David C. McClelland Fellowship The McClelland Center for Research and Innovation - part of the Hay Group - has established a fund for awarding fellowships to graduate and post graduate students. The purpose of the fund is to recognize the contribution of David C. McClelland to the field of human motivation, competencies, and organizational performance by promoting significant research contributions in the tradition of David C. McClelland. We award fellowships to support those scholars who do substantive research in the areas of human motivation, psychology of leadership, and organizational performance that follow McClelland's research tradition. Applicants Applicants for the David C. McClelland fellowship may include both doctoral and post-doctoral students pursuing substantial research in the tradition of David C. McClelland. Applicants must be affiliated with an academic and/or research institution. Applications are encouraged from diverse scholars around the world. Awards The McClelland Center for Research and Innovation will award approximately $40,000 per year. The nature of the awards depends on the applications received. We may offer a postdoctoral fellowship with a maximum of $30,000 stipend and $10,000 in research funds, or we may give smaller grants to doctoral students to cover the research costs of conducting thesis research. Awards do not cover fringe benefits, taxes, or administration fees. Recipients are responsible for fulfilling all applicable tax laws. Conditions of the Fellowship * Award recipients must be full-time graduate or post-doctoral students who are not employed full time. * Award recipients will be required to provide a progress report on their research. * Award recipients must provide a written manuscript of their work to the McClelland Center for Research. Any publications resulting from the grant must give credit to the McClelland Center. * Award recipients must make a good faith attempt to publish the results of their research. * The award does not cover administrative costs of the host institution. Criteria used for Awarding Fellowship Applications will be evaluated by a panel of distinguished scholars. The panel will use the proposed research plan, letters of recommendation, publications, and other indicators of competence. Preference will be given to applications that meet the following criteria: * Research follows clearly in the tradition of David C. McClelland. Topic areas and research methods should follow McClelland's interests, which were quite broad. These include but are not limited to: human motivation, competencies, organizational performance, psychology of leadership, physiological correlates of motives as they relate to health and wellness issues, implicit (open-ended or "operant") methods-e.g., the Thematic Apperception Test (TAT) and the Behavioral Event Interview (BEI). Other topics and research methods will be considered based on the applicant's ability to relate them clearly to McClelland's work and interests. * Scholarly promise as indicated by the applicant's academic record, prior publications in related areas, and letters of recommendation. * Quality and rigor of research design. * Potential to make a substantial contribution to the field. * Potential for publication. * Appropriate institutional arrangements. Application Process - Deadline December 15th, 2006 Applicants should submit the following materials: * Cover letter (2 pages maximum) that briefly describes the research, its connection to the research tradition of David McClelland, its potential to make a significant contribution to the field, your interest and commitment to this line of research, long-term career goals, qualifications, and a brief explanation of how much money you are requesting and how you will use it. * Research Proposal (format described below) * Curriculum Vitae, which at a minimum should include: contact information including email, education, thesis advisors , honors and awards, conference presentations, and publications. * One page that contains the following three pieces of information: budget, timeline, and contact information for the responsible person or office at your institution who will be administering the funds. * Arrange to have two letters of recommendation emailed to the address below. * Attach a page to the end of your application with contact information for the recommenders (name, address, phone, and email). Proposal Format * Maximum 7 pages (not including references, title page, or abstract) * Double-spaced * 12-point Times Roman font * 1-inch margins * APA format Submission Information Submit your application in electronic format. E-mail your application, with the subject heading of "Your Last Name: McClelland Fellowship Application," by December 15th, 2006 to Steven Wolff (steven_wolff@haygroup.com). Have the letters of recommendation emailed to Steven Wolff at the same email address. Please ask your recommender to use the subject heading "Your Last Name: McClelland Fellowship Recommendation." The McClelland Center for Research and Innovation Dedicated to expanding the capability of people and organizations through the study of behavior and its impact on performance. The McClelland Center, the research division of the Hay Group, is dedicated to expanding the capabilities of our consultants and our clients in their quest for enduring solutions to today's most pressing business issues. Named for its founder, Harvard psychologist David McClelland, the Center conducts substantive, empirical research into human behavior and its effect on organizational performance. A Legacy of Research and Innovation * The Center was created to advance Dr. McClelland's ground-breaking research into human motivation and his pioneering work in the use of competencies to predict outstanding performance. Today our researchers and consultants are using this information to develop innovative approaches to improving performance in a variety of organizational settings. Among those efforts: Using our knowledge of roles and jobs, behavior, leadership styles, and climate, we have helped hundreds of companies - including a number of Fortune 100 global giants - develop stronger leaders and improve performance. This methodology has also been used to improve performance of schools, healthcare systems, and even developing countries. * Using our understanding of both behavior and work, we have created hundreds of highly calibrated, customized competency models that are used by organizations around the globe to select and develop outstanding performers. * Working with experts at Harvard and Dartmouth, McClelland Center researchers have identified a number of key attributes of high-performing executive teams, and have created a process for developing those attributes. To date, more than 20 organizations from around the globe have used our Top Team methodology to improve both their leadership and business results. * Working with Daniel Goleman and Richard Boyatzis, leading experts in emotional intelligence, we have developed comprehensive tools and processes for assessing and developing emotional intelligence, another key to outstanding performance. A Global Center of Data and Expertise Such innovation is possible because of the Center's commitment to continually expanding both its knowledge and expertise. The Center manages Hay Group's leadership effectiveness and competency databases - some of the most comprehensive in the world. These include the assessments of hundreds of thousands of managers and executives, and can be segmented by industry, geography, function, and level of performance. We also have the systems to efficiently process assessments on a global scale and in multiple languages. We have processed over 2 million surveys from our centers in the US, Canada, UK, France, Netherlands, Mexico, Brazil, Venezuela, Argentina, Australia, Malaysia, and Japan. At the same time, we continue to hire and develop a global team of researchers and consultants - individuals who understand not only human behavior, but also roles, organizations, and critical business issues. Such expertise is critical if we are to continue our mission of studying human behavior and searching for new paths and better processes for enhancing leadership, motivating people, and improving performance. The McClelland Center Fellowship First Year Awards The inaugural year of our fellowship was quite exciting for us. We received many excellent applications and were able to support three doctoral studies that further the work of David McClelland. The combined awards totaled $45,000. The three studies that we funded represent a broad range of research covering many of David McClelland's interests. The first study examines the performance effects of objectifying gaze on low-power women and follows closely in David McClelland's tradition examining implicit motives. The second study we funded is an experimental study that examines whether implicit motives and testosterone levels predict competitive and cooperative behaviors in situations where there is competition for limited resources. This study incorporates a physiological component in the study of motives, which was another interest of David McClelland. The third study we funded aligns with another of David McClelland's interests, examining motives in different cultures. The study seeks to explore the hypothesis that cultural variation in the type of power (status or decision-making) that motivates people in a given culture is related to differences in the opportunity people have to exercise decision-making power in their lives.