What is McClelland s Theory of Achievement Motivation!

McClelland proposes a variety of human needs, and he argues that there are three important motivations or needs of individuals in work situations:

1. The need for achievement: the need to strive for success and hope to do the best.

2. The need for power: the need to influence or control others and not be controlled by others.

3. Affinity needs: Establish friendly and intimate interpersonal relationships.

of needs. McClelland's Theory of Motivation.

It is very valuable in enterprise management.

Secondly, because people with different needs need different incentive methods, understanding the needs and motivations of employees is conducive to the reasonable establishment of incentive mechanisms.

Again, McClelland believes that motivation can be trained and stimulated, so that employees' achievement motivation can be trained and enhanced to increase productivity.

It is believed that human high-level needs are summarized as the need for achievement, power, and affinity. People with a strong need for achievement are eager to do things more perfectly and be more productive.

To achieve greater success, they pursue the joy of overcoming difficulties, solving problems, and working hard in the process of striving for success, as well as the sense of personal accomplishment after success, and they do not value the material rewards that success brings.

The achievement needs of individuals are related to the degree of economic, cultural, social and social development in which they are located, and the social atmosphere also restricts people's achievement needs.

Answer: (1) Achievement requires the basic content of the theory:

Power needs. McClelland will be the manager in the organization.

There are two types of power: one is personal power. The second is the position.

Sexual power. Friendship needs. McClelland pointed out that the emphasis on friendship needs.

Managers who want to be disobedient because they pay attention to friendship and righteousness.

or a lack of attention to management work principles, which leads to organizational efficiency.

Decline. Achievement needs. McClelland believes that a company such as:

If there are a lot of people who need to achieve, then the company will send it.

The exhibition is very fast; If a country has a lot of such companies, the whole.

countries' economic growth rate will be higher than the world average.

Level. 2) The main features of the theory of achievement needs.

Achievement needs theory is more focused on high-level management.

Managed research. Due to this feature, it is important for businesses.

Management other than scientific research management, management personnel management, etc.

Great practical significance.

3) Evaluation of the theory that achievement requires it.

Achievement requires theory for us to grasp the manager's.

The high level needs to have a positive reference significance. Achievement needs.

Theory has an important enlightening effect on modern management: first, in the selection and placement of personnel, through measurement and evaluation.

The characteristics of the human motivation system are essential for how work is assigned and arranged.

The position is significant; Secondly, for people with different needs, it should be.

McClelland's theory of achievement motivation holds that what high-quality talents pursue after their basic needs are met.

Hello, McClelland's achievement motivation theory Xunxiao believes that after the basic needs of high-quality talents are met, the pursuit is a sense of achievement, improve work efficiency, and achieve greater success, and what they pursue is to overcome difficulties, solve problems, and work hard in the process of striving for success, as well as the sense of achievement of personal success after success. Thank you for your consultation, I hope I can help you, I wish you a happy life and a smooth work.

Achievement Needs TheoryMcClelland argues that there are three basic human needs: achievement needs, power needs, and intimacy needs.

Achievement needs: Different people have different achievement needs, and their behaviors and ways of doing things will be different. There are some outstanding characteristics of people who need to be strong for achievement, one of which is that they choose a moderate amount of risk.

What they are pursuing is not an infinite high goal, but a realistic achievement; They are reluctant to do things that are too easy, too simple to be of much value, or they are willing to take too many risks to do things that are impossible to do, because then they are unlikely to experience a sense of fulfillment.

The need for power: Different people have different levels of desire for power. People with higher power needs like to dominate and influence others, like to "dictate" to others, and attach great importance to fighting for status and influence, in addition to these people also like to be competitive and reflect higher status situations or situations.

Such a person may aspire to excel because it is commensurate with the status or power they have or desire.

Affinity Needs: The third type of need is the desire to establish rapport and friendly interpersonal relationships. People with strong needs tend to value acceptance and liking from others, and pursue friendship and cooperation.

Such people are prone to form good interpersonal relationships in the organization and exert influence on them, so they often play a managed role in the organization.

Explanation of terms:

From a psychological point of view:

Achievement needs theories can explain individual differences in behavior and motivation. For example, if a person has a strong need for achievement, they will be more easily attracted to success and achievement, and therefore will work harder and pursue goals. Conversely, if a person lacks the need for achievement, then he may lack motivation and goals and is unlikely to achieve success.

From a management point of view:

Achievement requires theory to guide business management and human resource development. Companies can motivate employees to work with motivation and motivation through external incentive mechanisms, such as rewards and promotions. At the same time, companies can also stimulate employees' intrinsic motivation and goals through internal driving mechanisms, such as giving employees more autonomy and challenging work.

From a pedagogical point of view:

Achievement requires theory, which can also refer to the teaching of field education. Teachers can motivate students to achieve by providing them with challenging learning tasks and timely feedback. At the same time, teachers can also motivate students through rewards and praise, allowing them to study and explore harder.

The author of the achievement motivation theory is McClelland. Achievement motivation is based on the need for achievement and is a major learning motivation, which was first proposed by McClelland and Atkinson, and later developed by Atkinson.

McClelland research found that high achievement needs to be highly correlated with successful behaviors. People who need high levels of achievement usually show that they like to take personal responsibility for problems, and they like to rely on their own abilities not to rely on luck and external factors for career success and problem solving, so that they can experience the satisfaction of achievement.

Achievement motivation tendencies, tendencies, types and characteristics

1. Type. The motivation for splitting the wheel is composed of two parts with opposite tendencies: one is to strive for success; The other is to avoid failure.

In his research, Atkinson found that because of the difference in the proportion of these two motivations, there are two different kinds of people: those who avoid failure and those who strive for success.

2. Features. 1. Pursuit of success: tend to choose tasks of moderate difficulty, like to choose 50% certainty of work with certain risks, improve self-esteem by completing tasks, and obtain psychological satisfaction.

2. Avoiding failure: tend to choose tasks that are either very easy or very difficult to trace, and avoid jobs that are 50% sure. Choosing easy tasks can avoid failure; Choose tasks that are too difficult, and find excuses to reduce the sense of failure even if you fail.

This choice prevents self-esteem damage and psychological distress.

The peculiarity of this theory is that it can be illustrated in quantitative form. According to Atkinson, initial motivation for high achievement** is influenced by the family or cultural group in which the child lives, especially in early childhood education and training. Personal achievements.

Atkinson's achievement expectation value theory, when people pursue success, one is the tendency to strive for success, the other is the tendency to avoid failure, according to the intensity of these two motivations, the individual is divided into those who strive for success and those who avoid failure, and those who strive for success are most likely to choose tasks with a probability of 50%, because a person's need for success is greater than the need to avoid failure, he dares to take risks, with a certain process, a certain amount of failure will be solved, will improve, they, to solve the problem. On the other hand, if it is too easy to succeed, it will reduce the motivation of students, on the contrary, avoid failures will feel discouraged because of failure and encouraged because of success, so when they choose tasks, they tend to choose very easy or very difficult tasks because the former is easy to succeed and the latter can use excuses to save face even if they fail.