WorkPreferences

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.

Different things motivate different people. Research in this area has identified a number of 'intrinsic motivators' and the Work Preferences model looks at four:

• Power - a person's need to be able to influence events and the people around them.

• Participation - a person's need to be with people and part of the scene.

• People - a person's need to feel they are contributing to the world at large and are helping to produce a 'better' society.

• Process - a person's emphasis on how things are done and the way in which a business is run, where there is a strong preference for efficient systems and processes and a respect for position and experience.

 

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