CAIE A-Level Psychology 4.1 Motivation to work Question Bank

Use Table A: AO1 Knowledge and understanding to mark candidate responses to this question.

Candidates must discuss both Maslow's hierarchy of needs and McClelland's theory of achievement motivation, but do not need to use the example of Saeednia's study from the syllabus.

Hierarchy of needs - Maslow

Maslow's theory proposes a hierarchy with the most basic needs of an individual at the bottom and gradually becoming more complex as the hierarchy is climbed. Originally proposed as a five-tier hierarchy it was further expanded to 7 and then 8 levels (as illustrated).

In the original model:

1. Physiological (survival)- food, drink, warmth, shelter etc.

2. Safety - security and protection from harm; a need for law and order (e.g. safety protocols at work)

3. Social-need for relationships, affection and family

4. Esteem - need for achievement, mastery and status

5. Self-actualisation - realising potential and fulfilment

6

Award up to 4 marks where the response has described only part of the question even if the response otherwise meets the criteria for Level 3.

Max L2 if not linked to motivation at work or just work. 5 marks - 1 linked

6 marks - both linked

16(a)

In order to progress to higher levels, Maslow believed the
more basic needs had to be satisfied.
Workers have to have their physiological needs met before they can progress to the next level of the pyramid.
The additional needs added:
- Cognitive - having knowledge and understanding
- Aesthetic - appreciation for art, music, beauty
- Transcendent - helping other to self-actualise
Saaednia (2011)
Study designed to develop reliable measure of basic-needs- satisfaction of young children. 13 participants had an open- ended interview that collected qualitative data (the participant, parent and educator interviewed). Measure was
developed and included Maslow's five needs plus the need
to know and understand which was then given to 300 participants. Found measure to reliable and relatively valid.
Achievement motivation - McClelland
McClelland asserted that we have 3 work-related needs. All workers need:
1 Achievement - the desire to get a job done, master
tasks and be successful. We want to be able to achieve on the basis of hard work rather than luck.
2 Affiliation - the desire to be accepted and liked by
others. Effort is employed to create and maintain friendships and relationships with colleagues.
3 Power - the desire to influence others' lives as well as
in the control of others. The need for discipline is
important.

16(a)

Like ERG theory, achievement motivation is not a hierarchy. McClelland asserted that good managers have the need for power, not necessarily the need for achievement and certainly not the need for affiliation.

Need for affiliation can be measured using the Thematic Apperception Test (TAT). These are a series of ambiguous images that an individual is asked to interpret.

Other appropriate responses should also be credited.

Use Table B: AO3 Analysis and evaluation to mark candidate responses to this question.
Depending on the examples studied by candidates their answers may vary.
A range of issues could be used for evaluation.
These include:
- Named issue - determinism versus free will -
Maslow's hierarchy was born out of the humanistic
approach in psychology. This approach is the least
deterministic of all approaches and so free will should be an essential principle. However, the hierarchy of needs appears to have deterministic elements. For example, the fulfilment on one level in order to progress to another is deterministic and more so than is present
in McClelland's theory which is not hierarchical.
- Applications to everyday life - the fact that Maslow's
hierarchy is so well-known in management
courses/organisations is testament to its usefulness.
Clearly ideas from within both theories can be used to apply to organisations to motivate employees e.g.
making sure workers feel safe and secure in their work environment as without this need being met, they will not be able to work with a desire to succeed.

10

16(b)

- Individual and situational - Both can be seen as individual to an extent because each of us will have different individual needs and one individual may feel safe while another does not. However, as they are all based around motivation, it is clear that in many cases a manipulation of the environment (the situation) can change motivation.

- Cultural differences - All of these need theories do focus on 'need'. The needs of the individual are very much a Western focus and so such theories are less likely to apply in more collectivist cultures where needs would be seen as group needs rather than those of the individual and so these ideas would not apply. The Saeednia study was carried out in Tehran, Iran which is a wealthy city, and the researcher notes that results cannot be applied to rural areas.

- Validity - of the Saeednia study (or any relevant study) may be considered with issues surrounding the collection of qualitative data, interviews, generalisability, etc. For example, the study has good validity as the results from the interview with the child participant were then checked with the parent and educator. The TAT gives qualitative data, but it may be difficult for the interviewer to determine the need for affiliation. Issues surrounding difficulties in determining where employees are in the hierarchy or how satisfied a worker is with their three needs being met at work may be discussed.

Additional issues candidates may include

- ethics

- evaluation of self-reports

- reliability

Other appropriate responses should also be credited.