There are many different ways that the leadership team of St Andrew's Catholic College can motivate their employees. One of these ways is through David McClelland's theory.
McClelland’s theory identifies 3 needs in employees that the leaders of St Andrew's need to structure work in a way that response to these needs. By responding to these 3 needs it will encourage motivation from the employees to work harder. David McClelland’s theory is about human needs not a hierarchical relationship among needs. David McClelland’s acquired needs theory is based upon 3 needs that motivate individual human behavior. The 3 needs are: need for achievement, need for affiliation, and need for power-personal and institutional power. People learn or acquire these needs throughout their lives. Achievement needs corresponds closely to Maslow’s self-actualization and Alderfer’s growth. This need is met by providing the employee with challenging assignments, competitions and rewards for excellent work. Affiliation needs are met by creating an environment that is safe and respectful for employees. Employees with affiliation usually prefer to avoid conflict and competition with others. Power needs are closely related to Maslow’s esteem and are employees that prefer control over people, attention and recognition. Power needs can be met by offering employees with the opportunity for advancement and increase responsibility. The job design that is best fitted to McClelland’s theory that can be used to motivate the employees of St Andrew's is job enrichment. This is best fitted as it provides the employee with greater responsibility, power to make decisions, greater variety of tasks and feedback on their performance. The leaders instead of making a decision by themselves could involve all the staff in the decision making, this will give the employee a sense of importance which will increase their motivation towards work.
McClelland’s theory identifies 3 needs in employees that the leaders of St Andrew's need to structure work in a way that response to these needs. By responding to these 3 needs it will encourage motivation from the employees to work harder. David McClelland’s theory is about human needs not a hierarchical relationship among needs. David McClelland’s acquired needs theory is based upon 3 needs that motivate individual human behavior. The 3 needs are: need for achievement, need for affiliation, and need for power-personal and institutional power. People learn or acquire these needs throughout their lives. Achievement needs corresponds closely to Maslow’s self-actualization and Alderfer’s growth. This need is met by providing the employee with challenging assignments, competitions and rewards for excellent work. Affiliation needs are met by creating an environment that is safe and respectful for employees. Employees with affiliation usually prefer to avoid conflict and competition with others. Power needs are closely related to Maslow’s esteem and are employees that prefer control over people, attention and recognition. Power needs can be met by offering employees with the opportunity for advancement and increase responsibility. The job design that is best fitted to McClelland’s theory that can be used to motivate the employees of St Andrew's is job enrichment. This is best fitted as it provides the employee with greater responsibility, power to make decisions, greater variety of tasks and feedback on their performance. The leaders instead of making a decision by themselves could involve all the staff in the decision making, this will give the employee a sense of importance which will increase their motivation towards work.