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Introduction Over the years numerous theories have been proposed attempting to capture the various sources of motivation energizing individual behavior These theories all propose a limited set of motivational sources some arranged in a hierarchy other viewed as developmental stages and still others theorizing no basic process of transition from one source to another In this document our group will describe the different theories on employee motivation and describe how our chosen organization Xxx modeled its peoples strategy around the basic principles of Frederick Herzbergs Theory The Acquired-needs Theory In his acquired-needs theory David McClelland proposed that an individuals specific needs are acquired over time and are shaped by ones life experiences Most of these needs can be classed as either achievement affiliation or power A persons motivation and effectiveness in certain job functions are influenced by these three needs McClelland p4 McClellands theory sometimes is referred to as the three need theory People with a high need for achievement nAch seek to excel and possess the desire or drive to excel in whatever one does It is the inner urge to do things better and better or more and more efficiently than before to strive constantly to achieve self-set standards Schermerhorn p 112 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 ones own effort Achievers need regular feedback in order to monitor the progress of their achievements They prefer either to work alone or with other high achievers Those with a high need for affiliation nAff need harmonious relationships with other people and need to feel accepted by other people Schermerhorn p 112 They desire or need to be liked and accepted by others It is the drive to form and maintain meaningful relationships with others They tend to conform to the norms of their work group They perform
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