[Music] let's explore the acquired needs framework a need-based motivational context the acquired needs framework was advanced by David McClelland and centers on the needs for achievement affiliation and power these needs are also sometimes referred to as manifest needs a key differentiating element of this framework is the argument that these needs are acquired or learned from cultural social and family influences the need for achievement arises from an individual's desire to accomplish a goal or task more effectively than in the past individuals who have a high need for achievement tend to set moderately difficult goals and make moderately risky decisions high need achievers also want immediate specific feedback on their performance they want to know how well they did something as quickly after finishing as possible preoccupation with work is another characteristic of high need achievers they think about it on their way to the workplace during lunch and at home finally high NEET achievers tend to assume personal responsibility for getting things done they often volunteer for extra duties and find it difficult to delegate part of a job to someone else accordingly they derive a feeling of accomplishment when they've done more than their peers without the assistance of others although high-need achievers tend to be successful they often do not achieve top management posts the most common explanation is that although the high need for achievement helps these people advance quickly through the ranks the traits associated with the need often conflict with the requirements of high level management positions because of the amount of work they're expected to do top executives must be able to delegate tasks to others in addition they seldom receive immediate feedback and they often must make decisions that are either more or less risky than those with which a high need achiever would be comfortable [Music]