McClelland Acquired Need and Skinner’s Reinforcement Management Theories: Their Relevance in Today’s Organization

Abstract

The growth of management theories, principles, and concepts in Nigeria is whether the application McClelland acquired need and Skinner’s reinforcement theories improve companies’ performance. In a qualitative study design, thematic and theoretical research approaches were employed. This study lends credence to the premise that management theories are influenced by the current business environment since theories have evolved over time to meet changing internal and external requirements of firms. These approaches may keep moving because the contingency theory emphasizes that there is not a single best method of management. According to the study, management philosophy is advancing rather than stagnating. Once upon a time, people thought that they were the only beings in the universe capable of having a true experience of themselves, but they were unable to understand themselves in modern society. In this work, the researcher reviews every aspect of the B. F. Skinner Reinforcement Theory of Motivation. This study reviews Skinner's reinforcement theory and McClelland's acquired need theories on companies’ performance. Giving a front-line employee the freedom to make decisions right away while considering the effects on the organization is empowerment. Attracting and keeping customers in service firms is a difficult undertaking. Employees who are given psychological support will be better able to take the initiative to provide for customers. The goal of the current paper is to investigate how psychological empowerment is impacted by motivational needs. The independent variable is the requirement for motivation while, the dependent variable of psychological empowerment. Different variables were measured using standard tools, and their effects on psychological empowerment were investigated. The relevance and association are determined and assessed using a variety of inferential statistics. The key finding is that psychological empowerment is significantly and positively correlated with all motivating demands, excluding connection. Certain organization was used because its staff members are expected to exhibit a high level of demand for affiliation.