This can then help you to give praise and feedback effectively, assign them suitable tasks, and keep them motivated. Those who need personal power want to direct others, and this need often is perceived as undesirable.
Instead, a variety of projective techniques are used, where people are given some type of vaguely defined task. This makes people feel superior to others. Other behaviors associated with high power motivation include trying to affect the emotions of others.
The set of occupations known as the helping professions are associated with high power motivation.
Knowing levels of need for power provides information that can predict job choice and performance. The TAT is a test of imagination that presents the subject with a series of ambiguous pictures, and the subject is asked to develop a spontaneous story for each picture.
So, your feedback would have been far more effective, and appreciated, if you had praised her in private. While money is not an important motivator, it is an effective form of feedback. McClelland called such individuals as gamblers as they set challenging targets for themselves and they take deliberate risk to achieve those set targets.
Money gives power too, as it gives us freedom and choice that we may not otherwise have. Although individuals with a strong need for achievement can be successful lower-level managers, they are usually weeded out before reaching top management positions.
In fact, openly admitting a desire to have power or influence is not considered socially acceptable, and many would deny having a high need for power. These needs were seen as directing behavior, and people were assumed to vary by how important each need was to them as an individual.
McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver.
Because of this, researchers cannot simply ask people if having power is important to them. This identified the basic needs that human beings have, in order of their importance: They tend to conform to the norms of their work group.
The individuals with high achievement needs are highly motivated by competing and challenging work. Women often express power in close relationships or the family. Men, but not women, reported greater job satisfaction if they had a high need for socialized power.
People are not necessarily aware of their own level of need for power. Those high in need for power enjoy running an organization, making decisions, or being in charge of a group.
This involves showing people a series of fuzzy pictures and asking them to write a story about each of them. High need for power - Management should provide power seekers the opportunity to manage others.
Note that McClelland's theory allows for the shaping of a person's needs; training programs can be used to modify one's need profile. McClelland's Human Motivation Theory states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power.
These motivators are not inherent; we develop them through our culture and life experiences. Personal power managers are those for whom the need for power outweighs the need to be liked.
These managers score low in inhibition: lacking self-control, they tend to act impulsively or arbitrarily. Psychology Definition of NEED FOR POWER: is the strong desire to seek and secure power over other people.
Persons who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization. Managers with a high need for institutional power tend to be more effective than those with a high need for personal power.
Need theory, also known as Three Needs Theory, proposed by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context.Need for power