Discuss the job performance model and compare and contrast Maslow's and McClelland's need theories. Job performance model focuses on motivation through job behaviors and performance. In this model, individual inputs like ability, knowledge, traits, emotions, beliefs and values have an impact on motivation. Motivation is simultaneously impacted by job contexts that include physical environment, job design, rewards, leadership, social norms, and organizational culture. These two aspects influence individuals’ motivation, which further determines job performance. The most renowned needs theory is Maslow’s hierarchy of needs, which proposes that motivation of human behaviour changes as per level of satisfaction. This means, the first order needs have to be satisfied in order for human being to be motivated by the next order needs. Components of this model, from lowest to the highest needs include physical needs, safety and security needs, social needs of love and belonging, esteem needs of respect and confidence, and finally self-actualization needs of knowledge and understanding. McClelland’s 3-needs theory identifies achievement, power and affiliation as the three motivational needs. Achievement corresponds to achievement of realistic and challenging goals that can help in job advancement. The need for power corresponds to the need for being influential as well as having authority to make impact. Affiliation corresponds to the need for friendship and interpersonal relationships that satisfy
the need to be liked (Kinicki & Kreitner, 2009).