FEDERAL UNIVERSITY, KASHERE, GOMBE STATE

SCHOOL OF POSTGRADUATE STUDIES

FACULTY OF MANAGEMENT SCIENCE

ASSIGNMENT:

POSTULATE CLAYTON PAUL THEORY AND RELATE IT WITH

MCCLELLAND THEORY

COURSE: BUS 8301

MANAGEMENT THEORY

BY

UMAR AHMED ARABI

SPS/23/BUS/MSC/0015

MARCH, 2024

1
INTRODUCTION

The ERG theory, developed and processed by Yale University psychologist Clayton
Alderfer is another important need theory of motivation. This theory condenses and
modifies Maslow needs hierarchy theory I.e. Five needs theory into three groups of
core needs. The ERG stands for three basic need categories.

Existence needs: these needs are necessary for basic human survival and roughly
cover the physiological and safety needs of Maslow’s hierarchy.

Growth: this cover Maslow’s needs for self-esteem and self-activation ERG theory
hypothesized that more than one need may be satisfied at the same: Maslow’s theory
ascends from the lowest to the higher needs in a rigid way. ERG theory does not
assume that there exists a rigid hierarchy in which a lower-level need must be
substantially satisfied before one can make on. An employee can strive hard to
satisfied growth needs even though existence or relatedness needs are not satisfied. A
person can even try to satisfy all the three needs at the same time. A satisfaction –
progression component and frustration-regression component.

The satisfaction progression concepts suggest that when a lower need is satisfied, an
individual will move ahead to satisfy all the needs at the next level.

Similarly, McClelland’s theory of need is of the views that whilst most of the social
psychologist have studied common factors in human motivation, others have focused
on difference between individuals. One such researcher is David McClelland of
Harvard University whole together with his associates drew attention on three needs.

(1) The Need for achievement (n - Ach)

(2) The need for power (n - POW)
(3) The need for affiliation (n - aff)

The need for achievement (n - Ach): this is the drive to excel, to achieve in relation to
a set of standards, to strive to succeed. This need arises from an individual’s desire to
accomplish a goal. On task more effectively than in the past people with a high need

1
for achievement tend to have certain qualities. Such as: they prefer moderately
difficult tasks and make moderately risky decision.

They assume personal responsibility by getting things done and finding solution to
problems

High achiever wants immediate, specific feedback on their performance they want to
know how well they did something within a reasonable time. Similarly higher need
achievers dislike succeeding by chance.

They think about their work all the time and become frustrated when they must stop
working on a partly completed project. They are more innovative.

Though, high achievers tend to be successful they often do not move to top
positions/management this is because most of the characteristics for high achievers
often conflict with top manager’s position.

The need for power (a - power) McClelland has suggested that effective manager
should have a high need for power – the desire to control one’s environment,
including, financial, material, informational and human resources some individual
spend much time and energy looking for power. However, there are a lot of people
with high need for power always tend to avoid power if possible. One thing that needs
emphasis here is that, people with high need for power always tend to look more
powerful and wield power. They can be successful manager if three condition are met.

(a) They must seek power for the interest of the organization rather than for their
own interest.
(b) They have a need for achievement and for affiliation.
(c) They need self-control and strength of mind to handle interpersonal
relationship.
The need for power is the desire to have impact, to be influential and to control
others.

The need for affiliation (n - Aff) this is the desire for friendship, companionship and
interpersonal relationship. The desire to be liked and accepted by others researchers

2
recognized several ways that people with a high need for affiliation differ from those
with a lower need.

(i) They are concerned with reassurance and approval from other people.
(ii) They prefer cooperative situation rather than competitive ones.
(iii) They are genuinely concerned with feelings of others.
(iv) They are likely to think and act as they

Others want them to people with a high for affiliation most often work in jobs with a
lot of interpersonal contact, such as sales politics and teaching position.

Looking the Clayton Paul theory and that of McClelland theory, they interwoven in
some aspect of their assertion while Clayton Paul existence needs emphasized on
basic need for human survival McClelland suggest the need for achievement. The
need of existence encapsulates the desire from an individual to accomplish a goal or
task in order to earn a living McClelland pinpointed that high achievers tend to
develop models of achievement by seeking to emulate people who have performed
well. He was concerned with economic growth in undeveloped countries. He believed
that a nation level of economic prosperity depends for on the citizen need for
achievement. Human existence depends on basic needs for foods, shelter, healthcare
cloths etc. and the desire to aval the basic needs of survival push on individual to
strive to achieve them which McClelland (n - Ach) need for achievement emphasized
on.

Similarly, it covers Paul Growth needs partly Heance it involves an intrinsic desire for
personal development and potential in oneself. The need for growth is in relation of
the need to be powerful which McClelland highlight in his theory growth and power
goes hand in hand, as individual strive to achieve certain level he pushes hard to
growth and while growing he acquire power to influence and motivate others from the
success of an organization.

Finally, the need for relatedness of Claytin Paul is in direct link with McClelland need
for affiliation which is the desire for friendship companionship and interpersonal

3
relationship individuals relate via affiliate with others to achieve organizational
success.

Inconclusion ERG theory modifies Maslow Theory of need while McClelland need
theory focused on individual’s differences in his model.

References

Singhry. H.B (2011): Management: A simple and practical Approach. Thid Edition
Odenic Press Jos.