.

    Can be objective and physical, such as food, orsubjective and psychological, such as the need for self-

    esteem.

    What is need ?

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    Need Theory

    There are three types of needs as

    proposed by McClelland.

    Need forAchievement

    (N-Ach)

    Need forPower

    (N-Pow)

    Need forAffiliation(N-

    Aff)

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    Need for Achievement (N-Ach)

    Characteristics

    1. Prefer to master the situation2. Prefer to work on tasks with moderate difficulty

    3. Avoid high risk and low risk

    4. Motivated by accomplishments and promotionsin workplace

    5. Always need feedback

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    Experimental observations

    Based on the scores of n-Ach in TAT, individualsare categorized as follows

    High achievers

    Low achievers

    These investigations have indicated that the N-

    Ach score increases with a rise in occupationallevel. Invariably, businessmen, managers, andentrepreneurs are high scorers.

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    Need for Affiliation (N-Aff)

    The desire to maintain close and friendly

    personal relationships.

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    Create and maintain social relationships

    Work in groups

    Want to feel accepted

    In workplaces, they dont like to change

    existing norms.

    Value relationships over accomplishments andfriendship over power.

    Characteristics

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    Depending on the specific circumstances, an

    individual's level of need for affiliation can become

    increased or decreased.

    Situations

    The need for affiliation among individuals wasincreased after the September 11 terrorist attack on

    the World Trade Center.

    Example

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    Need for POWER (N-Pow)

    Need to be influential

    A strong need to lead and for their ideas toprevail

    Need towards increasing personal status andprestige

    Own more prestigious possessions

    E.g. Nelson Mandela( Need for social power),Adolf Hitler( Need for personal power),Narendra Modi

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    Characteristics

    They set challenging but realistic goals for

    themselves

    They assume personal responsibility for

    solving problems

    They calculate risks

    They seek frequent feedback on their progress. They are decisive.

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    Men

    High levels of aggression

    Engage in riskier behaviours

    Participate in competitive sports

    Women

    Behave in a socially acceptable and responsiblemanner

    More concerned and caring

    Men Vs Women

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    Why is the Three Needs Theoryimportant to organizations?

    nACH

    nAFF nPOW

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    Implications seen inSphere of Selection,

    Placement & Training processes.

    Important for Person-Job Fit.

    Allotment of work as per the needs identified.

    n(Ach)= Explicit goals, Feedback. Eg:

    Salesperson, a weightlifter etc.

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    N-Aff = interpersonal interactions, team builders,

    players. Eg: Social Workers, Teachers, Coaches.

    N-Pow = influential, effective, authority-driven.

    Eg: Politicians, top-heavy organisation.

    Dynamism between roles and needs:- training

    personnel to take on different roles within

    organisation.

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    Books written by him include:

    Studies in Motivation

    The Roots of Consciousness

    Power : The Inner Experience

    The Achieving Society

    Human Motivation.

    Publications

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    Doesnt hold good when evaluating public sectoremployees.

    Driven by job security, stability and team work.

    The need to achieve is only acquired during

    childhood and cannot be taught at a later stage in

    life.

    High need to achieve does not make a good

    manager always.

    Criticisms Of McClelland's Theory

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    What intrinsically drives a person in professionaland personal life predicts behaviour and course of

    action.

    An awareness of these intrinsic motives enhancesa managers or human resource professionals

    understanding of leadership, managerial success

    and job satisfaction.

    Conclusion

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    Thank YouAny questions?