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Business values and
motivators determine the "why" of human behavior.
For managers, Business Values and Motivators answers the nagging
question - How can I motivate my employees? For employees
and individuals looking to re-energize their careers, the Business
Values and Motivators report helps them understand what they value
most. As people, we tend to value certain viewpoints positively
and judge others negatively. How we value or judge
determines our motivations and provide us with our sources of
energy or conflicts and stress in our personal and professional
lives.
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Learn
more about employee motivation? Click
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What
are Business Motivators?
Imagine yourself
rolling out of bed each morrning and after a good stretch,
you reach down to pick up two buckets. Each bucket represents
a different motivator. If you value your experiences that
day, you essentially “fill” your buckets and return home
feeling a sense of satisfaction and accomplishment.
If instead at the end of the day, your return home with
empty baskets, eventually job dissatisfaction, stress, and
even burnout and depression sets in.
Motivators are
a collection of learned attitudes and beliefs. They provide
an individual with information regarding which motivators
are most important to him. These motivators were identified
originally by Edward Spranger and supported in additional
research by Gordon W. Alport and Philip E. Vernon. Individuals
and corporations use these motivators for goal setting,
management development, team building, decision-making,
and other important areas throughout an organization.
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What are the
6 Motivators?
There are six motivators
(or values clusters) in this model: 1. Conceptual. 2. Aesthetic.
3. Economic 4. Power & Authority. 5. Social. 6. Doctrine. Motivators,
like behaviors, can be viewed in degrees of intensity. Your personal
motivators are reported here on a 100-point scale.
To
view a sample Business Values and Motivators report including
the six motivators, click here.
The intensity of each motivator is determined by the importance placed on it by our personal priorities. The closer an individual’s motivators are to the norm, the easier it becomes for individuals to understand and appreciate the motivators that are charted on their graphic scale. The further an individual’s score is from a specific motivator’s norm, the greater emotional investment individuals have in that particular motivator. Having a motivator with a score below the 50th percentile on the graphic scale does not necessarily indicate an individual has little interest or emotional feeling invested in this motivator, but that at the present time it has a lesser priority. Individuals will often have more difficulty understanding and valuing the motivators of others that are very different from their own.
Motivators add depth and dimension
to behaviors by providing insight into “why we do what we do.”
Psychologists often refer to the motivators as the initiators
and drivers of behavior. By understanding what drives behaviors,
individuals can select jobs and work environments that satisfy
them and employers/managers can provide incentives and create
corporate cultures that ‘self-motivate.
Click
here to order your Business Values and Motivators report.
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