Theory of McCleland & X-Efficiency.pptx

Theory on McClelland

1. Theory of High Achievement by McClelland, X-Efficiency. By Rupesh, Yash, Priyanka & Bilal

2. INTRODUCTION David McClelland was an American psychologist, noted for his work on motivation Need Theory. He published a number of works between the 1950s and the 1990s and developed new scoring systems for the Thematic Apperception Test (TAT) and its descendants. McClelland is credited with developing Achievement Motivation Theory, commonly referred to as "need for achievement" or n-achievement theory

3. David McClelland, a psychologist known for his work on human motivation, particularly focused on the theory of achievement motivation. McClelland's theory of high achievement, also known as the Achievement Motivation Theory, suggests that individuals differ in their need for achievement (nAch), which is a psychological need that drives them to excel, succeed, and accomplish challenging tasks. According to McClelland, the need for achievement plays a central role in explaining high achievement in various domains.

4. Key elements of McClelland’s Theory of H igh Achievement include: Need for High Achievement: 1) Goal-Oriented: Individuals with a high need for achievement are driven by the desire to achieve personal goals and excel in their pursuits. 2) Challenge-Seeking: They are more likely to take on challenging tasks and set ambitious but realistic goals for themselves. 3) Feedback and Learning: They actively seek feedback on their performance to improve and grow. They view feedback as a valuable source of learning and use it to guide their future efforts.

5. 4) Personal Responsibility: People with a high need for achievement prefer tasks that involve personal responsibility and autonomy, as they enjoy taking control and ownership of their work. 5) Calculated Risk-Taking: They are more inclined to take calculated risks, weighing the potential rewards against potential setbacks, and making informed decisions to maximize their chances of success. 6) Persistence: Individuals with a high need for achievement tend to be persistent in their pursuit of goals, even in the face of setbacks or obstacles. They are determined to overcome challenges and achieve success. 7) Self-Attribution of Success: People with a high need for achievement typically attribute their success to internal factors such as effort, skill, or strategy. They take personal responsibility for their achievements.

6. 8) Future-Oriented: They are often focused on the future and set long-term goals for themselves. They are driven by a sense of purpose and are always seeking new challenges and opportunities for growth. 9) Intrinsic Motivation: High achievers are typically intrinsically motivated, finding satisfaction and fulfillment from the process of achieving goals and the inherent enjoyment of their work. 10) Performance Orientation: They tend to have a performance orientation, focusing on outcome-based measures of success such as reaching targets or surpassing standards.

7. Need for Low Achievement: 1) Avoidance of Failure: Individuals with a low need for achievement are motivated primarily by avoiding failure or negative outcomes. They tend to choose easy tasks or goals where success is almost certain. 2) Fear of Feedback: They may be hesitant to seek feedback on their performance as they perceive it as potentially highlighting their shortcomings or failures. 3) Lack of Initiative: Individuals with a low need for achievement may lack initiative or drive to pursue challenging activities or set ambitious goals. 4) Low Risk-Taking: They tend to avoid taking risks or engaging in uncertain situations where failure is more likely.

8. 5) External Validation: They may rely more on external validation and feedback from others to evaluate their performance and may be less focused on personal growth and improvement. 6) Short-Term Focus: Individuals with a low need for achievement may prioritize short-term gratification over long-term goals. They may be more inclined to seek immediate rewards or engage in activities that require minimal effort. 7) External Attribution of Success: People with a low need for achievement may attribute their success to external factors such as luck or favorable circumstances. They may attribute failures to factors beyond their control.

9. 8) Present-Oriented: They may have a more present-focused mindset, prioritizing immediate comfort or avoiding discomfort, which can lead to a lack of long-term planning and goal setting. 4) Extrinsic Motivation: Low achievers may be more motivated by external rewards or incentives rather than the inherent enjoyment or satisfaction of their work. 5) Mastery Orientation: They may have a mastery orientation, focusing more on acquiring skills or knowledge rather than performance outcomes or achievements.

10. Sources of High need of Achievement. Parents who encouraged independence in childhood Reward of success. Association of success with positive feeling. Association of achievement with one's own competence & efforts, not luck. A desire to be effective or challenged. Intrapersonal strength. Desirability. Feasibility. Goal setting ability.

11. X-EFFICIENCY Degree of inefficiency in the use of resources in the organisation.