The Achievement Motive
The Achievement Motive by David C. McClelland is a comprehensive exploration of motivation theory, published by Martino Publishing on June 12, 2015. This edition is a full facsimile of the original 1953 publication, consisting of 412 pages in English. The book presents three distinct contributions to the understanding of motivation, including a theoretical framework, a detailed examination of measuring the achievement motive through content-analysis of imaginative stories, and a summary of various experiments focusing on achievement motivation.
Readers will find an in-depth analysis of McClelland’s pioneering work on achievement motivation, which has significantly influenced workplace motivational strategies. The text delves into personality assessment and the measurement of motivation, advocating for competency-based assessments over traditional methods. McClelland’s research has been widely adopted in organizational settings, aligning closely with the theories of other notable figures in psychology. This edition serves as a valuable resource for those interested in psychology, personality, and the assessment of motivation.
Official synopsis Publisher
2015 Reprint of 1953 Edition. Full Facsimile of the original edition. Not reproduced with Optical Recognition Software. This book makes three discrete contributions to the theory of motivation. The first contribution is a theory of motivation; the second large section carefully describes the measurement of the achievement motive through content-analysis of imaginations stories; the rest of the book summarizes a number of experiments with the achievement motive as the dependent variable. McClelland is chiefly known for his work on achievement motivation, but his research interests extended to personality and consciousness. David McClelland pioneered workplace motivational thinking, developing achievement-based motivational theory and models, and promoted improvements in employee assessment methods, advocating competency-based assessments and tests, arguing them to be better than traditional IQ and personality-based tests. His ideas have since been widely adopted in many organizations, and relate closely to the theory of Frederick Herzberg.
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