Elisabeth is at the fourth level of needs fulfillment. To her, the motivation is no longer just getting a job with her qualification, but the need to realize her potential and may be dominate as a manger seems to be her core driving point.Ola Rennemo on the other hand quits Norsk for the sole reason of being close to his family. In line with Maslow’s hierarchy of needs model, Rennemo’s motivation is proximity to his new home for easy access to more family time. His needs have shifted since he and his wife are expecting a newborn and being around his family is more motivating to him than the prospect continuing working for Norsk, which will limit the time, he has to spend with his family.McClelland, an American psychologist also posited on the theory of motivation based on needs like in the case of Maslow. Mccleland’s theories are based on three needs which fall under the need for achievement, need for power and need for affiliation (McClelland 1987). According to McClelland, most people have a combination of all these three needs. However, most will tend to be biased against one need and which therefore influences their working behavior based on the most pressing motivation. For instance, McClelland suggest that people with high motivational need for affiliation tend to have a poor performance on their managerial skills. This is based on the fact that people with this achievement need to seek approval and likability which then undermines their management skills. However, individuals under this category are more performance driven and therefore, make the best employees.Individuals with dominant need for power tend to show more commitment to their jobs but they lack the necessary people and interaction skills. These people therefore are better as authority figures in management and leadership positions. This is especially true when they also posses the achievement motivation. The achievement motivation is a key driver in the organization, always seeking more challenging goals to achieve.In regard to the case study at Norsk, Elizabeth Pedersen is strongly motivated by the need to achieve much more. She is therefore content taking up a position in a smaller organization as long as she can take up more responsibilities and challenges .She values the idea greater challenges in place of advancement through a larger organization with same responsibilities. In lieu of
Goble .G. F (2004). The Third Force: The Psychology of Abraham Maslow. Maurice Bassett Publishers.
Herzberg. F, Mausner. B, Snyderman B.B (2011). The Motivation to Work. Organization and Business Transaction Publishers, Reprint.
McClelland D. (1987). Human Motivation. CUP Archive illustrated, reprint 663 pages.
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