Management - Vikhansky OS

2.3. The theory of acquired needs McClelland

A widespread concept needs defining human motivation for activity, McClelland is a concept associated with the study and description of influence and complicity of ruling needs. In accordance with the ideas of McClelland, these requirements if they are strong enough are present in humans, have a significant impact on the behavior of the person, forcing him to make efforts and to carry out actions that should lead to the satisfaction of these needs. This McClelland considers the needs of both acquired under the influence of life circumstances, experience and training.

The need to achieve [10] manifests itself in the human desire to achieve its goals more effectively than it has done previously. People with a high level of achievement needs prefer to put their own goals. However, they usually choose a moderately challenging goals and objectives on the basis of what they can achieve and what they can do. People with a strong need to achieve a moderately inclined to make risky decisions and expect immediate feedback on the actions carried out by them and the decisions taken. They like to make decisions and be responsible for the solution of the problem, they are obsessed by the problems that are solved and easily take on personal responsibility.

Based on the above characteristics, we can say that the members of the organization that have a high need for achievement, ready to get to work, bearing in itself the elements of a call, allowing them to set goals on their own. However, it is very difficult to deal with the work, which does not have a clear and tangible results, coming quickly enough. They are enthusiastic and all the time to address the problem, but they constantly need to get a result. It is important to note that the quality of the result and the quality of their work are not necessarily the highest. People with this need a lot of work and pleasure, but do not like to share the work with others. Together they are satisfied with the result is much less than if they receive this result alone.

McClelland on the basis of the research concluded that this need can be attributed not only to the characteristics of individuals, but also to the characteristics of individual societies. Those societies where a high need to achieve, usually have well-developing economy. Conversely, in societies characterized by low need to achieve, the economy is growing slower pace or not at all developed.

It is believed that the presence of employees to achieve high demand has an impact on their activity and performance. Therefore it is useful to assess the level of achievement of the needs of the members of the organization in their promotion, as well as from the applicants for entry into the organization. Evaluation of the need to achieve can be used also to bring the nature and content of work to the needs of workers to achieve.

In order to regulate the level of the needs it is important to train members of the organization and properly organize the work. In particular, it is desirable to include the presence of a regular job feedback disassemble achieving successful examples. Also, due to the fact that people with a high need for achievement have increased self-esteem and, accordingly, are not inclined to set difficult goals, you need to try to adjust their self-esteem.

The pursuit of making people successful in addressing the challenges they face. A successful entrepreneur must have a high level of achievement needs. However, often it is the people with a high need for achievement does not reach the highest levels in the administrative hierarchy as on the upper levels of management required to make riskier decisions and set higher goals than it is willing to people with high achievement needs. Therefore, it is clearly possible to say that for the people engaged in entrepreneurial activities of individual types, it is desirable to have a high need for achievement. If a person is working in a large organization, a high need to achieve can create a lot of problems and he and others of his colleagues.

Need complicity manifested in the form of a commitment to friendly relations with others. People with a high need for participation are trying to establish and maintain a good relationship, seek approval and support from others, concerned about how others think about them. For them it is very important that they need someone that their friends and colleagues do not care about them and their actions.

Individuals with a high demand for participation in the organization prefer to occupy such positions and to carry out such work, which allow them to be in an active interaction with the people as with their colleagues and with clients. For a successful organization of the work of the members of the team need to create conditions that allow them to be regularly informed about the reaction of others to their actions, as well as providing them with the opportunity to actively interact with a wide range of people. The organization's management should regularly evaluate the level of the needs in their subordinate staff to properly and make timely adjustments to the organization of their work in the light of possible changes in the level of participation of individual employees needs. Naturally, the level of participation needs analysis should be assessed and if the person receiving the organization.

The need to dominate is the third major requirement, the impact on human behavior which has been studied and described by McClelland [11]. This requirement as well as the previous two, is acquired, developed on the basis of training, experience and consists in the fact that a person wants to control the resources and processes in its environment. The main thrust of this need is the desire to control the actions of people to influence their behavior, take responsibility for the actions and behavior of other people. Need ruling has two poles: the desire to have as much power to control everything and everyone, and, in contrast, the desire to completely abandon any aspirations to power, the desire to completely avoid such situations and activities that are associated with the need to carry out the functions of power.

Individuals with high motivation ruling can be divided into two, in principle, mutually exclusive, groups. The first group consists of those who seek power for the sake of ruling. First of all they are attracted to the very possibility to command others. Organization of interest to them is often overshadowed and even lose their meaning, since they concentrate the utmost attention to its leadership position in the organization, on their ability to rule on their strength in the organization.

The second group includes those individuals who seek to gain power in order to seek solutions to group tasks. These people satisfy their need for ruling that define goals, assign tasks to team and participate in the process of achieving goals. It is very important to note that they are looking for ways to motivate people to achieve these goals and work together with the team as the definition of objectives and on their achievement. That there is a need for the ruling of the people - this is not the desire for self-assertion imperious in order to satisfy their vanity, and the desire to implement a responsible administrative work associated with the solution of organizational problems, which, incidentally, is also a desire for self-assertion imperious.

McClelland believes that of the three considered in its concept needs (achievement, participation and dominion) for the success of the manager the most important development needs of the reign of the second type. Therefore, it is essential that the work of the head, on the one hand, enabled the managers to meet this need, and on the other - contributed to the development of this need.

Requirements to achieve, and participation in the ruling McClelland concepts are not mutually exclusive and are not arranged hierarchically, as it was presented in the concepts of Maslow's and Alderfer. Moreover, the manifestation of the impact of these requirements on a person's behavior is strongly dependent on their interaction. For example, if a person is in a leading position and has a high need for dominion, for the successful implementation of management activities in accordance with the desire to satisfy this need, it is desirable that the need for complicity would he rather poorly expressed. It can also lead to negative, from the point of view of implementation of the manager of the work, its effect on the result of the combination of strong demand and achieve a strong ruling needs, since the first time will need to focus all dominion to achieve personal interests of the management. Apparently, you can not do uniquely harsh conclusions about the effect on each other three requirements discussed in any direction. However, it is clear that it is necessary to take into account their interaction in the analysis of human motivation, the analysis of the behavior and development of human management.