McClelland’s theory and organizational behaviors

Motivation is the main key factor that used to get engaged employees to their duties. Through the proper motivation process, management expects the high engagement of employees and high profits through them. With that state there are more important aspects in employee’s motivation, it allows people to achieve common organization goal and highest productivity (Attiq, Bakari and Irfan, 2019). Through the workforce, motivated employees are the asset of organization. This is because motivated employees are willing to have more challenges and they assured the quality output. And it is important to employee retention and low turn one ratio would he state the reputed organization .When employees have motivated mind they are more committed and try to achieve beyond the expected levels (Heim, 2020). Not only that among these kinds of peoples it is easy to do changes and develop innovative culture. Building with the proper competency levels of them and each of them would be have development within the organization. It is very important to all organizations, because employee development automatically become as the organization development (Jain, Gupta and Bindal, 2019).

Better understanding of employee motivation helps to HR team to build up better organization plan and process. In other way it is helps to avoid unsatisfied factors of organization and to become as a beneficial organization culture (Borowski and Sklodowska, 2019). As stated above understanding people’s needs and dissatisfaction is more important to HR through proper theories that exist. In here MaClelland’s theory of needs (1961) are more important aspect to people’s motivation. As disclosed by McClellands there are three motivation drivers (Royle and Hall, 2012).

Need for Achievement: This factor expressed the need of achieve what peoples want. People wants to accomplished something and keen on feel the victory of that achievement. This motivation factor develops the employee’s competencies and skill levels (Rybnicek, Bergner and Gutschelhofer, 2017). And want to get tasks alone and people want to regular feed backs for their achievements. This motivation driver has the strong need to follow up the targets, tasks and some desired goals. When people motivated within this factor, they could be the role model for the organization (Jha, 2010).

Need of Affiliation: This motivation factor is appeared for the social collaboration of people. People’s wants to build up the relationships with the society and love, friendship, brotherhood, family would be the common motivational facts. People want to acceptance of others and want to work as a group / gathering. The affiliation provides the motivation to the employee, when they have collaboration with other and when they feel the importance of take part with society. Hence interactions are the more successful motivation driver for the employees (Jaquays and Thompson, 2018).

Need of Power: Authentication is the third motivation factor that expressed by Mclelland’s. People need the power to represent the community. Most of people thirst for the power and they motivated with it. Within the organization also that would be the same aspect for the employees. Employees motivated within their personal and institutional (social) powers. Both of these factors are motivated employees towards career succession and achievements (Lilly, Duffy and Virick, 2006).

Based on behaviors these three motivational drivers’ people have the combination with each of these factors. As an organization these three factors should be used carefully for employee’s motivation. Because each factors that expressed strongly cohere with people’s attitudes and behaviors (Reepu, 2020). And what people expect from the organization, these three factors disclosed them properly. Hence with understanding these motivation drivers, HR sector could set their motivational plans in correct way (Ruth, 2020).

Three Motivation drivers and Organization process

The company which I work used these motivational factors to motivate the sales people. Sales people are the most vital group within the organization, because they are the income generators for the organization. Hence as HR people it is very important to motivate them in proper way to get engaged for sales. In here all of sales people have the set target and they are working on it. With that target let they to feel the glory of achievement and they are rewarded based on achievement. Sales people have the interactive competitions for motivate to sales. Especially foreign tours, Local tours, Dinner Dance and other entertaining events are launched for them by management, based on the sales achievements. These interesting targets influence people to achieve the set goals and joy of achievements. Not only that all sales people recognized by the management in proper structure. Rewards and gifts prepared for these peoples and they are rewarded in front of management and society.

Team building is the next motivation factor that used by the HR team. Sales people work as the teams and there success depending on his or her team. Within the team concept all are working together for set target. Based on correlation of team members they could hit the targets and it’s important to identify each of them needs here. People’s acceptance gets high level within the team concept and also they are encouraged to do more team activities by management. In here let them to develop their team strategies themselves and some of strategies are come to the National level also.

Within the sales people it is very important to maintain authorization levels. Each sales person has the different authority levels and them working on it with a proper career path structure. Sales people are motivated to achieve their power levels. People encourage o develop their own sales methods and let them have to certain level of decision power. Proper grading system using for the sales people to achieve it and let them have the power levels within the job. Both individuals and teams are encouraged to ascend through this grading ladder. Not only had that providing with high incentive modules let people to develop their income powers also.

References:

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Borowski, A. and Sklodowska, M., (2019). Employee motivation tools. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/

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Jaquays, B. and Thompson, D., (2018). Mcclelland’S Needs Theory. [online] https://www.academia.edu/. Available at: <https://www.academia.edu.

Jha, S., (2010). Need For Growth, Achievement, Power And Affiliation Determinants Of Psychological Empowerment. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/258137837.

Lilly, J., Duffy, J. and Virick, M., (2006). A Gender-Sensitive Study Of Mcclelland's Needs, Stress, And Turnover Intent With Work-Family Conflict. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/233606235.

Reepu, (2020). Employee satisfaction and hr practice. [online] https://www.academia.edu. Availableat: <https://www.academia.edu/43311726

Royle, M. and Hall, A., (2012). The relationship between MClelland’s theory of needs, feeling individually accountable, and informal accountability for others. [online] Pdfs.semanticscholar.org.Available at: <https://pdfs.semanticscholar.org

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Ruth, T.,(2020). Employee motivation and profitability of financial institutions: a case study of centenary bank inmbarara municipality. [online] https://www.academia.edu.

Rybnicek, R., Bergner, S. and Gutschelhofer, A., (2017). How Individual Needs Influence Motivation Effects: A Neuroscientific Study On Mcclelland’S Need Theory. [online] https://www.researchgate.net.

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