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The concept of motivation refers to the external environment and interpersonal drive that stimulates enthusiasm and persistence to pursue a certain course of action of goal. What motivates people is important to any organisation as it sets the foundation to ones drive which if managed can produce a model employee. (Ramlall 2004, 52)
The purpose of this essay is to critically analyse David McClelland’s needs theory and Expectancy theory of Motivation. This will then form a basis for how relevant these motivation theories can be applied to contemporary managers and organisational behaviour.
Expectancy theory and David McClelland’s Needs theory are based upon two different groups of motivation categories. Needs theory is associated with the content theory group. Content theories assume that factors pre exist within all individuals that direct and sustain behaviour. They are concerned with identifying important factors that explain how these elements may be prioritised within the individual. (Kini and Hobson, 2002, 607)
Expectancy theory forms part of the process category, these motivational theories concentrate upon how the behaviour is stimulated, and managed. They focus on specific underlying actions and place heavy emphasis on describing the functioning of the individuals decision making as it relate to behaviour. (Kini and Hobson, 2002, 605)
McClelland’s acquired needs forms part of the content theory categories. Theory explores that certain types of needs are acquired during the individual’s lifetime. These needs are need for power, need for affiliation and need for achievement. (Kini and Hobson, 2002, 607)
The acquired needs theory developed by David McClelland ...