In the context of the Project Management Body of Knowledge (PMBOK) 7th edition, the term “Theory of Needs” refers to David McClelland’s psychology theory that delves into the three main needs that influence human behavior at work: Affiliation, Power, and Achievement.
Achievement Need:
– Description: This need is associated with the personal drive to succeed, the pursuit of difficult objectives, and the desire to attain one’s own personal goals.
– Project Management Consequences: Those that have a strong drive to succeed in project management are always looking for new challenges, and they thrive when given the chance to show off their abilities. To make the most of this, project managers should provide these people chances to have a say in the project’s direction and objectives.
Power Need:
– Description: The need for power is the want to lead, influence, and affect other people or the world around.
– Project Management Consequences: People who want authority often look for ways to take charge, whether it’s making choices or managing a group of people. An awareness of this requirement is useful in project management for spotting future leaders and putting them in positions to have an impact.
Affiliation Need:
– Details: The need for belonging, for social ties, and for relationships to be harmonious all fall under the umbrella of the affiliation need.
– Consequences for the Field of Project Management: Those who have a strong desire for attachment place a premium on harmonious relationships, cooperative efforts, and good cooperation. To accommodate these people, project managers might build a cooperative work atmosphere that values strong interpersonal ties.
Project managers may better meet the demands of their teams by adapting their management and leadership styles to each individual’s motivations and needs when they have a firm grasp of Maslow’s theory of needs. Assigning duties that cater to people’s demands for power, affiliation, or accomplishment is one area where it works.
– Making an effort to understand and accommodate the various goals and aspirations of team members.
– Identifying team members with leadership potential and nurturing them according to their individual needs profiles.
– Keeping team members engaged and motivated by tailoring project responsibilities to their individual strengths and interests.
Project managers may improve the project’s chances of success by making an effort to understand and meet the unique requirements of each team member. This will lead to a more welcoming, enthusiastic, and effective work environment.
