Question

This is what I had

Sry guy, can't find a subject for this - so I put under social sciences

It is under Human Behaviour in Organisation

Pls do not handwrite the answer, this is for easy reading

Question:

4b)Describe the need for achievement, need for affiliation, and need for power as discussed in McClelland's Need Theory. Provide examples of how people with these need tend to behave 3 examples, and with 1 for each need.

4c)Differentiate between intrinsic and extrinsic motivation. Propose feasible solutions to managerial or human resources issues that tap on these motivations. 4d) identify and describe 5 conflict-handling styles.

4 e) You are a manager supervising 5 sales representatives. One of these representatives, Tim, decided to provide a long-term client with an extended warranty outside the firm's regular policy. As a result, you have been in conflict with Tim. Draw a diagram that shows how the 5 conflict handling styles are impacted by concern for others and concern for self. Recommend which conflict handing style you would take in this scenario.

Answer 1

• 4b)McClelland identified three motivators that he believed we all have: a need for achievement, a need for affiliation, and a need for power. People will have different characteristics depending on their dominant motivator.
• McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences.
• Need for 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.
• For example, because an employee has a high need for achievement, her manager might ask her to work independently on projects that allow for her to use her knowledge and skills in a way that challenges her, but at the same time provide her with a clear path for how she can successfully accomplish her task. Additionally, achievers appreciate managers who provide frequent recognition of how well they are doing so that they can monitor their progress, making feedback extremely important to achievers.
• Need for 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.
• A team member who does not speak during meetings, and is happy agreeing with the team thoughts, is good at managing conflicts and may seem uncomfortable while someone talks about undertaking high-risk, high-reward tasks. This team member is likely being driven by affiliation.
• Need for Power:-
• Wants to control and influence others.
• Likes to win arguments.
• Enjoys competition and winning.
• Enjoys status and recognition.
• For example, someone who always takes charge of the team when a project is assigned. The one who speaks up in meetings to encourage people, and delegates responsibilities in order to facilitate achieving the goals of the group. Someone who likes to control the final deliverables. This team member is likely being driven by power.
• Due to time limit,remaining questions can be asked as another question,they will be answered,thankyou for your cooperation