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A Study of the Effect of Managerial Level on Achievement Motivation of Oil and Natural Gas Company Managers

Journal of Strategic Human Resource Management

Volume 1 Issue 3

Published: 2012
Author(s) Name: Rashmi Sharma, Ipshita Bansal | Author(s) Affiliation:
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For any organisation, its human capital is the most unique asset as it helps in the actualisation of organisational mission, goals and objectives. Only a highly motivated workforce can help in achieving what all organisations strive for. Organisations have been searching for means and methods to keep employees motivated. Different researches in the area of motivation reveal that some people have a stronger desire to achieve their respective goals as compared to people who are not so concerned about goal achievement. Achievement motivation is the drive to attain success by choosing activities that can help in goal actualization. Achievement motivated people consistently try and find solution to a problem and remain focused on the goal. Tangible reward of success does not deter a person with high level of achievement motivation. Thus, organisations must find measures to keep such employees motivated. In studies conducted so far, the effect of managerial level on achievement motivation has not been studied. The present study was conducted to identify the effect of managerial level on the achievement motivation of E4 (Superintending Engineer) & E5 (Chief Engineer) level managers in India’s leading PSU, Oil and Natural Gas Company (ONGC). The sample for the study was collected from ONGC’s five regional offices. Of the total sample of 69 managers, 29 were at E4 (Superintending Engineer) managerial level and 40 were at E5 (Chief Engineer) managerial level. The target sample was only E4 and E5 level managers of ONGC since the turnover at these two levels was relatively higher than other managerial levels. A questionnaire having 52 questions was administered. For the present study, the variables considered were: achievement motivation (Dependent variable) and Management Level: E4&E5 (Independent variable). For the purpose of analysis SPSS 17.0 was used for statistical data analysis. Independent sample t-test, Factor Analysis, Descriptive and Reliability Analysis was applied keeping in mind the nature of hypotheses. According to the findings, E4 and E5 level managers are not significantly demotivated but lack sportsmanship; however, E5 level managers are significantly better in terms of attitude towards work. It may be concluded that E5 level managers do not have significantly higher level of achievement motivation than E4 level of managers. Thus, managerial level may not necessarily increase the achievement motivation significantly. The findings of the study were thought-provoking and implied that managers at level E4 & E5 are significantly less achievement motivated and thus do not strive to take growth opportunities as a challenge and means to learn or gain knowledge. The study was conducted to provide recommendations to policy makers so as to bring about higher level of achievement motivation in ONGC managers particularly at level E4 & E5

Keywords: Achievement Motivation, Chief Engineer, Managers, Oil and Natural Gas Company, PSU Superintending Engineer

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