Mcclelland's Theory of Needs

Developing Training Materials

Theory Explained

David McClelland’s Theory of Needs focuses on three aspects: Need for achievement, need for power, and need for affiliation. After describing how his theory can relate to the workplace, you will be able to understand how to work in teams, how to deal with diversity, and mainly how to motivate employees. This theory became known to many in the 1960s mainly because of his extensive research. Throughout my research I discovered this approach, McClelland’s Theory of Needs, to be the best approach to guide successful managers to help manage a large number of employees.

An article from the Journal of Applied Psychology describing McClelland’s research and trichotomy of needs focuses on “behavioral decision theory and involves modeling an individual's decision-making behavior to determine how the person weighted his need for affiliation (n Aff), need for power (n Pow), and need for achievement (n Ach) in arriving at decisions” (Stahl, 1981). Starting with the need for achievement, McClelland found that ‘this behavior could be learned and noted that an increase in entrepreneurial behavior of small businessmen in India occurred after they received need for achievement training’ (Stahl, 1981). Not only does McClelland mainly focus on the need for achievement, but subsequent researchers do as well. When high achievers realize they have a 50/50 chance of being successful they perform their best. High achievers also do not like to take gambles because they do not become satisfied with themselves if they become successful on pure chance. I believe there is a positive relationship between successful high achievers and job satisfaction. If one of your employees feels as if they have done a good job or have achieved a goal, their confidence will begin to rise. Employees like to be recognized and rewarded for the good things they do within the workplace. If you, the top managers, recognize their good work your employees...