Hard work alone won't get you there.
Theory[ edit ] The pioneering research work of the Harvard Psychological Clinic in the s, summarized in Explorations in Personality, provided the start point for future studies of personality, especially those relating to needs and motives.
McClelland's and his associates' investigations of achievement motivation have particular relevance to the emergence of leadership. McClelland was interested in the possibility of deliberately arousing a motive to achieve in an attempt to explain how individuals express their preferences for particular outcomes—a general problem of motivation.
In this connection, the need for achievement refers to an individual's preference for success under conditions of competition.
The vehicle McClelland employed to establish the presence of an achievement motive was the type of fantasy a person expressed on the Thematic Apperception Test TATdeveloped by Christiana Morgan and Henry Murray, who note in Explorations in Personality that " Each picture should suggest some critical situation and be effective in evoking a fantasy relating to it" p The test is composed of a series of pictures that subjects are asked to interpret and describe to the psychologist.
The TAT has been widely used to support assessment of needs and motives. McClelland contended that three dominant needs -for achievement, for power, and for affiliation- underpin human motivation. McClelland believed that the relative importance of each need varies among individuals and cultures.
Arguing that commonly used hiring tests using IQ and personality assessments were poor predictors of competency, McClelland proposed that companies should base hiring decisions on demonstrated competency in relevant fields, rather than on standardized test scores.
A control group was used in which arousal was omitted. In the course of this experiment, McClelland discovered through analyzing the stories on the TAT that initial arousal was not necessary. Instead, members of the control group — individuals who had had no prior arousal — demonstrated significant differences in their stories, some writing stories with a high achievement content and some submitting stories with a low achievement content.
Using results based on the Thematic Apperception TestMcClelland demonstrated that individuals in a society can be grouped into high achievers and low achievers based on their scores on what he called "N-Ach".
These investigations have indicated that the N-Ach score increases with a rise in occupational level. Invariably, businessmen, managers, and entrepreneurs are high scorers.
Other investigations into the characteristics of the high achievers have revealed that accomplishment on the job represents an end in itself; monetary rewards serve as an index of this accomplishment.
In addition, these other studies found that the high achievers, though identified as managers, businessmen, and entrepreneurs, are not gamblers.
A high emotional intelligence calls for a high need for achievement while a low emotional intelligence calls for a lower need for achievement.
They will accept risk only to the degree they believe their personal contributions will make a difference in the final outcome. At the higher levels, in which promotion depends on demonstrated ability to manage others, a high n-Achievement is not associated with success; by contrast, the leadership motive pattern is so associated, in all likelihood because it involves a high n-Power, emerging as a concern for influencing people.
McClelland and his associates have satisfied themselves that such a relationship, viewed historically through an index of national power consumption, indeed exists.
Differences related to individual, as well as to national, accomplishments depend on the presence or absence of an achievement motive in addition to economic resources or the infusion of financial assistance.
High achievers can be viewed as satisfying a need for self-actualization through accomplishments in their job assignments as a result of their particular knowledge, their particular experiences, and the particular environments in which they have lived.If you want learn to get what you want out of life, start to think of yourself and the professional skills that define who you are as a professional commodity.
Then think of this commodity as an economic entity, as MeInc: a corporation that, like any other, must operate solely in the best interests of its long-term economic success. Get out there, challenge yourself, do something that you want to do even if you are afraid.
Here’s how to stop being nice to yourself.
7. Get rid of distractions.
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Below you’ll find 50 goal quotes that will inspire and motivate you to get started on your goals and to keep going even when you feel like you’re ready to throw in the towel.
1. “Without goals, and plans to reach them, you are like a ship that has set sail with no destination.”. 10 Goals I Want To Achieve in I’m not usually one for New Years resolutions. I rarely stick to them past January but this year I am trying to be more disciplined with my habits, personally and professionally.
Employers want employees who have ambitions because it means they are going to go above and beyond in order to achieve their goals, so feel free to talk about what you really want. A goal we had as a company was to capture the No.
1 position online in screen protection with the launch of the iPhone 6. This was truly a team effort, and we really hit the product launch with.