Show how the theory has contributed to the workplace. As managers, problems come

Question

Show how the theory has contributed to the workplace. As managers, problems come up that theories play a significant role in helping us look at problems differently, and they assist in solving those challenges. Choose any two theories we have covered during this course. Why do you think this theory can benefit an organization? Explain. Compare both theories; tell me how they are similar; tell me how they differ. Which theory would be most beneficial for organizational change and growth? Two Theories to Compare and Contrast McClelland’s Theory of Needs vs. Maslow’s Hierarchy of Needs

Explanation / Answer

Question: Show how the theory has contributed to the workplace. As managers, problems come up that theories play a significant role in helping us look at problems differently, and they assist in solving those challenges. Choose any two theories we have covered during this course. Why do you think this theory can benefit an organization? Explain. Compare both theories; tell me how they are similar; tell me how they differ. Which theory would be most beneficial for organizational change and growth? Two Theories to Compare and Contrast McClelland’s Theory of Needs vs. Maslow’s Hierarchy of Needs

Answer: McClelland proposed a theory of three human needs that are acquired. These involve the needs for

Maslow Proposed a more comprehensive model of human motivation, which assumes that human motivation, is organized in a hierarchy with lower order needs including physiological and highest order needs being self-actualization. Following are the five categories of needs proposed by Maslow in there order in hierarchy –

According to Maslow a person each of these category of need motivate an individual at different times or phases. Unless the lower level needs is satisfied to a reasonable level the next level need in the hierarchy will motivate that person. Therefore is an individual is not satisfied with his/her physiological needs the safety or social belongingness needs will not gain the propensity to motivate that person. Once a person get adequately satisfied with one either kind of need that particular need will no more have same force of motivating as before.

Both the theories focus upon the drivers (motivators) of human behaviour but they focus upon different kinds. Whereas Maslow’s theory is holistic in covering all needs the McClelland theory focus only upon the socially acquired needs.

Often certain section of society (for example working professionals) for example may characterized due to their common socio-economic conditions to have similar kinds of motivator though found in different proportions. Both these theories can help managers and supervisor to manage organizational change. Using either or both of these frameworks managers either can assess and develop motivational profiles of motivators for individual employees working with them or groups of employees. These profiles can then be used to execute more impactfully by aligning the rewards and punishment with the actual motivational profile of employee for gaining better compliance and motivation form employees.

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