McClelland's achievement motivation theory
Harvard University professor David McClelland (David c. McClelland) is the authority of the contemporary research motivation psychologist. From 4 to 5 o o s of the 20th century began to study of human needs and motivations, put forward the famous "three need theory", and a series of important research conclusions.
Before McClelland, psychoanalysis and behaviorism school psychologists have studied the motivation. Represented by Freud's psychoanalysis method such as with the interpretation of dreams, free * * research motivation, they tend to people's behavior and the motives of instinct, and their research methods and techniques are difficult to draw a representative results, poor repeatability, it is concluded that the strength of the motivation. Behaviorists experimental method is used to study motivation, make the motivation intensity can be measured, but they use the motivation study motive, define the motive too narrow, focused primarily on hunger, thirst, pain and other basic survival needs, not distinguish between the motivation of people's motives and animal. McClelland think they study of motivation with some limitations, he pay attention to the high-level human needs and social motivation, emphasis on using the system, objective and effective method for research. His research mainly by the American psychologist Dr. Murray (N.A.M urray) the needs of the theory and research methods. Conrad Murray,
puts forward the multiple needs of the people, and compiled the Thematic APPerCePtion Test (Thematic APPerCePtion Test, TAT) measurements.
McClelland, proposed the theory of three kinds of need he thinks there are three kinds of individuals in the context of work the important motive or need:
1. The achievement Need (the Need for achievement) : Need to strive for success wants to do the best.不字书
2. The Power needed (the Need for Power) : influence or control others and is not controlled by others.
3. The affiliation Need (the Need for affiliation) : Need to establish friendly and close interpersonal relationships.
McClelland thought, has the strong achievement need of people eager to do things more perfect, improve work efficiency, and gain greater success, they pursue for success in the process of overcoming difficulties, solve problems, work hard, and after successful personal sense of achievement, they do not value the material rewards of success. Individual achievement need and th
eir degree of the development of economy, culture, society, government about Z ethos also restricts the achievement need of people. McClelland found high achievement of those features are: they seek that can play its independent ability to deal with the problem of the working environment; They hope to get clear feedback timely information about the job performance, to understand whether their progress; Are they like to set up moderately challenging goal, don't like the chance of success, don't like to accept those who in their opinion, particularly easy or particularly difficult task. High achievement need ambition, enterprising, dare to take some risks, more practical, mostly in the form of aggressive realist.
高压变压器Those high achievement in respect of the work yourself to tip the chance best. They
don't like the work of the likelihood of success is very low, this kind of work taking the chance is very big, with the occasional success opportunity cannot meet the requirements of their achievements; Also, they don't like the work of the likelihood of success is very high, because this kind of easy success for their own ability is not challenging. They like to set through their own efforts to achieve its goals. For them, when the odds equal, in the struggle is a kind of ability from their best opportunity to experience the joy of success and satisfaction.
Power need refers to the influence and control other people's a kind of desire or drive. Different people hunger for power level is also different. Power needs more people like to dominate, influence others, like "orders" to others,Pay attention to strive for the status and influence. They like competitive and can reflect the occasion of higher position or situation, they will also pursue outstanding achievements, but they do not like high achievement need of people is to personal sense of achievement, but to gain status and power or commensurate with its power and position have. Power need is one of the basic elements of successful management. Affinity need to seek by others is a kind of desire of love and acceptance. High affinity motivation were more likely to communicate with others, at least for the sake of others, this kind of communication can bring happy to him. High affinity those eager to friendship, like the work environment cooperation instead of competition, wants to communication and understanding between each other, they the interpersonal relationships are more sensitive to the environment. Sometimes affinity is also performed for fear of losing some intimate relationship and avoidance of interpersonal conflict. Affinity is need to keep the important condition of social interaction and interpersonal harmony.
McClelland with thematic apperception test to measure the motivation of the individual. He told Dr. Murray's thematic apperception test modified, increasing the extent of its objective, and make it suita
ble for group testing. For example, using the projector to a group of subjects rendering pictures, let them according to the picture write the story; Sometimes, also use sentences instead of pictures. McClelland and his colleagues experimental method combined with thematic apperception test, first arouse desire through the experiment measuring the motivation, then in the story of the thematic apperception test experiment arouse the motivation of the influence of the content of the story. McClelland of thematic apperception test score doesn't like Murray USES a set of clinical scoring system, but with a simple scoring method, the characteristics of the story is divided into a few categories, look at the characteristics of each category in the story of subjects whether there. This method makes the scoring more objectively and systematically, but ignored the story of some complicated features. McClelland said using the thematic apperception test method and questionnaire method is used to measure the two basic different personality traits. Questionnaire method is subjects cognition rather than spontaneous's motives. So he thinks all party subject test method is more suitable for measurement of implicit motives, the subconscious. From this we can see, the contribution of McClelland presented is not only an important part of the motivation theories, but also lies in the development of the research and the measurement method
山木通of motivation.
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On the basis of a lot of research, McClelland was carried out on the relationship between the achievement need and job performance is very persuasive. First of all, those high achievement that independence is responsible for, can obtain information feedback and moderate risk work environment. They will get highly incentive from this environment. McClelland found that the small business manager in the enterprise and individual is responsible for a department manager, high achievement needs tend to be a success. Second, in large enterprise or other organization, those high achievement is not necessarily a good manager, the reason is high achievement need often only interested in their job performance, don't care about how to influence people to do a good job. Again, affinity need with power and success is closely related to the management. McClelland, found that the best managers are often need high affinity with low power. If a large enterprise of manager's power needs to be combined with a sense of responsibility and self control, then he is likely to be successful. Finally, the staff can be trained to stimulate their achievement needs. If a job requires high achievement need, so that managers can be found through direct the selection of the way a high achievement need, or through training way to develop the existing subordinate.
刚构McClelland's theory of motivation is applied value in enterprise management. First of all, on the personnel selection and placement, through measurement and evaluation of a person how to dispatc
h work and features of the motivation system has important position. Second, with the need of people with different needs of different incentives,Getting to know the needs of the employees and motivation towards reasonable incentive mechanism is established. Again, McClelland think motivation can be training and motivating, so can train and improve the staff's achievement motivation, in order to improve productivity.长江流域水资源保护局 1 (1), provide the huge management data for free download!
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