Final answer:
McClelland argued that the need for achievement is the most significant motivator for successful managers, driving them to strive for excellence and set high standards in their work.
Step-by-step explanation:
David McClelland, a renowned psychologist, emphasized that for successful managers, the most significant motivator is the need for achievement. This differentiates from other motivational needs such as the need for affiliation, or the need for personal or social power. McClelland's theory posits that the need for achievement drives managers towards setting high standards, embracing challenges, and striving for excellence in their respective fields. Managers with a high need for achievement are typically results-oriented, seeking out situations where they can attain success through their efforts and prefer tasks where they can receive feedback on their performance to track their progress and achievements.
The need for achievement relates closely to the concept of self-efficacy, as theorized by Albert Bandura, which is an individual's belief in their own capability to complete a task. Managers who possess high self-efficacy likely have a strong need for achievement, taking on difficult tasks and persisting despite setbacks, which ultimately fuels their motivation and satisfaction in a leadership role. Such managers instill a sense of purpose and direction and create an environment that encourages growth and development within their teams.
Understanding the needs that motivate managers is not just academic; it directly impacts their approach to leadership, their relationship with their followers, and the overall performance and satisfaction of their teams. As McClelland's theory highlights, the need for achievement often stands out as a pivotal driving force behind successful managerial behavior.