According to the theory of achievement motivation, all of the following are characteristics of high achievers except:

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First, these people like situations in which they take personal responsibility for finding solutions to problems. They want to win because of their own efforts, not because of luck or chance. Second, they tend to be moderate risk takers rather than high or low risk takers. If a decision-making situation appears to be too risky, they will learn as much as they can about the environment and try to reduce the probability of failure. In this way, they turn a high-risk situation into a moderate-risk situation. If the situation is too low risk, however, there usually is an accompanying low reward, and they tend to avoid situations with insufficient incentive. Third, high achievers want concrete feedback on their performance. They like to know how well they are doing, and they use this information to modify their actions. High achievers tend to gravitate into vocations such as sales, which provide them with immediate, objective feedback about how they are doing. Finally, and this has considerable implications for human resource management, high achievers often tend to be loners, and not team players. They do not form warm, close relationships, and they have little empathy for others' problems. This last characteristic may distract from their effectiveness as managers of people.

According to the Theory of Achievement Motivation, All of the Following