Explain and Provide Examples of the Three Principal Needs of Managers

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The Answer is McClelland identified three principal needs of managers: the need for achievement, the need for power, and the need for affiliation.

The need for achievement refers to the desire to excel, to succeed in competitive situations, and to strive for personal accomplishment. Managers with a high need for achievement are often motivated by challenging goals and the opportunity to take on new and difficult tasks. For example, a manager who sets ambitious targets for their team and is driven to exceed them may have a high need for achievement.

The need for power is the desire to influence and control others, to be responsible for others, and to have an impact on their behavior. Managers with a high need for power may seek leadership positions and enjoy making decisions that affect others. For instance, a manager who enjoys being in charge and directing the work of their team may have a high need for power.

The need for affiliation is the desire for close and friendly relationships with others, to be liked and accepted by others, and to avoid conflict. Managers with a high need for affiliation may prioritize team harmony and cooperation. For example, a manager who values building strong relationships with their team members and creating a positive work environment may have a high need for affiliation.

These three needs can influence a manager's behavior, decision-making, and leadership style, and understanding them can help organizations better support and develop their managers.

Explain and Provide Examples of the Three Principal Needs of Managers

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