Human Resources

Motivation is generally defined as a human psychological characteristic that contributes to a person's degree of commitment. Motivation is therefore the action or an act of motivating oneself or someone. In a sense one can say that motivation involves some invisible components as well as visible components. Motivation is therefore a need satisfying process.

From reading the study about the 'Dimensions of Success and Motivation Needs among Managers' by Ruf and Chusmir it came to mind which dimensions of life success in general motivates managers, and are these findings in line with earlier similar research or are these new ground breaking findings compared to that of earlier behavioral scientists.

Seeing that Ruf and Chusmir based their study on the needs for achievement and power, I now will try to compare their results and findings on the theories of D McClelland. D McClelland's three needs theory st

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The general notion exists that managers strive to succeed, strive to enhance personal achievements, strive to do things better than before and strive to find solutions to problems. I am further in agreement with these research results as these manifest the earlier findings of the 'motivation research gurus' regarding motivation in general. The notion also exists that managers strive to have an impact on others, have the desire to be influential and strive to be in competitive and status orientated situations. The need for power is the desire to influence and lead others and be in control of one's environment as well as to get things done through others.

This then also corresponds with the results achieved through the research and findings of Ruf and Chusmir regarding the need for achievement and power by referring to the general intuitive perceptions or notions that exist for managers. The need for achievement refers to the drive or need to excel, the strive for success, to accomplish goals and the continuous strive to do things better. The four work related success dimensions would fit with Maslow's highest level needs in his "hierarchy of needs", i. This return reflects the need for power amongst managers.

I therefore agree with results attained by Ruf and Chusmir during their research that indicates that some life success dimensions correlate positively to either the need for achievement or the need for power as well as to both these needs. This, therefore, indicates that an individual's values of life successes have a relationship with the motivating need for achievement and power. self actualization and self esteem, which again concur with the perceptions that exist for managers in general to have a need for achievement and power. ates that each individual has a strong need for achievement, power and affiliation. statuswealth, professional fulfillment, personal fulfillment and security correlate with the need for achievement and the need for power.

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Approximate Word count = 654
Approximate Pages = 3 (250 words per page double spaced)

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