解放军文职招聘考试麦克利兰的成就需要理论

 麦克利兰的成就需要理论 

    美国行为科学家麦克利兰（David  C, McClelland,1917～）1966年在他的《促使取得成就的事物》一书中提出了成就需要理论。他认为人有3类基本激励需要：对权力的需要、对社交的需要以及对成就的需要，他对3种需要作了相当多的研究和测试。这种理论在管理上有着十分重要的作用。

   1.对权力的需要。具有较大权力欲的人对施加影响和控制表现出极大的关切。这种人一般追求领导者的地位、好辨论、健谈、直率、头脑冷静、有能力并善于提出要求、喜欢演讲。

   2.对社交的需要。极需社交的人常从友爱中得到快乐，并因被某个社会团体拒绝而痛苦，他们关心保持融洽的社会关系、亲密无间、互相谅解、助人为乐。  

   3.对成就的需要。追求成就的人，对成功有一种强烈的要求，同时也十分担心失败。他们愿意接受挑战，为自己树立一个具有一定难度的目标（但不是不能达到的），对待风险采用一种现实主义的态度，宁愿承担所作工作的个人责任，对他们正在进行的工作情况期望得到明确而迅速的反馈，一般不常休息，喜欢长时间的工作，遇到失败后也不过分的伤心，这种人一般喜欢表现自己。

    他认为，作为一名企业家，比较明显的是具有高成就的需求和较高的权力欲望，但社交需要的表现却比较低。  

    他还发现小企业的经理具有很高的成就激励。大公司的总经理则较为一般，而追求权欲和社交的劲头却比较大。处于中上层的经理们的成就激励比他们的上司要高得多。这可能是因为总经理的职位已经到顶了，而他的下属还要向上爬的缘故。

    但实际情况常常是，重视成就需要的人比不重视的人提升得快。不过，对其它主管人员除了成就需要刺激外，还需要有其它的刺激。例如具有较高社交需要的人，对于人与人之间的协调就是一个重要的事情。

    麦克利兰指出，高成就的需求者是人类的精华。他们大多数都是中产阶级，通常具有以下特点：①希望有能独立解决问题的工作环境，以便发挥这方面的才能；②只要有了这种环境，不必再提供其它方面的激励，也能积极地进行工作；③只有在靠自己的能力解决问题时，才会感到成就的满足。所以组织上应该为这种人安排具有挑战性的工作，并给予一定的自主权，这样就能发挥他们的积极性。

David C. McClelland (1917～)

Personal background

·born 20 May 1917,USA

·married first ,Mary Sharpless,1938,five children; second, Marian Adams,1984,two children

·completed PhD in psychology, Yale University,1941

·professor at Wesleyan University, Connecticut; American Friends Service Committee, Bryn Mawr College, Pennsylvania, 1942-6

·Wesleyan University,Connecticut,1946-9,1950-2,1953-6,professor and chairman in department of psychology

·programme director, Ford Foundation,1952-3

·Harvard University,1949-50,1956-87,professor and chairman in department of social relations

·founded the business that became McBer ＆ Company,1963

·Boston University, professor since 1987

Major works

Personality (1951)

The Achievement Motive (with J. W. Atkinson, R. A. Clark and E. L. Lowell)(1953)

Talent and Society (with A.L. Baldwin, U. Bronfenbrenner and F.L. Strodbeck)(1958)

The Achieving Society (1961)

The Roots of Consciousness (1964)

The Drinking Man: Alcohol and Human Motivation (with W. N. Davis, R. Kalin and E. Wanner)(1972)

Power: The Inner Experience (1975)

Motives, Personality and Society: Selected Papers (1984)

Human Motivation (1985)

Summary

Few scholars have had as much impact on the research literature on the practice of management as David C. McClelland. In his work, there have been four major themes directly related to management. One has been the creation of a theory of human motives and a supporting and enlightening empirical base, most notably addressing the needs for achievement, affiliation, power and the leadership motive profile. A second theme has been the definition of motivational change, establishment of empirical support for this theory and the inspiration, coaching and perseverance in application projects at individual, organizational, community and national levels around the world. A third theme has been the development of tests and operant methods such as the thematic apperception test,behavioural event interview and the test of thematic analysis, which have been used in research and applications. A fourth theme has been the development of job competency studies, methods and applications as a way to link human capabilities to performance at work in many occupations, from scientists to social workers, secretaries to executives, and priests to admirals. (The IEBM Handbook of Management Thinking, Edited by Malcolm Warner, P403)