achievement motivation essay

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The Five Components of Achievement Motivation

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1. goal setting, 2. self-efficacy, 3. persistence, 4. intrinsic motivation, 5. mastery orientation.

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ORIGINAL RESEARCH article

The importance of students’ motivation for their academic achievement – replicating and extending previous findings.

• 1 Department of Psychology, TU Dortmund University, Dortmund, Germany
• 2 Department of Psychology, Philipps-Universität Marburg, Marburg, Germany
• 3 Department of Psychology, Heidelberg University, Heidelberg, Germany

Achievement motivation is not a single construct but rather subsumes a variety of different constructs like ability self-concepts, task values, goals, and achievement motives. The few existing studies that investigated diverse motivational constructs as predictors of school students’ academic achievement above and beyond students’ cognitive abilities and prior achievement showed that most motivational constructs predicted academic achievement beyond intelligence and that students’ ability self-concepts and task values are more powerful in predicting their achievement than goals and achievement motives. The aim of the present study was to investigate whether the reported previous findings can be replicated when ability self-concepts, task values, goals, and achievement motives are all assessed at the same level of specificity as the achievement criteria (e.g., hope for success in math and math grades). The sample comprised 345 11th and 12th grade students ( M = 17.48 years old, SD = 1.06) from the highest academic track (Gymnasium) in Germany. Students self-reported their ability self-concepts, task values, goal orientations, and achievement motives in math, German, and school in general. Additionally, we assessed their intelligence and their current and prior Grade point average and grades in math and German. Relative weight analyses revealed that domain-specific ability self-concept, motives, task values and learning goals but not performance goals explained a significant amount of variance in grades above all other predictors of which ability self-concept was the strongest predictor. Results are discussed with respect to their implications for investigating motivational constructs with different theoretical foundation.

Introduction

Achievement motivation energizes and directs behavior toward achievement and therefore is known to be an important determinant of academic success (e.g., Robbins et al., 2004 ; Hattie, 2009 ; Plante et al., 2013 ; Wigfield et al., 2016 ). Achievement motivation is not a single construct but rather subsumes a variety of different constructs like motivational beliefs, task values, goals, and achievement motives (see Murphy and Alexander, 2000 ; Wigfield and Cambria, 2010 ; Wigfield et al., 2016 ). Nevertheless, there is still a limited number of studies, that investigated (1) diverse motivational constructs in relation to students’ academic achievement in one sample and (2) additionally considered students’ cognitive abilities and their prior achievement ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). Because students’ cognitive abilities and their prior achievement are among the best single predictors of academic success (e.g., Kuncel et al., 2004 ; Hailikari et al., 2007 ), it is necessary to include them in the analyses when evaluating the importance of motivational factors for students’ achievement. Steinmayr and Spinath (2009) did so and revealed that students’ domain-specific ability self-concepts followed by domain-specific task values were the best predictors of students’ math and German grades compared to students’ goals and achievement motives. However, a flaw of their study is that they did not assess all motivational constructs at the same level of specificity as the achievement criteria. For example, achievement motives were measured on a domain-general level (e.g., “Difficult problems appeal to me”), whereas students’ achievement as well as motivational beliefs and task values were assessed domain-specifically (e.g., math grades, math self-concept, math task values). The importance of students’ achievement motives for math and German grades might have been underestimated because the specificity levels of predictor and criterion variables did not match (e.g., Ajzen and Fishbein, 1977 ; Baranik et al., 2010 ). The aim of the present study was to investigate whether the seminal findings by Steinmayr and Spinath (2009) will hold when motivational beliefs, task values, goals, and achievement motives are all assessed at the same level of specificity as the achievement criteria. This is an important question with respect to motivation theory and future research in this field. Moreover, based on the findings it might be possible to better judge which kind of motivation should especially be fostered in school to improve achievement. This is important information for interventions aiming at enhancing students’ motivation in school.

Theoretical Relations Between Achievement Motivation and Academic Achievement

We take a social-cognitive approach to motivation (see also Pintrich et al., 1993 ; Elliot and Church, 1997 ; Wigfield and Cambria, 2010 ). This approach emphasizes the important role of students’ beliefs and their interpretations of actual events, as well as the role of the achievement context for motivational dynamics (see Weiner, 1992 ; Pintrich et al., 1993 ; Wigfield and Cambria, 2010 ). Social cognitive models of achievement motivation (e.g., expectancy-value theory by Eccles and Wigfield, 2002 ; hierarchical model of achievement motivation by Elliot and Church, 1997 ) comprise a variety of motivation constructs that can be organized in two broad categories (see Pintrich et al., 1993 , p. 176): students’ “beliefs about their capability to perform a task,” also called expectancy components (e.g., ability self-concepts, self-efficacy), and their “motivational beliefs about their reasons for choosing to do a task,” also called value components (e.g., task values, goals). The literature on motivation constructs from these categories is extensive (see Wigfield and Cambria, 2010 ). In this article, we focus on selected constructs, namely students’ ability self-concepts (from the category “expectancy components of motivation”), and their task values and goal orientations (from the category “value components of motivation”).

According to the social cognitive perspective, students’ motivation is relatively situation or context specific (see Pintrich et al., 1993 ). To gain a comprehensive picture of the relation between students’ motivation and their academic achievement, we additionally take into account a traditional personality model of motivation, the theory of the achievement motive ( McClelland et al., 1953 ), according to which students’ motivation is conceptualized as a relatively stable trait. Thus, we consider the achievement motives hope for success and fear of failure besides students’ ability self-concepts, their task values, and goal orientations in this article. In the following, we describe the motivation constructs in more detail.

Students’ ability self-concepts are defined as cognitive representations of their ability level ( Marsh, 1990 ; Wigfield et al., 2016 ). Ability self-concepts have been shown to be domain-specific from the early school years on (e.g., Wigfield et al., 1997 ). Consequently, they are frequently assessed with regard to a certain domain (e.g., with regard to school in general vs. with regard to math).

In the present article, task values are defined in the sense of the expectancy-value model by Eccles et al. (1983) and Eccles and Wigfield (2002) . According to the expectancy-value model there are three task values that should be positively associated with achievement, namely intrinsic values, utility value, and personal importance ( Eccles and Wigfield, 1995 ). Because task values are domain-specific from the early school years on (e.g., Eccles et al., 1993 ; Eccles and Wigfield, 1995 ), they are also assessed with reference to specific subjects (e.g., “How much do you like math?”) or on a more general level with regard to school in general (e.g., “How much do you like going to school?”).

Students’ goal orientations are broader cognitive orientations that students have toward their learning and they reflect the reasons for doing a task (see Dweck and Leggett, 1988 ). Therefore, they fall in the broad category of “value components of motivation.” Initially, researchers distinguished between learning and performance goals when describing goal orientations ( Nicholls, 1984 ; Dweck and Leggett, 1988 ). Learning goals (“task involvement” or “mastery goals”) describe people’s willingness to improve their skills, learn new things, and develop their competence, whereas performance goals (“ego involvement”) focus on demonstrating one’s higher competence and hiding one’s incompetence relative to others (e.g., Elliot and McGregor, 2001 ). Performance goals were later further subdivided into performance-approach (striving to demonstrate competence) and performance-avoidance goals (striving to avoid looking incompetent, e.g., Elliot and Church, 1997 ; Middleton and Midgley, 1997 ). Some researchers have included work avoidance as another component of achievement goals (e.g., Nicholls, 1984 ; Harackiewicz et al., 1997 ). Work avoidance refers to the goal of investing as little effort as possible ( Kumar and Jagacinski, 2011 ). Goal orientations can be assessed in reference to specific subjects (e.g., math) or on a more general level (e.g., in reference to school in general).

McClelland et al. (1953) distinguish the achievement motives hope for success (i.e., positive emotions and the belief that one can succeed) and fear of failure (i.e., negative emotions and the fear that the achievement situation is out of one’s depth). According to McClelland’s definition, need for achievement is measured by describing affective experiences or associations such as fear or joy in achievement situations. Achievement motives are conceptualized as being relatively stable over time. Consequently, need for achievement is theorized to be domain-general and, thus, usually assessed without referring to a certain domain or situation (e.g., Steinmayr and Spinath, 2009 ). However, Sparfeldt and Rost (2011) demonstrated that operationalizing achievement motives subject-specifically is psychometrically useful and results in better criterion validities compared with a domain-general operationalization.

Empirical Evidence on the Relative Importance of Achievement Motivation Constructs for Academic Achievement

A myriad of single studies (e.g., Linnenbrink-Garcia et al., 2018 ; Muenks et al., 2018 ; Steinmayr et al., 2018 ) and several meta-analyses (e.g., Robbins et al., 2004 ; Möller et al., 2009 ; Hulleman et al., 2010 ; Huang, 2011 ) support the hypothesis of social cognitive motivation models that students’ motivational beliefs are significantly related to their academic achievement. However, to judge the relative importance of motivation constructs for academic achievement, studies need (1) to investigate diverse motivational constructs in one sample and (2) to consider students’ cognitive abilities and their prior achievement, too, because the latter are among the best single predictors of academic success (e.g., Kuncel et al., 2004 ; Hailikari et al., 2007 ). For effective educational policy and school reform, it is crucial to obtain robust empirical evidence for whether various motivational constructs can explain variance in school performance over and above intelligence and prior achievement. Without including the latter constructs, we might overestimate the importance of motivation for achievement. Providing evidence that students’ achievement motivation is incrementally valid in predicting their academic achievement beyond their intelligence or prior achievement would emphasize the necessity of designing appropriate interventions for improving students’ school-related motivation.

There are several studies that included expectancy and value components of motivation as predictors of students’ academic achievement (grades or test scores) and additionally considered students’ prior achievement ( Marsh et al., 2005 ; Steinmayr et al., 2018 , Study 1) or their intelligence ( Spinath et al., 2006 ; Lotz et al., 2018 ; Schneider et al., 2018 ; Steinmayr et al., 2018 , Study 2, Weber et al., 2013 ). However, only few studies considered intelligence and prior achievement together with more than two motivational constructs as predictors of school students’ achievement ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). Kriegbaum et al. (2015) examined two expectancy components (i.e., ability self-concept and self-efficacy) and eight value components (i.e., interest, enjoyment, usefulness, learning goals, performance-approach, performance-avoidance goals, and work avoidance) in the domain of math. Steinmayr and Spinath (2009) investigated the role of an expectancy component (i.e., ability self-concept), five value components (i.e., task values, learning goals, performance-approach, performance-avoidance goals, and work avoidance), and students’ achievement motives (i.e., hope for success, fear of failure, and need for achievement) for students’ grades in math and German and their GPA. Both studies used relative weights analyses to compare the predictive power of all variables simultaneously while taking into account multicollinearity of the predictors ( Johnson and LeBreton, 2004 ; Tonidandel and LeBreton, 2011 ). Findings showed that – after controlling for differences in students‘ intelligence and their prior achievement – expectancy components (ability self-concept, self-efficacy) were the best motivational predictors of achievement followed by task values (i.e., intrinsic/enjoyment, attainment, and utility), need for achievement and learning goals ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). However, Steinmayr and Spinath (2009) who investigated the relations in three different domains did not assess all motivational constructs on the same level of specificity as the achievement criteria. More precisely, students’ achievement as well as motivational beliefs and task values were assessed domain-specifically (e.g., math grades, math self-concept, math task values), whereas students’ goals were only measured for school in general (e.g., “In school it is important for me to learn as much as possible”) and students’ achievement motives were only measured on a domain-general level (e.g., “Difficult problems appeal to me”). Thus, the importance of goals and achievement motives for math and German grades might have been underestimated because the specificity levels of predictor and criterion variables did not match (e.g., Ajzen and Fishbein, 1977 ; Baranik et al., 2010 ). Assessing students’ goals and their achievement motives with reference to a specific subject might result in higher associations with domain-specific achievement criteria (see Sparfeldt and Rost, 2011 ).

Taken together, although previous work underlines the important roles of expectancy and value components of motivation for school students’ academic achievement, hitherto, we know little about the relative importance of expectancy components, task values, goals, and achievement motives in different domains when all of them are assessed at the same level of specificity as the achievement criteria (e.g., achievement motives in math → math grades; ability self-concept for school → GPA).

The Present Research

The goal of the present study was to examine the relative importance of several of the most important achievement motivation constructs in predicting school students’ achievement. We substantially extend previous work in this field by considering (1) diverse motivational constructs, (2) students’ intelligence and their prior achievement as achievement predictors in one sample, and (3) by assessing all predictors on the same level of specificity as the achievement criteria. Moreover, we investigated the relations in three different domains: school in general, math, and German. Because there is no study that assessed students’ goal orientations and achievement motives besides their ability self-concept and task values on the same level of specificity as the achievement criteria, we could not derive any specific hypotheses on the relative importance of these constructs, but instead investigated the following research question (RQ):

RQ. What is the relative importance of students’ domain-specific ability self-concepts, task values, goal orientations, and achievement motives for their grades in the respective domain when including all of them, students’ intelligence and prior achievement simultaneously in the analytic models?

Materials and Methods

Participants and procedure.

A sample of 345 students was recruited from two German schools attending the highest academic track (Gymnasium). Only 11th graders participated at one school, whereas 11th and 12th graders participated at the other. Students of the different grades and schools did not differ significantly on any of the assessed measures. Students represented the typical population of this type of school in Germany; that is, the majority was Caucasian and came from medium to high socioeconomic status homes. At the time of testing, students were on average 17.48 years old ( SD = 1.06). As is typical for this kind of school, the sample comprised more girls ( n = 200) than boys ( n = 145). We verify that the study is in accordance with established ethical guidelines. Approval by an ethics committee was not required as per the institution’s guidelines and applicable regulations in the federal state where the study was conducted. Participation was voluntarily and no deception took place. Before testing, we received written informed consent forms from the students and from the parents of the students who were under the age of 18 on the day of the testing. If students did not want to participate, they could spend the testing time in their teacher’s room with an extra assignment. All students agreed to participate. Testing took place during regular classes in schools in 2013. Tests were administered by trained research assistants and lasted about 2.5 h. Students filled in the achievement motivation questionnaires first, and the intelligence test was administered afterward. Before the intelligence test, there was a short break.

Ability Self-Concept

Students’ ability self-concepts were assessed with four items per domain ( Schöne et al., 2002 ). Students indicated on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree) how good they thought they were at different activities in school in general, math, and German (“I am good at school in general/math/German,” “It is easy to for me to learn in school in general/math/German,” “In school in general/math/German, I know a lot,” and “Most assignments in school/math/German are easy for me”). Internal consistency (Cronbach’s α) of the ability self-concept scale was high in school in general, in math, and in German (0.82 ≤ α ≤ 0.95; see Table 1 ).

Table 1. Means ( M ), Standard Deviations ( SD ), and Reliabilities (α) for all measures.

Task Values

Students’ task values were assessed with an established German scale (SESSW; Subjective scholastic value scale; Steinmayr and Spinath, 2010 ). The measure is an adaptation of items used by Eccles and Wigfield (1995) in different studies. It assesses intrinsic values, utility, and personal importance with three items each. Students indicated on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree) how much they valued school in general, math, and German (Intrinsic values: “I like school/math/German,” “I enjoy doing things in school/math/German,” and “I find school in general/math/German interesting”; Utility: “How useful is what you learn in school/math/German in general?,” “School/math/German will be useful in my future,” “The things I learn in school/math/German will be of use in my future life”; Personal importance: “Being good at school/math/German is important to me,” “To be good at school/math/German means a lot to me,” “Attainment in school/math/German is important to me”). Internal consistency of the values scale was high in all domains (0.90 ≤ α ≤ 0.93; see Table 1 ).

Goal Orientations

Students’ goal orientations were assessed with an established German self-report measure (SELLMO; Scales for measuring learning and achievement motivation; Spinath et al., 2002 ). In accordance with Sparfeldt et al. (2007) , we assessed goal orientations with regard to different domains: school in general, math, and German. In each domain, we used the SELLMO to assess students’ learning goals, performance-avoidance goals, and work avoidance with eight items each and their performance-approach goals with seven items. Students’ answered the items on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree). All items except for the work avoidance items are printed in Spinath and Steinmayr (2012) , p. 1148). A sample item to assess work avoidance is: “In school/math/German, it is important to me to do as little work as possible.” Internal consistency of the learning goals scale was high in all domains (0.83 ≤ α ≤ 0.88). The same was true for performance-approach goals (0.85 ≤ α ≤ 0.88), performance-avoidance goals (α = 0.89), and work avoidance (0.91 ≤ α ≤ 0.92; see Table 1 ).

Achievement Motives

Achievement motives were assessed with the Achievement Motives Scale (AMS; Gjesme and Nygard, 1970 ; Göttert and Kuhl, 1980 ). In the present study, we used a short form measuring “hope for success” and “fear of failure” with the seven items per subscale that showed the highest factor loadings. Both subscales were assessed in three domains: school in general, math, and German. Students’ answered all items on a 4-point scale ranging from 1 (does not apply at all) to 4 (fully applies). An example hope for success item is “In school/math/German, difficult problems appeal to me,” and an example fear of failure item is “In school/math/German, matters that are slightly difficult disconcert me.” Internal consistencies of hope for success and fear of failure scales were high in all domains (hope for success: 0.88 ≤ α ≤ 0.92; fear of failure: 0.90 ≤ α ≤ 0.91; see Table 1 ).

Intelligence

Intelligence was measured with the basic module of the Intelligence Structure Test 2000 R, a well-established German multifactor intelligence measure (I-S-T 2000 R; Amthauer et al., 2001 ). The basic module of the test offers assessments of domain-specific intelligence for verbal, numeric, and figural abilities as well as an overall intelligence score (a composite of the three facets). The overall intelligence score is thought to measure reasoning as a higher order factor of intelligence and can be interpreted as a measure of general intelligence, g . Its construct validity has been demonstrated in several studies ( Amthauer et al., 2001 ; Steinmayr and Amelang, 2006 ). In the present study, we used the scores that were closest to the domains we investigated: overall intelligence, numerical intelligence, and verbal intelligence (see also Steinmayr and Spinath, 2009 ). Raw values could range from 0 to 60 for verbal and numerical intelligence, and from 0 to 180 for overall intelligence. Internal consistencies of all intelligence scales were high (0.71 ≤ α ≤ 0.90; see Table 1 ).

Academic Achievement

For all students, the school delivered the report cards that the students received 3 months before testing (t0) and 4 months after testing (t2), at the end of the term in which testing took place. We assessed students’ grades in German and math as well as their overall grade point average (GPA) as criteria for school performance. GPA was computed as the mean of all available grades, not including grades in the nonacademic domains Sports and Music/Art as they did not correlate with the other grades. Grades ranged from 1 to 6, and were recoded so that higher numbers represented better performance.

Statistical Analyses

We conducted relative weight analyses to predict students’ academic achievement separately in math, German, and school in general. The relative weight analysis is a statistical procedure that enables to determine the relative importance of each predictor in a multiple regression analysis (“relative weight”) and to take adequately into account the multicollinearity of the different motivational constructs (for details, see Johnson and LeBreton, 2004 ; Tonidandel and LeBreton, 2011 ). Basically, it uses a variable transformation approach to create a new set of predictors that are orthogonal to one another (i.e., uncorrelated). Then, the criterion is regressed on these new orthogonal predictors, and the resulting standardized regression coefficients can be used because they no longer suffer from the deleterious effects of multicollinearity. These standardized regression weights are then transformed back into the metric of the original predictors. The rescaled relative weight of a predictor can easily be transformed into the percentage of variance that is uniquely explained by this predictor when dividing the relative weight of the specific predictor by the total variance explained by all predictors in the regression model ( R 2 ). We performed the relative weight analyses in three steps. In Model 1, we included the different achievement motivation variables assessed in the respective domain in the analyses. In Model 2, we entered intelligence into the analyses in addition to the achievement motivation variables. In Model 3, we included prior school performance indicated by grades measured before testing in addition to all of the motivation variables and intelligence. For all three steps, we tested for whether all relative weight factors differed significantly from each other (see Johnson, 2004 ) to determine which motivational construct was most important in predicting academic achievement (RQ).

Descriptive Statistics and Intercorrelations

Table 1 shows means, standard deviations, and reliabilities. Tables 2 –4 show the correlations between all scales in school in general, in math, and in German. Of particular relevance here, are the correlations between the motivational constructs and students’ school grades. In all three domains (i.e., school in general/math/German), out of all motivational predictor variables, students’ ability self-concepts showed the strongest associations with subsequent grades ( r = 0.53/0.61/0.46; see Tables 2 –4 ). Except for students’ performance-avoidance goals (−0.04 ≤ r ≤ 0.07, p > 0.05), the other motivational constructs were also significantly related to school grades. Most of the respective correlations were evenly dispersed around a moderate effect size of | r | = 0.30.

Table 2. Intercorrelations between all variables in school in general.

Table 3. Intercorrelations between all variables in math.

Table 4. Intercorrelations between all variables in German.

Relative Weight Analyses

Table 5 presents the results of the relative weight analyses. In Model 1 (only motivational variables) and Model 2 (motivation and intelligence), respectively, the overall explained variance was highest for math grades ( R 2 = 0.42 and R 2 = 0.42, respectively) followed by GPA ( R 2 = 0.30 and R 2 = 0.34, respectively) and grades in German ( R 2 = 0.26 and R 2 = 0.28, respectively). When prior school grades were additionally considered (Model 3) the largest amount of variance was explained in students’ GPA ( R 2 = 0.73), followed by grades in German ( R 2 = 0.59) and math ( R 2 = 0.57). In the following, we will describe the results of Model 3 for each domain in more detail.

Table 5. Relative weights and percentages of explained criterion variance (%) for all motivational constructs (Model 1) plus intelligence (Model 2) plus prior school achievement (Model 3).

Beginning with the prediction of students’ GPA: In Model 3, students’ prior GPA explained more variance in subsequent GPA than all other predictor variables (68%). Students’ ability self-concept explained significantly less variance than prior GPA but still more than all other predictors that we considered (14%). The relative weights of students’ intelligence (5%), task values (2%), hope for success (4%), and fear of failure (3%) did not differ significantly from each other but were still significantly different from zero ( p < 0.05). The relative weights of students’ goal orientations were not significant in Model 3.

Turning to math grades: The findings of the relative weight analyses for the prediction of math grades differed slightly from the prediction of GPA. In Model 3, the relative weights of numerical intelligence (2%) and performance-approach goals (2%) in math were no longer different from zero ( p > 0.05); in Model 2 they were. Prior math grades explained the largest share of the unique variance in subsequent math grades (45%), followed by math self-concept (19%). The relative weights of students’ math task values (9%), learning goals (5%), work avoidance (7%), and hope for success (6%) did not differ significantly from each other. Students’ fear of failure in math explained the smallest amount of unique variance in their math grades (4%) but the relative weight of students’ fear of failure did not differ significantly from that of students’ hope for success, work avoidance, and learning goals. The relative weights of students’ performance-avoidance goals were not significant in Model 3.

Turning to German grades: In Model 3, students’ prior grade in German was the strongest predictor (64%), followed by German self-concept (10%). Students’ fear of failure in German (6%), their verbal intelligence (4%), task values (4%), learning goals (4%), and hope for success (4%) explained less variance in German grades and did not differ significantly from each other but were significantly different from zero ( p < 0.05). The relative weights of students’ performance goals and work avoidance were not significant in Model 3.

In the present studies, we aimed to investigate the relative importance of several achievement motivation constructs in predicting students’ academic achievement. We sought to overcome the limitations of previous research in this field by (1) considering several theoretically and empirically distinct motivational constructs, (2) students’ intelligence, and their prior achievement, and (3) by assessing all predictors at the same level of specificity as the achievement criteria. We applied sophisticated statistical procedures to investigate the relations in three different domains, namely school in general, math, and German.

Relative Importance of Achievement Motivation Constructs for Academic Achievement

Out of the motivational predictor variables, students’ ability self-concepts explained the largest amount of variance in their academic achievement across all sets of analyses and across all investigated domains. Even when intelligence and prior grades were controlled for, students’ ability self-concepts accounted for at least 10% of the variance in the criterion. The relative superiority of ability self-perceptions is in line with the available literature on this topic (e.g., Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ; Steinmayr et al., 2018 ) and with numerous studies that have investigated the relations between students’ self-concept and their achievement (e.g., Möller et al., 2009 ; Huang, 2011 ). Ability self-concepts showed even higher relative weights than the corresponding intelligence scores. Whereas some previous studies have suggested that self-concepts and intelligence are at least equally important when predicting students’ grades (e.g., Steinmayr and Spinath, 2009 ; Weber et al., 2013 ; Schneider et al., 2018 ), our findings indicate that it might be even more important to believe in own school-related abilities than to possess outstanding cognitive capacities to achieve good grades (see also Lotz et al., 2018 ). Such a conclusion was supported by the fact that we examined the relative importance of all predictor variables across three domains and at the same levels of specificity, thus maximizing criterion-related validity (see Baranik et al., 2010 ). This procedure represents a particular strength of our study and sets it apart from previous studies in the field (e.g., Steinmayr and Spinath, 2009 ). Alternatively, our findings could be attributed to the sample we investigated at least to some degree. The students examined in the present study were selected for the academic track in Germany, and this makes them rather homogeneous in their cognitive abilities. It is therefore plausible to assume that the restricted variance in intelligence scores decreased the respective criterion validities.

When all variables were assessed at the same level of specificity, the achievement motives hope for success and fear of failure were the second and third best motivational predictors of academic achievement and more important than in the study by Steinmayr and Spinath (2009) . This result underlines the original conceptualization of achievement motives as broad personal tendencies that energize approach or avoidance behavior across different contexts and situations ( Elliot, 2006 ). However, the explanatory power of achievement motives was higher in the more specific domains of math and German, thereby also supporting the suggestion made by Sparfeldt and Rost (2011) to conceptualize achievement motives more domain-specifically. Conceptually, achievement motives and ability self-concepts are closely related. Individuals who believe in their ability to succeed often show greater hope for success than fear of failure and vice versa ( Brunstein and Heckhausen, 2008 ). It is thus not surprising that the two constructs showed similar stability in their relative effects on academic achievement across the three investigated domains. Concerning the specific mechanisms through which students’ achievement motives and ability self-concepts affect their achievement, it seems that they elicit positive or negative valences in students, and these valences in turn serve as simple but meaningful triggers of (un)successful school-related behavior. The large and consistent effects for students’ ability self-concept and their hope for success in our study support recommendations from positive psychology that individuals think positively about the future and regularly provide affirmation to themselves by reminding themselves of their positive attributes ( Seligman and Csikszentmihalyi, 2000 ). Future studies could investigate mediation processes. Theoretically, it would make sense that achievement motives defined as broad personal tendencies affect academic achievement via expectancy beliefs like ability self-concepts (e.g., expectancy-value theory by Eccles and Wigfield, 2002 ; see also, Atkinson, 1957 ).

Although task values and learning goals did not contribute much toward explaining the variance in GPA, these two constructs became even more important for explaining variance in math and German grades. As Elliot (2006) pointed out in his hierarchical model of approach-avoidance motivation, achievement motives serve as basic motivational principles that energize behavior. However, they do not guide the precise direction of the energized behavior. Instead, goals and task values are commonly recruited to strategically guide this basic motivation toward concrete aims that address the underlying desire or concern. Our results are consistent with Elliot’s (2006) suggestions. Whereas basic achievement motives are equally important at abstract and specific achievement levels, task values and learning goals release their full explanatory power with increasing context-specificity as they affect students’ concrete actions in a given school subject. At this level of abstraction, task values and learning goals compete with more extrinsic forms of motivation, such as performance goals. Contrary to several studies in achievement-goal research, we did not demonstrate the importance of either performance-approach or performance-avoidance goals for academic achievement.

Whereas students’ ability self-concept showed a high relative importance above and beyond intelligence, with few exceptions, each of the remaining motivation constructs explained less than 5% of the variance in students’ academic achievement in the full model including intelligence measures. One might argue that the high relative importance of students’ ability self-concept is not surprising because students’ ability self-concepts more strongly depend on prior grades than the other motivation constructs. Prior grades represent performance feedback and enable achievement comparisons that are seen as the main determinants of students’ ability self-concepts (see Skaalvik and Skaalvik, 2002 ). However, we included students’ prior grades in the analyses and students’ ability self-concepts still were the most powerful predictors of academic achievement out of the achievement motivation constructs that were considered. It is thus reasonable to conclude that the high relative importance of students’ subjective beliefs about their abilities is not only due to the overlap of this believes with prior achievement.

Limitations and Suggestions for Further Research

Our study confirms and extends the extant work on the power of students’ ability self-concept net of other important motivation variables even when important methodological aspects are considered. Strength of the study is the simultaneous investigation of different achievement motivation constructs in different academic domains. Nevertheless, we restricted the range of motivation constructs to ability self-concepts, task values, goal orientations, and achievement motives. It might be interesting to replicate the findings with other motivation constructs such as academic self-efficacy ( Pajares, 2003 ), individual interest ( Renninger and Hidi, 2011 ), or autonomous versus controlled forms of motivation ( Ryan and Deci, 2000 ). However, these constructs are conceptually and/or empirically very closely related to the motivation constructs we considered (e.g., Eccles and Wigfield, 1995 ; Marsh et al., 2018 ). Thus, it might well be the case that we would find very similar results for self-efficacy instead of ability self-concept as one example.

A second limitation is that we only focused on linear relations between motivation and achievement using a variable-centered approach. Studies that considered different motivation constructs and used person-centered approaches revealed that motivation factors interact with each other and that there are different profiles of motivation that are differently related to students’ achievement (e.g., Conley, 2012 ; Schwinger et al., 2016 ). An important avenue for future studies on students’ motivation is to further investigate these interactions in different academic domains.

Another limitation that might suggest a potential avenue for future research is the fact that we used only grades as an indicator of academic achievement. Although, grades are of high practical relevance for the students, they do not necessarily indicate how much students have learned, how much they know and how creative they are in the respective domain (e.g., Walton and Spencer, 2009 ). Moreover, there is empirical evidence that the prediction of academic achievement differs according to the particular criterion that is chosen (e.g., Lotz et al., 2018 ). Using standardized test performance instead of grades might lead to different results.

Our study is also limited to 11th and 12th graders attending the highest academic track in Germany. More balanced samples are needed to generalize the findings. A recent study ( Ben-Eliyahu, 2019 ) that investigated the relations between different motivational constructs (i.e., goal orientations, expectancies, and task values) and self-regulated learning in university students revealed higher relations for gifted students than for typical students. This finding indicates that relations between different aspects of motivation might differ between academically selected samples and unselected samples.

Finally, despite the advantages of relative weight analyses, this procedure also has some shortcomings. Most important, it is based on manifest variables. Thus, differences in criterion validity might be due in part to differences in measurement error. However, we are not aware of a latent procedure that is comparable to relative weight analyses. It might be one goal for methodological research to overcome this shortcoming.

We conducted the present research to identify how different aspects of students’ motivation uniquely contribute to differences in students’ achievement. Our study demonstrated the relative importance of students’ ability self-concepts, their task values, learning goals, and achievement motives for students’ grades in different academic subjects above and beyond intelligence and prior achievement. Findings thus broaden our knowledge on the role of students’ motivation for academic achievement. Students’ ability self-concept turned out to be the most important motivational predictor of students’ grades above and beyond differences in their intelligence and prior grades, even when all predictors were assessed domain-specifically. Out of two students with similar intelligence scores, same prior achievement, and similar task values, goals and achievement motives in a domain, the student with a higher domain-specific ability self-concept will receive better school grades in the respective domain. Therefore, there is strong evidence that believing in own competencies is advantageous with respect to academic achievement. This finding shows once again that it is a promising approach to implement validated interventions aiming at enhancing students’ domain-specific ability-beliefs in school (see also Muenks et al., 2017 ; Steinmayr et al., 2018 ).

Data Availability

The datasets generated for this study are available on request to the corresponding author.

Ethics Statement

In Germany, institutional approval was not required by default at the time the study was conducted. That is, why we cannot provide a formal approval by the institutional ethics committee. We verify that the study is in accordance with established ethical guidelines. Participation was voluntarily and no deception took place. Before testing, we received informed consent forms from the parents of the students who were under the age of 18 on the day of the testing. If students did not want to participate, they could spend the testing time in their teacher’s room with an extra assignment. All students agreed to participate. We included this information also in the manuscript.

Author Contributions

RS conceived and supervised the study, curated the data, performed the formal analysis, investigated the results, developed the methodology, administered the project, and wrote, reviewed, and edited the manuscript. AW wrote, reviewed, and edited the manuscript. MS performed the formal analysis, and wrote, reviewed, and edited the manuscript. BS conceived the study, and wrote, reviewed, and edited the manuscript.

We acknowledge financial support by Deutsche Forschungsgemeinschaft and Technische Universität Dortmund/TU Dortmund University within the funding programme Open Access Publishing.

Conflict of Interest Statement

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

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Keywords : academic achievement, ability self-concept, task values, goals, achievement motives, intelligence, relative weight analysis

Citation: Steinmayr R, Weidinger AF, Schwinger M and Spinath B (2019) The Importance of Students’ Motivation for Their Academic Achievement – Replicating and Extending Previous Findings. Front. Psychol. 10:1730. doi: 10.3389/fpsyg.2019.01730

Received: 05 April 2019; Accepted: 11 July 2019; Published: 31 July 2019.

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Copyright © 2019 Steinmayr, Weidinger, Schwinger and Spinath. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence: Ricarda Steinmayr, [email protected]

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IResearchNet

Achievement Motivation

Achievement motivation definition.

The term achievement motivation may be defined by independently considering the words achievement and motivation. Achievement refers to competence (a condition or quality of effectiveness, ability, sufficiency, or success). Motivation refers to the energization (instigation) and direction (aim) of behavior. Thus, achievement motivation may be defined as the energization and direction of competence-relevant behavior or why and how people strive toward competence (success) and away from incompetence (failure).

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The task of achievement motivation researchers is to explain and predict any and all behavior that involves the concept of competence. Importantly, their task is not to explain and predict any and all behavior that takes place in achievement situations. Much behavior that takes place in achievement situations has little or nothing to do with competence; limiting the achievement motivation literature to behavior involving competence is necessary for the literature to have coherence and structure. That being said, competence concerns and strivings are ubiquitous in daily life and are present in many situations not typically considered achievement situations. Examples include the following: a recreational gardener striving to grow the perfect orchid, a teenager seeking to become a better conversationalist, a politician working to become the most powerful leader in her state, and an elderly person concerned about losing his or her skills and abilities. Thus, the study of achievement motivation is quite a broad endeavor.

Many different achievement motivation variables have been studied over the years. Prominent among these variables are the following: achievement aspirations (the performance level one desires to reach or avoid not reaching; see research by Kurt Lewin, Ferdinand Hoppe), achievement needs/motives (general, emotion-based dispositions toward success and failure; see research by David McClelland, John Atkinson), test anxiety (worry and nervousness about the possibility of poor performance; see research by Charles Spielberger, Martin Covington), achievement attributions (beliefs about the cause of success and failure; see research by Bernard Weiner, Heinz Heckhausen), achievement goals (representations of success or failure outcomes that people strive to attain or avoid; see research by Carol Dweck, John Nicholls), implicit theories of ability (beliefs about the nature of competence and ability; see research by Carol Dweck, Robert Sternberg), perceived competence (beliefs about what one can and cannot accomplish; see research by Albert Bandura; Susan Harter), and competence valuation (importance judgments regarding the attainment of success or the avoidance of failure; see research by Jacqueline Eccles, Judy Harackiewicz). Achievement motivation researchers seek to determine both the antecedents and consequences of these different variables.

Many achievement motivation researchers focus on one of the aforementioned variables in their work, but others strive to integrate two or more of these constructs into an overarching conceptual framework. One such model that has received significant research attention of late is the hierarchical model of approach-avoidance achievement motivation (see research by Andrew Elliot and colleagues); this model is described in the following paragraphs.

Achievement goals are the centerpiece of the model, and these goals are differentiated according to two basic aspects of competence: how it is defined and how it is valenced. Competence is defined by the standard used to evaluate it, and three such standards are identified: an absolute (i.e., task-inherent) standard, an intrapersonal (i.e., the individual’s past attainment or maximum possible attainment) standard, and an interpersonal (i.e., normative) standard. At present, absolute and intraper-sonal standards are collapsed together within a “mastery goal” category, and normative standards are placed within a “performance goal” category. Competence is valenced by whether it is focused on a positive possibility that one would like to approach (success) or a negative possibility that one would like to avoid (failure).

Putting the definition and valence aspects of competence together yields four basic achievement goals that are presumed to comprehensively cover the range of competence-based strivings. Mastery-approach goals represent striving to approach absolute or intrapersonal competence, for example, striving to improve one’s performance. Mastery-avoidance goals represent striving to avoid absolute or intrapersonal incompetence, for example, striving not to do worse than one has done previously. Performance-approach goals represent striving to approach interpersonal competence, for example, striving to do better than others. Performance-avoidance goals represent striving to avoid interpersonal incompetence, for example, striving to avoid doing worse than others.

These achievement goals are posited to have an important and direct impact on the way people engage in achievement activities and, accordingly, the outcomes they incur. Broadly stated, mastery-approach and performance-approach goals are predicted to lead to adaptive behavior and different types of positive outcomes (e.g., mastery-approach goals are thought to optimally facilitate creativity and continuing interest, and performance-approach goals are thought to optimally facilitate performance attainment). Mastery-avoidance and, especially, performance-avoidance goals, on the other hand, are predicted to lead to maladaptive behavior and negative outcomes such as selecting easy instead of optimally challenging tasks, quitting when difficulty or failure is encountered, and performing poorly. A substantial amount of research over the past decade has supported these predictions.

Achievement goals are viewed as concrete, situation-specific variables that explain the specific aim or direction of people’s competence pursuits. Other variables are needed to explain why people orient toward different definitions and valences of competence in the first place, and why they adopt particular types of achievement goals. Higher-order variables such as achievement needs/motives, implicit theories of ability, general competence perceptions, and features of the achievement environment (e.g., norm-based vs. task-based performance evaluation, harsh vs. lenient performance evaluation) are used to explain achievement goal adoption. These variables are not posited to have a direct influence on achievement outcomes, but they are expected to have an indirect influence by prompting achievement goals that, in turn, exert a direct influence on achievement outcomes.

Achievement needs/motives may be used as an illustrative example. Two types of achievement needs/motives have been identified: the need for achievement, which is the dispositional tendency to experience pride upon success, and fear of failure, which is the dispositional tendency to experience shame upon failure. The need for achievement is predicted to lead to mastery-approach and performance-approach goals, whereas fear of failure is predicted to lead to mastery-avoidance and performance-avoidance goals. Fear of failure is also predicted to lead to performance-approach goals, a need/motive to goal combination that represents an active striving toward success to avoid failure (i.e., active avoidance). The need for achievement and fear of failure are posited to have an indirect influence on achievement outcomes through their impact on achievement goal adoption. A number of empirical studies have provided evidence in support of these predictions, as well as many other hierarchically based predictions (involving other higher-order variables) derived from the model.

Models of achievement motivation are of theoretical importance because they help to explain and predict competence-relevant behavior in a systematic and generative fashion. Such models are also of practical importance because they highlight how factors besides intelligence and ability have a substantial impact on achievement outcomes. Competence is widely considered a basic need that all individuals require on a regular basis for psychological and physical well-being to accrue. The bad news from the achievement motivation literature is that many people exhibit motivation in achievement situations that leads to maladaptive behavior, undesirable achievement outcomes, and, ultimately, ill-being. The good news from the achievement motivation literature is that motivation is amenable to change.

References:

• Covington, M. V. (1992). Making the grade: A self-worth perspective on motivation and school reform. Cambridge, UK: Cambridge University Press.
• Elliot, A. J., & Dweck, C. S. (Eds.). (2005). Handbook of competence and motivation. New York: Guilford Press.
• Heckhausen, H., Schmalt, H.-D., & Schneider, K. (1985). Achievement motivation in perspective (M. Woodruff & R. Wicklund, Trans.). New York: Academic Press.
• McClelland, D. C., Atkinson, J. W., Clark, R. A., & Lowell, E. L. (1953). The achievement motive. New York: Appleton-Century-Crofts.
• Nicholls, J. G. (1989). The competitive ethos and democratic education. Cambridge, MA: Harvard University Press.

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Ziegler, M., Schmukle, S., Egloff, B., & Bühner, M. (2010). Investigating measures of achievement motivation(s). Journal of Individual Differences, 31 (1), 15–21.

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Achievement Motivation

Updated 12 December 2023

Subject HR Management ,  Learning ,  Child Development

Downloads 56

Category Business ,  Education ,  Psychology

Topic Performance ,  Motivation

How Achievement Motivation is affected by Socioeconomic Background, Race, and Family Structure

Motivation is defined as the driving force behind an individual's actions, which can facilitate achievement of goals. People tend to take risk and perform dangerous activities to meet their needs and fulfill their interests. One expects negative and positive feedbacks, therefore, need to be motivated to ensure achievement of the objectives or self-satisfaction. Achievement motivation is the desire to perform better and acquire unique accomplishment, compete with the set standards of excellence, and involve with achievement goals that are long-term (Kavita " Malipatil, 2016). Achievement motivation constitutes the behaviors towards development and demonstration of higher capabilities by people. An individual is aware that he/she has the responsibility of a particular outcome and has to work hand to produce desired results. The goal is always to succeed and record good performance against the standards of excellence or in comparison to other competitors. People differ in strength and motive to achieve while challenges vary in the risk they pose as well as the opportunities they offer. The motivation for success in something is affected by personality and environmental factors. Achievement motivation is influenced by various factors such as social, economic status, race, as well as family structure.

Social, economic status and Achievement motivation

Social, economic status of an individual is the measure of work experience and the family's economic and social state about other people about income, occupation, and education. The household income is an important determiner of one's socioeconomic status since it determines several aspects such as quality of education and the career of an individual. For instance, in families with higher income, education is of great importance but in more impoverished areas food is of concern that is more significant. Kavita and Malipatil (2016) argue that social, economic status is essential in determining the behavior of an individual. The social conditions, which a person interacts with, provide a framework for the acquisition of values, practices, as well as procedures of some activities. The environment helps in developing unique personality traits that constitute the driving force to achieve some set goals. For instance, in sport, the social-economic background of players affects characteristics such as achievement motivation extensively. If one comes from a society that is renowned for sporting activities or produced great sports personalities, there is a higher possibility of such an individual having great interest in sports. Kavita and Malipatil (2016) found out that sportswomen from low socio-economic status possess high achievement motivation compared to those from high SES. The family can have a significant impact on members’ motivation by providing feelings of security, affection, as well as economic sufficiency.

Race and Achievement motivation

The race is another determiner of achievement motivation, and any discrimination has a negative impact on the individual. People from minority races face several challenges in life due to harmful stereotypes they suffer from their colleagues belonging to the majority races. Racial prejudice may occur in schools, communities, and among peers affecting their mental health outcomes (Wood " Graham, 2010). This, in turn, affects achievement of the motivation of various individuals in activities they undertake. The stress from racial discrimination can explain for the existence of persistent gaps in performance in various fields such as academics, athletics, and sports. This may be due to reduced achievement motivation by discriminated individuals who feel prejudiced. Individuals from the black minority race are likely to be less motivated in achieving specific goals if they feel that their white counterparts are exposed to better privileges. The perception that one may be treated differently or in an unfair way due to race leads to the stress of experiencing negative expectations about the ethnic group (Wood " Graham, 2010). Although some people may develop strategies to deal with the pain of racial discrimination, self-motivation and desire to achieve their goals may be affected negatively.

Family Structure and Achievement motivation

The family structure can be of significant influence to children's achievement motivation depending on the parenting style. Modern parenting styles can affect children achievement motivation in various fields including academic and co-curricular activities. Some parents are highly controlling while others are quite relaxed during parenting. For instance, some children are forced to go through music lessons and regimented academics in which children are shamed in case of underperformance. Achievement motivation in such families is meant to please parents as well as ensure satisfaction of cultural norms rather than benefit a child (Chakraborty, 2017). Some parents connect with their children very well by getting involved in their kids’ experiences and issues. However, being overprotective to children can make them hesitate to overcome challenges and less motivated. Whenever kids feel that their parents are always there, they can become less motivated to do something by themselves thus may not set their targets. Parents have a significant role in fostering independence and achievement motivation to their children. The family set up can be of considerable influence to growing children thus a right environment will be of more benefits (Chakraborty, 2017). Being open and discussing issues affecting family members is a right way of encouraging kids to venture out on their own and discover their strengths and weaknesses.

Implications

Motivation is the driving force in achieving targets as it provides a critical foundation for planning, organization, as well as decision-making in individuals. Achievement is a task-oriented behavior as individual performance is accessed against some set standards to determine the level of accomplishment. Achievement motivation combines two personality variables that include the tendency to approach success and to avoid failure (Wood " Graham, 2010). It allows people to steer towards targets and dominate challenging tasks that will enable them to get quality results. Achievement motivation makes it possible for people to pursue jobs that they feel that they are valuable in their lives. It is an essential aspect of schools, sports, and careers since it facilitates positive results by individuals. Individuals that fail to achieve their targets record poor performance as well as failure to enjoy their everyday life. Besides, some may experience stress and withdrawal, which can affect their emotional well-being.

Motivation achievement involves personal strive for particular goals and a profound driving force to engage in some tasks for personal accomplishment. Several factors affect motivation desire to achieve, which include socio-economic and social factors, family structure, and race. Each of them can have the different effect on an individual depending on the perception. For instance, a strict family upbringing may make a child more focused to achieve goals while others can rebel against parental control. Achievement motivation is associated with hard work in various fields such as education, sports, and careers since it can influence individuals' performance.

Chakraborty, J. (2017). A Study of Family Relation Structure Stress and Achievement Motivation of Higher Secondary Students.

Kavita, S. H., " Malipatil, R. P. (2016). Influence of Socio-Economic Status on Achievement Motivation of Sports Women. International Journal of Physical Education, Sports and Health 2016; 3(6): 440-442.

Wood, D., " Graham, S. (2010). Why Race Matters: Social Context and Achievement Motivation in African American Youth. In The Decade Ahead: Applications and Contexts of Motivation and Achievement (pp. 175-209). Emerald Group Publishing Limited.

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Essay About Achievements: Top 5 Examples and 6 Prompts

Are you having problems writing your essay about achievements? Then, continue reading this article for samples and prompts to guide you in your writing.

Achievement influences our expectations and self-growth. It’s also often connected with an individual’s progress in life. It gives way for recognition in attaining a goal through standards. 

Achievement acknowledges successes, productiveness, and involvement. But sometimes, achieving doesn’t result in a feeling of satisfaction. Writing an achievement essay is usually based on experiences from yourself or others. You can explore different viewpoints, such as what they consider an “achievement,” how to overcome weaknesses, or why they want a specific achievement. Below are 5 examples and 6 writing prompts to assist you in your essay:

1. The Greatest Achievements In Life by Gerard Reese

2. greatest professional or academic achievement by james taylor , 3. essay on achievements from my professional life by bdoan, 4. my accomplishment by taylor wood, 5. when my weakness became my greatest accomplishment by jay merrill logan, 6 writing prompts on essay about achievements, 1. ways to achieve within different settings, 2. achievements in the small things, 3. how to build confidence, 4. the power of overcoming fear, 5. steps to be successful, 6. guide to building a strong character.

“Nobody succeeds on the first try, we take our mistakes and learn from them. Mistakes are the things that help us strive for greatness, which is why failure should not be viewed as something negative, but more as something we can use to attain [what] we want in life.”

Reese’s piece on achievement talks about learning from failure and trying again until you reach success. Time and failure are contributors to our achievements. He emphasizes that failure can be a steward and teacher to help us get where we want to be. He also provides lists of individuals who encountered crises in their lives until they reached their most successful phases. 

“My father always instilled in me the importance of education. He knew very well that in order for his children to be successful he needed to set them up for success and place them in a position where we would be afforded the opportunity to succeed.”

Family significantly impacts one’s interpretation of what achievements are about. Taylor’s essay highlights the idea of what his father taught him about education and success. He mentions how he embarked through life while keeping his father’s acknowledgment of his potential in the field he has chosen. His essay shows that family shapes one’s belief about what’s considered a successful life.

“I consider the experience in Japan as a big achievement and an important step in my career. The fact that I could master the complex situation gave me much self-confidence and showed that I could manage people successfully even in difficult situations. Today, this unique ability of handling teams attributed me as a strong leader for my people.”

Bdoan’s essay focuses on past experiences and how she handled cultural differences and beliefs, leading to her successful professional life. To achieve fulfillment in work, she breaks the barrier, communicates effectively, and embraces Japanese culture, which she set as a significant setting stone in her career life.

“Through the influence of my best friend, I have motivated myself to spend two hours during the night before I go to sleep to master the lessons the teacher has discussed in class. This helped me greatly since I would no longer have to cram and study everything for the exams later.”

Wood’s essay highlights the external factors that contributed to his achievements. External factors can lead a person to success or frustration. Through a piece of great advice, he changed his lifestyle by allowing himself to move forward and build a quality life. He compares this to Newton’s First law of motion, which he quoted and put at the beginning of his essay.

“…the more I thought about my own greatest personal academic achievement, I realized it was simply getting an A in a college history class my freshman year. Succeeding in this upper-level history class set the tone for all my future college courses and gave me the confidence I needed to achieve greatness, and I am not even a history major.”

Logan talks about his worst subject, History. He recounts how he approached his professor and overcame his weakness. This essay points out that words from others can influence self-growth and confidence. He says he developed faith in his study during college and attained his most outstanding accomplishment.

Are you having problems connecting your ideas smoothly? See this guide on transition words for essays.

After reading through the samples above, it’s time to explore your desired achievement subjects. Here are six prompts about achievements you can use:

Everyone sets expectations for themselves, dependent on the environment they’re in. It can be at work, school, or home. In these cases, the result is just as important as the process.

You can focus your essay on a relatable viewpoint, such as a student who wants to get A+ grades or an office worker who wants to get the Employee of the Month Award. Discuss ways they can excel in their surroundings. Your essay will serve as a guide to help them grow personally and professionally.

Achievements don’t need to be grand. Sometimes, simply getting out of bed is an achievement, especially for those suffering from mental illnesses such as depression. Center your essay on the simple things that can be considered achievements in their way. 

Your essay will not only serve as a reminder that it’s essential to appreciate the small things. It will also comfort those who are going through a hard time.

This topic asks you to highlight the relationship between confidence and achievements. You can interview someone confident in themselves. Ask for tips on building confidence and relay them to your readers while explaining the opportunities they can get by believing in themselves more.

In this busy world, fear is one of the most significant setbacks for people in accomplishing their goals in life. In this essay, you can explain to your readers how acknowledging their fears will help them advance.  

You can also conceptualize the effect of anxiety in achieving your desires and help you set your standard in developing self-growth. Feel free to share your experience with fears and how you plan to deal with them.

To be successful is everyone’s goal. However, sharing steps and tips on how to achieve success is general prompt many writes about. To make your piece stand out, you can tailor it to a group of individuals. For example, a student’s image of success is going on stage and graduating with honors.

Someone’s character is critical to achieving achievements. You can write about a well-known individual who went against the usual route of how success is reached. Such as Steve Jobs, who founded Apple but was a college dropout. 

There are many ways to reach a goal. Tell your readers that they don’t need to follow the conventional method of accomplishing things to get their hands on the achievements they crave.

Do you want to be more confident with your writing? Here are 11 essay writing tips you need to learn today!

Maria Caballero is a freelance writer who has been writing since high school. She believes that to be a writer doesn't only refer to excellent syntax and semantics but also knowing how to weave words together to communicate to any reader effectively.

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Achievement Motivation Theory

Introduction, background of achievement theory, characteristics of achievement-oriented people, relevance of theory, effect of achievement motivation on behavior, practical application of theory, the use of theory in organizational effectiveness.

Achievement motivation theory explores the factors that motivate people to pursue success in everyday undertakings in their personal and professional lives. It holds that people are motivated to attain success in life by seeking out achievement through setting moderately difficult goals and overcoming the obstacles they encounter along the way. Individuals who are motivated by achievement enjoy tackling challenging tasks because of their innate drive to succeed. They view challenges not as obstacles but as opportunities for personal growth and professional development.

They believe that persistence and hard work are important ingredients in the attainment of success. According to the achievement motivation theory, individuals who pursue excellence possess either internal or external motivation and use different methods and techniques to attain their goals. In the workplace, motivation plays an important role in the attainment of organizational objectives. Employees are motivated by different things. Management teams are responsible for finding what motivates employees and working toward creating work environments that allow them to work at their best.

The motivation achievement theory was developed by David McClelland, and it states that human beings are motivated by three main factors that include achievement, power, and affiliation (Aswathappa, 2005). The need for achievement is the strongest and has greater significance in the achievement of success. McClelland believed that the need for achievement was a human intention that was critical to living a meaningful life. He maintained that people who are driven by achievement pursue excellence for the sake of succeeding.

In that regard, they value personal achievement more than the rewards that come with success (Aswathappa, 2005). The satisfaction of attaining a goal is more important than any reward that could accompany it. An individual’s intention to pursue success is determined by three main factors namely the need to achieve, one’s estimate of the likelihood of success, and how strongly the individual wants to succeed (Fyans, 2013).

The theory suggests that achievement motivation is an innate human need that drives people to pursue excellence in their activities (Aswathappa, 2005). The need for achievement is based on two major factors namely, intention and the force of intention on behavior. In an organization, the personal motive of an employee is usually shaped by the hierarchy that the employee wishes to occupy in the organization (Shah & Gardner, 2008). The motive shapes the behavior of the employee in the process of achieving goals.

One of the main characteristic of people who possess a strong achievement-based motivation is the propensity to set goals (Fyans, 2013). In their pursuance of goals, these individuals have the need for ‘balanced challenge.’ The balanced challenge can be defined as the need to pursue tough and demanding tasks that build on past successes or achievements without compromising the drive for excellence (Aswathappa, 2005). In that regard, they set goals that are within their abilities to achieve. Achievement-motivated people take projects that match their efforts and abilities.

The theory postulates several characteristics that McClelland considered evident in achievement-oriented individuals. First, they value achievement more than the material or financial reward for achieving their goals (Fyans, 2013). In that regard, they get more satisfaction achieving a goal than from getting recognition for achieving a goal. Second, they view financial rewards as a tool to measure success and not as a goal to be pursued (Shah & Gardner, 2008). Therefore, they are neither motivated by the security nor the economic status that money brings.

Third, they value feedback because it aids in measure progress and facilitates the implementation of change (Aswathappa, 2005). Feedback must be trustworthy, truthful, and quantifiable. In addition, it should contain insights that will help them improve and find ways of doing things better. Fifth, achievement-motivated people choose jobs and responsibilities that offer them the opportunity to achieve success (Aswathappa, 2005).

In many organizations, people with the aforementioned qualities are the ones that get results because the attainment of goals is their main focus. McClelland noted that employees with achievement motives are usually driven by two factors that include the challenge of success and the fear of failure. These employees exhibit analytical tendencies and are always willing to go beyond their comfort zones to achieve certain desired outcomes (Fyans, 2013). Such employees are highly motivated when they work toward projects that have high chances of success.

Employees with achievement motivation strive to achieve their goals regardless of the obstacles they encounter (Petri & Govern, 2012). They are persistent, patient, and aggressive in their approach to handling projects. They set goals that are challenging and that can be influenced through sustained effort. They set challenging goals so that they can get satisfaction when they attain them. Achievement-oriented employees can either work alone or collaborate with other high achievers within the organization (Petri & Govern, 2012). They do not require recognition from their managers because the achievement of the goal alone is a sufficient reward.

The theory is relevant in contemporary work environments because it helps managers understand why employees behave in certain ways. Behaviors such as low productivity, absenteeism, and work avoidance can be the result of assigning employees responsibilities and tasks that do not serve their need for achievement (Aswathappa, 2005). Employees who are not motivated exhibit low productivity and morale. Managers can use the theory to study employees and determine whether the tasks they assign them to serve their achievement needs.

In addition, managers can use their concepts to improve work environments and develop organizational cultures that facilitate the achievement of goals and objectives (Petri & Govern, 2012). Giving constructive feedback and assigning tasks that give employees the opportunity for achievement can be strategies that managers can use to achieve organizational success. Motivated employees play an important role in the attainment of organizational goals. Motivating employees is a tough task because of differences in needs and hierarchies in the organization (Petri & Govern, 2012).

The strategy used to motivate a top management employee is not the same strategy that is used to motivate a newcomer in a junior position. Both individuals have different needs, goals, and responsibilities. Employees are motivated by different work aspects. For example, one employee might be motivated by receiving challenging tasks to work on while another may be motivated by the promise of monetary rewards. Understanding employees is one of the challenges that management teams encounter when developing motivation strategies.

Achievement-oriented employees do not require monetary incentives to enhance their performance and productivity (Aswathappa, 2005). Instead, they need more responsibilities that offer the opportunity to get the satisfaction of achieving desired outcomes. In that regard, it is important for managers to understand what motivates their employees.

According to the achievement motivation theory, people who are motivated by achievement always pursue challenging goals if they feel that they can influence the outcome (Petri & Govern, 2012). In that regard, they prefer to work on goals rather than relying on a chance to get the desired outcomes. Many employees avoid difficult tasks because of the probability of failure. Conservative employees avoid taking such risks in order to minimize their exposure to loss.

Achievement-motivated employees prefer a moderate degree of risk because of the belief that their efforts and abilities will surmount any obstacle they encounter in the process of achieving goals (Petri & Govern, 2012). Achievement-oriented employees will embrace risks, take on challenging tasks that other employees void, and persist in the face of adversity (Petri & Govern, 2012). Such employees will always ask for more responsibilities because of the satisfaction they get out of completing challenging tasks.

Managers can use this concept to understand why some employees request for more responsibilities while others avoid them. Lack of motivation is one of the reasons why employees avoid certain tasks. If an employee is assigned a task that he/she feels does not serve the need for achievement, they will either avoid it or do a shoddy job (Fyans, 2013). Recognizing the need for achievement in employees as a motivating factor is important for the successful management of employees.

Achievement-oriented people set goals and use different approaches to achieve them (Shah & Gardner, 2008). Some employees stay with tasks longer than expected because of their approach of trying different methods to achieve goals. This attitude of never giving up until a certain result is achieved enhances creativity among employees (Fyans, 2013). As mentioned earlier, achievement-oriented employees are motivated when they perceive a task as easily influenced by their ability and efforts.

In that regard, they prefer to work persistently on a project until it is complete rather than relying on external factors for assistance. Achievement-oriented employees set moderately difficult but achievable goals because the satisfaction of overcoming obstacles and achieving the goals is a great reward (Miner, 2007). Every action that an employee takes is based on motivational dynamics such as desires, ambitions, and needs (Fyans, 2013). Achievement motivation primarily pushes individuals to achieve success by achieving their goals. Achievement goals affect both behavior and the performance of tasks.

The aforementioned motivation dynamics can affect how employees behave in different situations and environments. Understating the influence of achievement motivation on employees is important because all their actions, thoughts, behaviors, attitudes, values, and beliefs are shaped by the drive to succeed (Aswathappa, 2005). In predicting employee behavior, implicit and explicit motives are considered. Implicit motives emanate from the reward that is expected from the successful completion of a task. Explicit motives are evident in the rational choices that people make. Research has shown that both types of motives influence how individuals develop their goals and behave.

Many employees avoid taking risks because of the potential for failure that risking carries. As mentioned earlier, achievement-oriented employees set moderately difficult tasks. They avoid high-risk projects due to the high probability of accidental success rather than success based on meticulous planning and focused effort (Miner, 2007). In addition, they do not derive any satisfaction from accidental success. Similarly, they avoid easy tasks because they do not challenge them in any way and therefore, provide no satisfaction. Employees with achievement motivation can either work alone or in groups. However, they are more inclined toward working independently so that when they succeeded or fail they can attribute the outcome to their individual efforts.

The achievement motivation theory can be used by managers in the workplace to evaluate employees in order to identify their dominant motivators (Fyans, 2013). The information collected from an employee evaluation program can be used to improve goal setting and the process of providing feedback. In addition, the information can be used to influence employee motivation and create effective reward programs. Management teams can also use the information to design jobs that fit the different motivational needs of employees (Miner, 2007).

One of the areas that the theory can be successfully applied in workplaces is in the assignment of tasks and responsibilities. As mentioned earlier, people motivated by achievement usually take challenging projects that they believe can be influenced by their efforts and abilities. They get satisfaction by overcoming challenges and completing difficult tasks (Miner, 2005).

Managers can give the most challenging tasks to achievement-oriented employees because they will work harder and use different approaches until they complete them. On the other hand, they can assign simpler tasks to employees who are motivated by other factors other than achievement. Employees are more productive when they work on tasks that allow them to achieve their goals and objectives (Fyans, 2013). Therefore, managers can influence the behavior of employees by assigning tasks that serve their individual needs.

The achievement motivation theory suggests that the need for achievement is a trait that can be learned and utilized to attain success in different areas of life (Miner, 2005). McClelland believed that economically challenged people could change their lives if they need for achievement was stimulated in them. This is one of the concepts that managers can apply in organizations to motivate employees and enhance the achievement of organizational goals. Managers can develop training programs to instill in employees specific motives for working on different projects (Miner, 2007).

People can learn motives and arrange them in a hierarchy that is determined by the perception of their potential to influence the outcomes of tasks. The process of development involves the creation of positive and negative associations toward events and situation. This explains why some employees find challenging tasks pleasurable while others find them painful. People who have learned to associate pleasure with challenging tasks are described as possessing achievement motivation (Miner, 2005). Such people have achievement at the top of the motive hierarchy. Employees with achievement motivation need minimal achievement cues to enhance their performance at work. The expectation of pleasure from the completion of a project is sufficient to motivate them.

Achievement-oriented people prefer environments and situations that allow them to achieve goals through their own effort and competence (Miner, 2005). They dislike the likelihood that chance could play a key role in the attainment of goals. Managers could utilize this concept in the workplace by creating achievement situations that allow employees to use their abilities and efforts to achieve results. Employee development is an important motivation factor that managers use in the workplace. Employees work harder and are more effective when they derive a sense of personal growth and professional development from their work (Miner, 2007).

The effectiveness of employees increases when they are assigned tasks and responsibilities that require the use of their skills and knowledge. Managers can also use concepts of the achievement motivation theory to increase organizational effectiveness by creating situations and tasks that are characterized by moderate difficulty and risk.

Exceedingly difficult tasks lower the chance of achieving success and decrease the probability of deriving a sense of achievement after accomplishing them (Miner, 2005). On the other hand, very easy tasks do not challenge employees in any way and therefore, should be avoided. Achievement-motivated employees prefer tasks that have moderate levels of risks and that stretch their capabilities beyond their comfort zones.

Managers can apply the theory to improve organizational effectiveness by using feedback to help employees evaluate their progress and make the necessary adjustments in their goal-achievement approaches (Miner, 2005). Managers should offer clear and unambiguous feedback as a way of facilitating the process of evaluating progress. Employees find it difficult to derive a sense of achievement form their work when they cannot tell whether they are succeeding or failing. Providing feedback is one of the ways organizations use to tell whether the results they are getting are taking them toward success or failure.

The theory also states that achievement situations permit innovation and the development of novel solutions to problems. Managers can facilitate such situations by giving employees the freedom to make decisions on matters that affect their work. Employees get a great sense of achievement when they find solutions to challenges. The theory includes a concept known as ‘anticipation of future possibilities’. It is necessary for managers to create work environments that provide employees with opportunities for future growth both personally and professionally (Miner, 2007). The motivation achievement theory can be used to improve organizational effectiveness because it explores concepts that managers can use to create situations that promote achievement motivation in employees.

The achievement motivation theory was developed by David McClelland, and states that people are motivated by three main needs namely, achievement, power, and affiliation. Among the three, achievement is the most significant and the major focus of the theory. The theory has practical applications because it can be used in organizations to influence employee behavior and improve organizational effectiveness. People who are motivated by achievement tasks with intermediate levels of difficulty, value the satisfaction of achievement more than monetary reward or recognition, and use different approaches to achieve their goals regardless of the obstacles they encounter along the way.

In organizations, employee behavior with regard to attainment of goals is mainly influenced by the level of motivation. Motivated employees are highly productive, efficient, work hard, and exhibit high levels of creativity and innovation. In contrast, employees with low motivation are unproductive, inefficient, lazy, and exhibit low levels of creativity and innovation. McClelland believed that the need for achievement can be learned. Therefore, it is necessary for managers to develop graining programs to instill the need for achievement in employees in order to improve their performance and organizational effectiveness. Managers can use the theory’s concepts to influence employee behavior.

The need to achieve and the fear of failure determine how employees behave or respond to situations. In that regard, managers should ensure that the tasks they assign to employees are not exceedingly difficult. Very difficult tasks affect intrinsic motivation because employees perceive the tasks as impervious to their efforts and capabilities. In addition, managers should provide accurate and constructive feedback because achievement-oriented people need to constantly evaluate their progress to determine whether the results they are achieving are leading to success or failure.

Aswathappa, K. (2005). Human resource and personnel management . New York, NY: Tata McGraw-Hill Education.

Fyans, L. J. (2013). Achievement motivation: recent trends in theory and research . New York, NY: Springer Science & Business Media.

Miner, J. B. (2005). Organizational behavior: essential theories of motivation and leadership . New York, NY: M. E. Sharpe.

Miner, J. B. (2007). Organization behavior 4: from theory to practice . New York, NY: M. E. Sharpe.

Petri, H. L., & Govern, J. M. (2012). Motivation: Theory, Research, and Application . New York, NY: Cengage Learning.

Shah, J. Y., & Gardner, W. L. (2008). Handbook of motivation science . New York, NY: Guilford Press.

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Improvement of Achievement Motivation for Learners Report (Assessment)

Discussion of scores, improvement of achievement motivation, works cited.

The scores on the Achievement Motivation Scale demonstrate how a learner is motivated to achieve higher results and take efforts to complete tasks. If the score is low or moderately low, a learner generally has no need for achievement, or he is not motivated to achieve higher results in activities. In this case, the problems with academic performance can be observed. To make a student-oriented to achievements, it is necessary to make this achievement attractive, necessary, or interesting for a student, depending on the intrinsic or extrinsic motivation and internal or external locus of control. High scores on the scale are associated with high academic performance results because of students’ orientation to achieve more.

The score on the Rotter Locus of Control scale is important to demonstrate whether learners discuss themselves as controlling situations and their activities or not. People with the external locus of control experience problems in learning because they do not believe in their role in influencing their results. People with the internal locus of control feel responsible for the actions and performance results. Students need to develop an internal locus of control to succeed in studying.

Achievement motivation in students is associated with their locus of control and dependence on intrinsic or extrinsic motivators. The main principle that should be followed by an educator in order to influence the achievement motivation of students is the focus on their motivation and vision of their own abilities to achieve results (Tollefson 64). In this context, an instructor needs to use a variety of strategies and approaches in order to motivate each student (Vansteenkiste, Lens, and Deci 22). In order to help students improve and develop their achievement motivation, it is necessary to propose learners the instruction and teaching methods and tools that are correlated with their motivation.

The sources of the achievement motivation are similar to the sources of any motivation in a person, and depending on the intrinsic or extrinsic factors, learners can be motivated to increase their need for achievement and success through interest, challenge, goals, and self‐efficacy beliefs. However, the approach using the listed aspects is working mostly for learners with intrinsic motivation and the internal locus of control (Vansteenkiste, Lens, and Deci 22). The learners with the developed extrinsic motivation and external locus of control need to understand the role of the social impact in the process in order to develop their need for excellence.

Focusing on the motivational theories, it is possible to develop the path to improve the learners’ achievement motivation that can have the steps that apply to different learners with various levels of achievement motivation development. The proposed steps to improve motivation are the following ones:

Tollefson, Nona. “Classroom Applications of Cognitive Theories of Motivation”. Educational Psychology Review 12.1 (2000): 63-83. Print.

Vansteenkiste, Maarten, Willy Lens, and Edward Deci. “Intrinsic Versus Extrinsic Goal Contents In Self-Determination Theory: Another Look At The Quality Of Academic Motivation”. Educational Psychologist 41.1 (2006): 19-31. Print.

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Essay 1.1 What Is Motivation, Where Does It Come from, and How Does It Work?

• Published: January 2023
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Motivation is the process that drives, selects, and directs goals and behaviors. Motivation typically arises out of the person’s needs, and it then comes to life through the person’s specific goals. In this essay, the authors examine the concept of “needs” as the crucible from which motivated behavior arises because all individuals are born with needs that jump-start the goal-oriented, motivated behaviors that are critical to survival and thriving. These are both physical needs (such as hunger and thirst) and psychological needs (such as the need for social relationships, optimal predictability, and competence). The aim of motivation is therefore to bring about a desired (need, goal) state. Motivation underlies and organizes all aspects of a person’s psychology. As it does so, motivation “glues” a person together as a functioning individual in their culture and context.

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Essay Motivation, Values, and Purpose