One of the secrets to success is recognizing that motivation follows action.
MC CLELLANDS THEORY
PRESENTED BY SAMEERA PATNAIK AVINASH MOHANTY
Dislikes work and attempts to avoid it.
Has no ambition, wants no responsibility, and would rather follow than lead.
Is self-centred and therefore does not care about organizational goals.
CHARACTERSTICS OF MANAGER
Issues deadlines and ultimatums
Distant and detached
Aloof and arrogant
Issues instructions, directions, edicts
Demands, never asks
Does not thank or praise
Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence
Does not team-build
Does not invite or welcome suggestions
Work can be as natural as play & rest
Love to accept & seek responsibility
Exercise self-control & self-direction in accomplishing objectives
Get motivated by higher-level needs of esteem & self-actualization
Handle responsibility effectively & help in solving problems
According to the theory X manager, the extrinsic needs of a person like wealth, materialistic luxuries, perks and bonuses are the ultimate way of motivating the individual to ameliorate his level of performance
As for the theory Y manager, he believes that if given the right circumstances a person would be willing to work hard and even accept added responsibility and challenge to his job
According to the theory X manager, people do not like to work until they are coerced to and avoid it whenever possible. What is needed to solve this problem is to apply a carrot and stick approach.
In this case, more weight is assigned to the intrinsic needs of a person as compared to the concentration on the extrinsic needs, which was the main case in theory X.
GROWTH RELATEDENESS EXISTENCE
EXISTENCE NEEDS : Physiological and safety needs RELATEDENESS NEEDS : Social and external needs GROWTH NEEDS : Internal esteem and Self actualization
HOW IT DIFFERS FROM MASLOWS THEORY
More than one level of need can cause motivation at the same time
It carries with it frustration regression element
THE GRAPES MUST BE SOUR
It was shortly after world war –II
This began with an experiment TAT( Thematic apperception test)
The objective was to detect changes in motivation
With this he came out with 3 basic motivating needs
CLASSIFICATION OF NEEDS
Need for power
Need for affiliation
Need for achievement
NEED FOR POWER
The ability to induce or influence behavior
Derive satisfaction from the ability to control others
Innate drive for power
NEED FOR AFFILIATION
It is an unlearned motive
Derive pleasure from being loved
They are concerned with maintaining pleasant social relationships
NEED FOR ACHIEVEMENT
Intense desire to achieve
Moderate risk takers
Accomplishment of task
Preoccupation with the tasks
Need for achievement is of paramount importance
Managers show high on power & achievement
Managers Emphasize less on affiliation motive
Achievement motivated people can be the backbone of most organisations
INDIVIDUAL NEEDS + RESPONSIVE WORK ENVIRONMENT WORK MOTIVATI-ON &JOB SATISFAC-TION ESSENCE OF THEORY
You can motivate by fear. And you can motivate by reward. But both of these methods are only temporary. The only lasting thing is self-motivation.