“权力欲强”更有领导力人们通常认为,员工与组织的目标很吻合,就无须关注人的心理动机,绩效自然形成。心理学家戴维·麦克莱兰及其同事戴维·伯纳姆却不同意这种观点。他们认为,管理者在工作中有三种重要的动机:成就需要、权力需要和亲和需要。根据不同的动机以及抑制力的强弱,可以将人分为不同的类型。那些具有很强的权力动机和抑制力,以及很弱的亲和动机的经理人通常是最优秀的,他们的直接下属责 More Powerful Leadership It is generally believed that employees and organizations are in line with their goals and do not need to pay attention to the psychological motivation of human beings and the performance is naturally formed. Psychologist David McClelland and his colleague David Burnham disagree with this view. They think managers have three important motivations in their work: achievement needs, power needs, and affinity needs. According to different motives and the strength of inhibition, people can be divided into different types. Managers who have strong motives for power and restraint, and a weak affinity for motivation, are usually the best, and their immediate subordinates