For managers, employee motivation is one of those nagging
problesm that managers face every single day. For
employees and individuals looking to re-energize their
careers, finding a career that fills their "buckets" is a
lifelong pursuit. For both employers and employees, the
Business Values and Motivators report is the answer.
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.
What are Employee Motivators and Values?
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.
Business 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.
What are the 6 Business Motivators?
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
Employee Motivation - the 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'.
Learn all about Business Values and
Motivators from expert Ira S. Wolfe. Visit the
Business Values and Motivators
website.
Order your personal offline book copy of
"Understanding Business Values and
Motivators" or download
the first 3 chapters FREE.
Order your personalized 9-page
Business Values and Motivators
Profile here.
Read more articles about Employee Motivation:
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Managing Value, Valuing Results
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