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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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