Achievement motivation theory is part of the three needs paradigm, which determines different personality types in work environments based on needs for success, authority, and affiliation. Employees with a high need for success tend to be independent and goal-oriented, and employers can use screening tests to place them effectively.
Achievement motivation theory is part of the three needs paradigm identified by psychologist David McClelland in his research on workplace dynamics and the different personality types that can be found in work environments. He determined that different levels of needs for success, authority and affiliation interacted and shaped very different personalities. Some would more naturally rise to leadership positions, while others may prefer more subordinate support roles. The proportions of these needs could also influence behavior and responses to social situations in the workplace.
Numerous social psychologists have studied the need for success in human populations and how it affects behaviors. People often experience both internal and external rewards when they accomplish something. This can increase the need over time, as people seek out experiences that create rewards, because the rewards make them feel good. McClelland believed that this need played a major role in the development of specific personality reports and he considered this when he developed the theory of success motivation.
According to the theory of success motivation, an employee with a high need for success may tend to be more independent and goal-oriented. These staff members focus on what they can accomplish and may not be as attentive to other workplace issues. The lower levels can make for a good leader who is goal oriented and able to keep a team on track, without being aggressive or unpleasant. Very low levels can result in a lack of motivation, as the employee feels no sense of reward after finishing projects or engaging in other activities.
McClelland felt this interacted with a need for authority, which could contribute to a rise to power, as well as a need for affiliation and association with other people. His theory of success motivation suggested that employers could screen incoming staff members to determine if they were a good fit and where to assign them. A staff member with a high need for success might languish in one department and thrive in another, and finding an appropriate place for a new employee could promote general well-being and job satisfaction.
Like many psychological theories, Achievement Motivation Theory builds on previous understandings of social psychology and internal motivations. Researchers interested in this topic can use tools like surveys and observational studies to see how different personality types play out in the workplace. They can devise screening tests to help employers place employees more accurately and effectively, and they can perform follow-up studies to see the success of their long-term efforts.
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