Question

This is for a Organization Behavior class...

Please give some idea's and examples, and stuff that i can exapnd my answer with TIA

1) Your boss wants to motivate a group of software salespeople. She knows that you are studying OB so she asks you to tell her how to do this using the theories of Abraham Maslow and David McClelland. What will you say? Explain the motivation theories of each of these psychologists and give specific advice about what each person might reasonably suggest about motivating a group of software salespeople based on his writings.

Answer 1

Maslow-

Biological and physiological needs - air, sustenance, drink, shield, warmth, sex, rest.

2. Safety needs - assurance from components, security, arrange, law, steadiness, flexibility from fear.

3. Love and belongingness needs - companionship, closeness, trust and acknowledgment, getting and giving warmth and love. Affiliating, being a piece of a gathering (family, companions, work).

4. Esteem needs - which Maslow grouped into two classifications: (I) esteem for oneself (nobility, accomplishment, authority, autonomy) and (ii) the want for notoriety or regard from others (e.g., status, distinction). Maslow demonstrated that the requirement for regard or notoriety is most vital for youngsters and youths and goes before genuine self-esteem or pride.

5. Self-actualization needs - acknowledging individual potential, self-satisfaction, looking for self-awareness and pinnacle encounters. A want "to wind up all that one is equipped for getting to be"

Mcclealand theory -
Achievement

Individuals with a high need for achievement (nAch) try to exceed expectations and hence have a tendency to stay away from both generally safe and high-hazard circumstances. Achievers stay away from generally safe circumstances in light of the fact that the effectively accomplished achievement isn't a honest to goodness achievement. In high-chance ventures, achievers see the result as one of chance instead of one's own exertion. High nAch people incline toward work that has a direct likelihood of progress, preferably a half possibility. Achievers need consistent criticism so as to screen the advance of their acheivements. They lean toward either to work alone or with other high achievers.

Affiliation

Those with a high need for affiliation (nAff) need agreeable associations with other individuals and need to feel acknowledged by other individuals. They have a tendency to comply with the standards of their work gathering. High nAff people incline toward work that gives noteworthy individual communication. They perform well in client administration and customer association circumstances.

Power

A man's need for power (nPow) can be one of two sorts - individual and institutional. The individuals who need individual power need to coordinate others, and this need frequently is seen as unfortunate. People who need institutional power (otherwise called social power) need to sort out the endeavors of others to advance the objectives of the association. Supervisors with a high need for institutional power have a tendency to be more compelling than those with a high need for individual power.

According to both the theories unless the needs of the employees are met , they will never be motivated to perform well in the organization. Hence all the needs are to be met in order.