Question

You are acting as manager and mentor to Melanie, an employee who has been identified as a high achiever. Going by McClelland’s three-needs theory, which of the following measures would best help you motivate Melanie to do her best?

(a) setting goals that are just out of her reach

(b) giving her a managerial position that requires her to help others accomplish their goals

(c) giving her a job that holds her personally responsible for finding solution to problems

(d) promising her a promotion and a raise if she reaches her targets

Answer 1

To motivate Melanie, a high achiever, the best approach according to McClelland's three-needs theory is to give her challenging yet attainable goals and responsibilities that hold her personally accountable for problem-solving (option c), as it aligns with her need for achievement.

Step-by-step explanation:

Based on McClelland’s three-needs theory, key elements such as the need for achievement, the need for power, and the need for affiliation affect motivation and performance in a work setting. To effectively motivate Melanie, who has been identified as a high achiever, managers should consider her individual needs and the nature of her motivation.

When considering how to motivate an employee like Melanie, who is recognized as a high achiever, it would be beneficial to focus on measures that align with her need for achievement. A good manager should provide opportunities for skill development, offer promotions, and set achievable goals to facilitate growth and satisfaction on the job.

Therefore, according to McClelland's theory, the best measure to help motivate Melanie would be to give her a job that holds her personally responsible for finding solutions to problems (option c). This would satisfy her need for achievement by giving her challenging yet attainable goals and the autonomy to solve problems which likely would provide her with a sense of accomplishment upon successfully meeting these challenges.