Sigmund Freud shaped the theory of ‘unconscious behavior’ and reasoned that human behavior is like an iceberg; only a small part of which is visible. However, the part of iceberg which is not seen controls the seen part. So is the case of human behavior. To Freud, human is constantly in conflict with the self. The three constructs of human personality are always conflicting. The final outcome, which is the observable behavior, is the product of this conflict. According to him, this is the reason why many a times a human cannot verbalize his motivations.
Modern psychologists believe that the human behavior is sparked by a motive. A motive is a felt need. Human behavior is directed to satisfy these needs or motives. They have five characteristics. They are:
1. The need having the highest strength dominates the human behavior.
2. A need once satisfied ceases to influence behavior.
3. When a need is satisfied, it gives rise to a new need.
4. Needs are recurrent in nature.
5. Needs are ubiquitous.
Some psychologists tend to classify motives according to whether they are learned or unlearned and whether they are psychologically or physiologically based. The following is the classification:
• Primary Motives are the ones that are unlearned and are physiologically based. Defined this way the most commonly recognized primary motives include hunger, thrust, sleep, avoidance of pain, sex, etc.
• General Motives are the ones that are unlearned but not physiologically based. The primary needs seek to reduce the tension or stimulation. Although not all the psychologists believe that motives such as curiosity, manipulative activity, and affection etc. fall in this category.
• Secondary Motives develop as a human society develops economically and becomes more complex. The examples of secondary motives are needs for power, need for affiliation, need for achievement, need for security and need for status etc.
The Power Motive – n pow
The leading advocate of this motive was pioneering psychologist Alfred Adler. Power motive essentially is the desire to control others; to direct others’ behavior. The power attaches to one’s personal competence. In an organization because of this competence a person comes to acquire power. His say influences the decisions of his superiors. In other words he comes to acquire extra constitutional powers. Person who has acquired such power must use it for the good of the organization. It is necessary that he recognizes that the power he has is because of the organization.
The Achievement Motive – n ach
David C. McClelland is most closely associated with the study of achievement motive. Achievement motivation can be expressed as a desire to performing in terms of a standard of excellence or to be successful in competitive situations. The characteristics of high achiever are a) moderate risk taking, b) need for immediate feedback, c) satisfaction with accomplishment and d) preoccupation with the task.
1. The need having the highest strength dominates the human behavior.
2. A need once satisfied ceases to influence behavior.
3. When a need is satisfied, it gives rise to a new need.
4. Needs are recurrent in nature.
5. Needs are ubiquitous.
Some psychologists tend to classify motives according to whether they are learned or unlearned and whether they are psychologically or physiologically based. The following is the classification:
• Primary Motives are the ones that are unlearned and are physiologically based. Defined this way the most commonly recognized primary motives include hunger, thrust, sleep, avoidance of pain, sex, etc.
• General Motives are the ones that are unlearned but not physiologically based. The primary needs seek to reduce the tension or stimulation. Although not all the psychologists believe that motives such as curiosity, manipulative activity, and affection etc. fall in this category.
• Secondary Motives develop as a human society develops economically and becomes more complex. The examples of secondary motives are needs for power, need for affiliation, need for achievement, need for security and need for status etc.
The Power Motive – n pow
The leading advocate of this motive was pioneering psychologist Alfred Adler. Power motive essentially is the desire to control others; to direct others’ behavior. The power attaches to one’s personal competence. In an organization because of this competence a person comes to acquire power. His say influences the decisions of his superiors. In other words he comes to acquire extra constitutional powers. Person who has acquired such power must use it for the good of the organization. It is necessary that he recognizes that the power he has is because of the organization.
The Achievement Motive – n ach
David C. McClelland is most closely associated with the study of achievement motive. Achievement motivation can be expressed as a desire to performing in terms of a standard of excellence or to be successful in competitive situations. The characteristics of high achiever are a) moderate risk taking, b) need for immediate feedback, c) satisfaction with accomplishment and d) preoccupation with the task.
Affiliation Motive – n aff
This motive is indicative of the need belong to and be accepted by the others. The consideration of this motive is important in the discussions of group dynamics. The higher the need for affiliation among the members of the group; the higher is the group cohesiveness.
This motive is indicative of the need belong to and be accepted by the others. The consideration of this motive is important in the discussions of group dynamics. The higher the need for affiliation among the members of the group; the higher is the group cohesiveness.
Motives are ubiquitous and if that is so the questions arises as to how a human satisfies his motive. The concept of coping behavior says the human changes his behavior until he gets what he wants. The behavior continues on the way leading to need satisfaction.
Many a times situations arise in such a way that human being does not understand as to what he should do; or many times his self image is likely to be criticized by the world; or the need fulfillment gets continually blocked. When this occurs, a phenomenon known as ‘intra personal’ conflict arises. Intra personal conflicts are three and they are a) Role Conflict, b) Goal Conflict and c) Frustration.
Role conflict arises when a person is performing two different roles having contrary or contradictory expectations at the same time. A worker who is also a worker-director is sandwiched between different expectations. On the one hand he is a worker and on the other he is a director in the board of directors. As a director he may have to concur with the decision which may not be, from his point of view, in the interests of workers as such. If he performs his role as a worker he fails in his role as a director. Conversely if he performs his role as a worker he fails in his role as a director.
Goal Conflicts are of three types and they are:
Approach-Approach conflict arises when there exists two equally positive but manually exclusive situations. Both are equally attractive but a person can chose only one of the. A person receiving two equally good job offers gets into this kind of conflict. This kind of conflict is not known to create stress and tension for a long time.
Goal Conflicts are of three types and they are:
Approach-Approach conflict arises when there exists two equally positive but manually exclusive situations. Both are equally attractive but a person can chose only one of the. A person receiving two equally good job offers gets into this kind of conflict. This kind of conflict is not known to create stress and tension for a long time.
Avoidance-Approach conflict arises where exists two equally negative situations one which has to be accepted. For a prisoner continuing in the jail is negative but at the same time if he breaks the jail and escapes, there is a likelihood of him getting caught again and serve a higher punishment. He detests both but has to choose one of them. This conflict is also not known to cause stress for a long time.
Approach-Avoidance conflict is known to create stress in the mind of the person for a long time. This type of conflict arises when a positive situation is coupled with a negative one. If a person wants positive, he must choose negative too. A person wanting a promotion but not a transfer in its wake faces such kind of conflict.
Frustration occurs when need fulfillment is continually blocked or when one’s self image is in jeopardy. Defense mechanisms are the behaviors occurring to deal with frustration.
Approach-Avoidance conflict is known to create stress in the mind of the person for a long time. This type of conflict arises when a positive situation is coupled with a negative one. If a person wants positive, he must choose negative too. A person wanting a promotion but not a transfer in its wake faces such kind of conflict.
Frustration occurs when need fulfillment is continually blocked or when one’s self image is in jeopardy. Defense mechanisms are the behaviors occurring to deal with frustration.
No comments:
Post a Comment