Needs Theory Presentation:

McClelland and Herzberg

Presented by:
D L W. L, RND
S P C. F, RND
MPH I

David Clarence McClelland

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