Reference no: EM133160907

Reading:

https://worldofwork.io/2019/02/mcclellands-motivation-theory/

Please help me answer these questions after reading that article, please back up the answer by the reading

1. Are there any aspects of work not covered by this theory that are believed to be important motivators for people at work? What are they? Why would they be important in work life? Do they outweigh the motivation type determined by the questionnaires? 
2. A theory is only as powerful as its accuracy in practice. Indeed, McClelland acknowledges that we all have all 3 needs as described by the theory (for achievement, power, affiliation)-only one is substantially more pronounced than the others.  In what situations at work does a person think they might be more likely to be motivated by one or the other need at work? Are there situations, for example, when one might be more likely to be driven by a need for social bonding (e.g., affiliation), even if one can be identified as usually being driven by power? What situations might lead a person to be motivated by power? By achievement?  By affiliation? 
3. What do we gain in terms of understanding human relations by identifying a person's main motivation at work?   How might you use this knowledge to enhance the work experience?