According to McClelland’s Theory, what are the three main motivators for workers?

McClelland's Theory of Needs identifies three primary motivators that drive individuals in a work environment: achievement, power, and affiliation.

Achievement refers to the desire to excel and accomplish challenging tasks; individuals motivated by achievement seek success and strive for personal improvement. They are likely to set ambitious goals and work hard to meet them, finding satisfaction in overcoming obstacles.

Power involves the need for influence and control over others. Those motivated by power are drawn to positions of authority and enjoy being in leadership roles, as this allows them to exert influence and make decisions that have an impact on their environment and others.

Affiliation emphasizes the importance of relationships and the desire for social connections. Individuals motivated by affiliation value teamwork, cooperation, and building supportive networks. They often seek to foster a sense of belonging and are driven by the need to maintain positive interpersonal relationships.

The other choices deviate from McClelland's original framework by including motivators such as salary, benefits, and prestige, which are not part of his classification. While these elements can indeed influence motivation in the workplace, McClelland focused specifically on achievement, power, and affiliation as the core drivers of behavior and motivation among workers.