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development
People have different needs – roles offer different rewards.
The closer the fit between a person’s needs and the rewards offered by the role, the more motivated the person will be. Satisfaction is greater and productivity increases. Turnover is reduced and morale is improved.
Research in this area has identified a number of “intrinsic motivators” and the Career Drivers model looks at four:
Power – this refers to the degree to which people need to be able to influence events and the people around them.
Participation – a need to be with people and part of the scene.
People – a need to feel they are contributing to the world at large and are helping to produce a “better” society.
Process – an emphasis on how things are done and the way in the business is run. There is a strong preference for efficient systems and processes and a respect for position and experience.
Facet research has also identified specific “job elements” which are linked to each of these motivators.
The Work Preferences report integrates your core motives (derived from Facet5 data) and identifies those aspects which you would want in a role and those which would be frustrating to you. By comparing responses to a database of known preferences, the report provides clear information about the specific job elements which are likely to appeal. The simple graphical layout makes it easy to understand and to implement. With Work Preferences you can:
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