May 20, 1917 March 27, 1998 Born in Mt. Vernon, New York 1938 finished Bachelor of Arts from Wesleyan University 1939 finished Master of Arts from University of Missouri 1941 Acquired PhD in Experimental Psychology from Yale University
David Clarence McClelland
Taught at Connecticut College and Wesleyan University 1956 - Joined the faculty at Harvard University and worked for 30 years 1987 Moved to Boston University, where he was awarded the APA Award for Distinguished Scientific Contributions Majority of his works focused on personality and the application of that knowledge in making peoples lives easier
David Clarence McClelland
Developed Expectancy-value Theory of Human Motivation Developed new scoring systems for the Thematic Apperception Test Developed the Behavioral Event Interview and the Test of Thematic Analysis He was instrumental in starting 14 research and consulting companies He published several books and Journal publications during his career
McClellands Human Motivation Theory
Also known as Three Needs Theory, Acquired Needs
Theory, Motivational Needs Theory, and Learned Needs Theory An individuals specific needs are acquired over time and are shaped by ones life experiences and culture Needs as classified as Achievement, Affiliation or Power A persons motivation and effectiveness are influenced by these needs
McClellands Human Motivation
Theory People will have different characteristics depending on their dominant needs (motivator) Dominant Motivator
Characteristics of This Person
Achievement
Has a strong need to set and accomplish
challenging goals. Takes calculated risks to accomplish their goals. Likes to receive regular feedback on their progress and achievements. Often likes to work alone, or with other achievers
McClellands Human Motivation
Theory
Affiliation
Wants to belong to the group.
Wants to be liked, and will often go along with whatever the rest of the group wants to do. Favors collaboration over competition. Doesn't like high risk or uncertainty.
Power
Wants to control and influence others.
Likes to win arguments. Enjoys competition and winning. Enjoys status and recognition.
McClellands Human Motivation
Theory (Structure)
McClellands Human Motivation
Theory (Structure)
Frederick Irving Herzberg
Frederick Irving Herzberg
April 18, 1923 January 19, 2000
Born at Lynn, Massachusetts 1939 Enrolled at City College of New York 1946 Continued and finished studies at City College of New York Earned a Masters Degree in Science and Public Health at University of Pittsburgh Completed a PhD degree that focused on Electric Shock Therapy
Frederick Irving Herzberg
1950s Started his research on organizations Became a Professor of Management at Case Western Reserve University Moved to Utah and became one of the professors at the University of Utah During his lifetime, he became a consultant for many organizations as well as for the US government and other foreign governments
Frederick Irving Herzberg
Introduced Job Enrichment Theory Introduced the Motivator-Hygiene Theory Published several books including the famous book titled One More Time, How Do You Motivate Employees
Herzbergs Two-Factor Theory
Also known as Motivator-Hygiene Theory or Dual Factor Theory Employees have two sets of needs in the workplace The presence of one set of job characteristics (need 1) leads to worker satisfaction at work, while another and separate set of job characteristics (need 2) leads to dissatisfaction at work. Job Satisfaction and Job Dissatisfaction act independently to each other
Herzbergs Two-Factor Theory
Hygiene factors: these include salary, working conditions and benefits. These factors on their own do not lead to job satisfaction but their absence can create dissatisfaction. Motivators: these are factors such as recognition, responsibility, achievement, and opportunity for progression. Herzberg found that a combination of these factors increased motivation and improved individual performance.
Herzbergs Two-Factor Theory
According to the theory, there are four possible combinations: High Hygiene + High Motivation: employees are highly motivated and have few complaints. High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. Low Hygiene + Low Motivation: This is the worst situation where employees are not motivated and have many complaints.
Herzbergs Two-Factor Theory
(Structure)
Herzbergs Two-Factor Theory
(Structure)
Comparison of the Two Theories
They are both motivational theories Both believe that workers have needs and when these needs are not met, they cause demotivation The theories both suggest specific things that management can do to help their employees become self-actualized
Comparison of the Two Theories
There are differences in humans in terms of need.
Different things motivate different people
Comparison to other Theories
All separate theories work at creating motivation for the employees It takes a long time to acquire all the needs required for motivation Each theory makes the employee choose which needs/ goals will motivate them
Comparison to other Theories
McClellands need for affiliation is similar to Maslows Social needs and Alderfers Relatedness needs All the three theories have a need of focusing on strengthening relationships McClellands Theory was able to determine , based on a persons dominant if he/she is fit to be a leader
Comparison to other Theories
Herzbergs Theory not only determined what satisfied and motivated employees, but also found out what dissatisfied them Herzbergs Hygiene factors are similar to Maslows Physiological and Safety needs