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The Three Needs Theory, also known as need theory, is the best-known theory of David McClelland, a Harvard professor who spent thirty years conducting research on motivation. He sought to understand human nature and develop tools to measure how people make choices.
Psychologist David McClelland advocated the Need theory, also popular as Three Needs Theory. This motivational theory states that the needs for achievement, power, and affiliation significantly influence the behavior of an individual, which is useful to understand from a managerial context.
Need theory, also known as Three needs theory, [1] proposed by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, affiliation, and power affect the actions of people from a managerial context.
Introduction to McClelland’s Theory of Needs. McClelland’s theory proposes that an individual’s needs are the driving force behind their behavior. It focuses on three primary needs: achievement, power, and affiliation.
McClelland’s Acquired Needs Motivation Theory says that humans have three types of emotional needs: achievement, power and affiliation. Individuals can have any mix of these needs. Their motivations and behaviors are shaped by the strength and blend of their specific needs.
What is McClelland’s Theory of Needs? American psychologist David McClelland developed his theory of needs, also called the Achievement Theory of Motivation, in the 1960s. This theory is still popular in the world of psychology and academia, but it’s also useful for business leaders and managers.
McClelland contended that three dominant needs – for achievement, for power, and for affiliation – underpin human motivation. McClelland believed that the relative importance of each need varies among individuals and cultures.
Among the need-based approaches to motivation, Douglas McClelland’s acquired needs theory is the one that has received the greatest amount of support. According to this theory, individuals acquire three types of needs as a result of their life experiences.
Two decades after Maslow’s Hierarchy of Needs, David McClelland expanded on it in the 1960s. Approaching it from a management perspective, he argued that workers are motivated by three main drivers: the need for achievement, affiliation and power.
In 1961, McClelland published his book ‘The Achieving Society’. While analyzing the fluctuating development in the society, he put forward the theory of needs. He determined that there are three motivators that can stimulate human beings.