Hrm 419 Ass
McClelland’s Research On Managerial Motivation:
An extensive program of research on managerial motivation was conducted by McClelland and his associates. In most of the research, we need strength was measured with a projective technique called the thematic apperception test(TAT).The test consists of a series of pictures of people in ambiguous situations .Any who takes the test is asked to make up a story about each picture and the stories revel the person’s daydreams, fantasies and aspirations. The stories are coded by the experimenter to obtain a measure of three underlying needs, power achievement and affiliation.
McClelland research led him to believe that need for achievement is distinct human motive that can be distinguish from others need. More important the achievement motive can be isolated and assessed in any group .The results for motives relevant for advancement in large organizations are less clear. In one study by McClelland and Boyatzis(1982),advancement of nontechnical managers to higher level was predicted by need for power, but advancement for lower levels for management was predicted only by need for achievement.
Miner’s Research ON Managerial Motivation:
Miner (1965) formulated a theory of managerial role motivation to describe the type of motivational trails required for success in most management positions in large, hierarchical organizations. Managerial motivation was measured with a projective test called the Miner sentence completion scale. The test provides an overall score as well as separate scores on each of the six aspects of managerial motivations.
To summarize the results for miner’s research, managerial motivation predicted advancement in large organizations, but the results were inconsistence for small organization.
Emotional intelligence:
Emotional intelligence is the ability to understand and manage your own emotions, and those of the people around you. People with high degree of emotional intelligence know what their
An extensive program of research on managerial motivation was conducted by McClelland and his associates. In most of the research, we need strength was measured with a projective technique called the thematic apperception test(TAT).The test consists of a series of pictures of people in ambiguous situations .Any who takes the test is asked to make up a story about each picture and the stories revel the person’s daydreams, fantasies and aspirations. The stories are coded by the experimenter to obtain a measure of three underlying needs, power achievement and affiliation.
McClelland research led him to believe that need for achievement is distinct human motive that can be distinguish from others need. More important the achievement motive can be isolated and assessed in any group .The results for motives relevant for advancement in large organizations are less clear. In one study by McClelland and Boyatzis(1982),advancement of nontechnical managers to higher level was predicted by need for power, but advancement for lower levels for management was predicted only by need for achievement.
Miner’s Research ON Managerial Motivation:
Miner (1965) formulated a theory of managerial role motivation to describe the type of motivational trails required for success in most management positions in large, hierarchical organizations. Managerial motivation was measured with a projective test called the Miner sentence completion scale. The test provides an overall score as well as separate scores on each of the six aspects of managerial motivations.
To summarize the results for miner’s research, managerial motivation predicted advancement in large organizations, but the results were inconsistence for small organization.
Emotional intelligence:
Emotional intelligence is the ability to understand and manage your own emotions, and those of the people around you. People with high degree of emotional intelligence know what their