use there is little danger of anything going wrong for which that person might be blamed. Achievement-motivated people take the middle ground, preferring a moderate degree of risk because they feel their efforts and abilities will probably influence the outcome. In business, this aggressive realism is the mark of the successful entrepreneur. Rewards and achievement-motivated peopleAnother characteristic of achievement-motivated people is that they seem to be more concerned with personal achievement than with the rewards of success. They do not reject rewards, but the rewards are not as essential as the accomplishment itself.They get a bigger "kick" out of winning or solving a difficult problem than they get from any money or praise they receive.Money, to achievement-motivated people, is valuable primarily as a measurement of their performance. It provides them with a means of assessing their progress and comparing their achievements with those of other people.They normally do not seek money for status or economic security.FeedbackA desire by people with a high need for achievement to seek situations in which they get concrete feedback on how well they are doing is closely related to this concern for personal accomplishment. Consequently, achievement-motivated people are often found in sales jobs or as owners and managers of their own businesses.In addition to concrete feedback, the nature of the feedback is important to achievement-motivated people. They respond favorably to information about their work.They are not interested in comments about their personal characteristics, such as how cooperative or helpful they are. Affiliation-motivated people might want social or attitudinal feedback. Achievement-motivated people might want job-relevant feedback. They want to know the score. Why do achievement-motivated people behave as they do?McClelland claims it is because they habitually spend time thinking about doin...
