Report Career Values I

Transcription

1 Report Career Values I Name Consultant John Example Voorbeeld Adviseur Date completed

2 Introduction Career values are personal features that determine whether you find certain jobs motivating. This report deals with four groups of career values: your primary, secondary and neutral motivators as well as your potential demotivators. Your primary motivators are the ones that are most important to you. These are the core motivators and they have to be present in your work if you want to get motivated. If your primary motivators are lacking, you will probably get demotivated. In that case your job does not suit you. Your secondary motivators are also important. They add that extra bit of colour to the type of job you like, but they provide you with slightly less energy than the primary motivators. They often indicate the more marginal requisites. The neutral motivators are motivators that are not essential for you. You can go without these for a large amount of time without getting demotivated. Demotivators are motivators you would rather avoid. When you do have to deal with them they will trouble you rather than give you energy. For that reason, these are aspects you would rather avoid. Disclaimer and copyright In accordance with NIP Guidelines, this report is valid for a maximum of two years, as people may change over a period of time. This automated report describes the personality traits which result from the provided answers. These are compared to those given by a large group of other people. The subjective nature of assessments based on questionnaires should be taken into account when interpreting the results. Therefore the test supplier cannot accept responsibility for the accuracy of the results and descriptions Ixly. The intellectual property rights and copyrights of the tests and reports rest with the test supplier. Principals and clients may copy these for internal usage only. page 2 of 8

3 Description of Career Values Balance private life work Primary motivators Useful contribution For you, work in which you contribute to society in a useful manner is so stimulating that it can be considered a primary motivator. You think it is important that your work means something to others. You possibly want to see this reflected directly in your own position, but it can also mean that you want to work for an organisation that provides socially relevant services. You could even be considered to be an idealist or an altruist. In any case, you find it stimulating to contribute to a good cause : you like it when your work makes others happy or helps them. Where the motivator useful contribution is concerned, it is important that you should guard your own energy and interests. Idealism may lead to demotivation when your goals are not feasible. Helping others Helping others or providing services to others is very important to you. You like to do something for your fellow man and you like being there for others. You like listening to others and in all probability you have a patient disposition. You have an eye for the needs and wishes of others. You find it stimulating when you see that someone has benefited from your contribution and when your work is useful. When others ask you for your help, it makes you feel good about yourself. This can occur in the health care industry, or in jobs in other service industries. A risk involved with the providing help motivator is that you do not allow enough time for yourself. Beware of neglecting your own needs and wishes. Do not try to solve all of other people s problems; by doing so, the other person s ability to manage might decrease. Quality You are primarily motivated by providing high quality work. You think it is important to continuously pay close attention to possible mistakes in your work and you like to check your work meticulously. You thrive when you look at your work and see a job well done. You like to meet the highest standards of quality. You do need to realize that you are trying to conform to your own standards. Generally you raise the bar higher than the people around you. A risk involved with the quality motivator is that you tend to end up with the feeling that you could have done even better. You are rarely satisfied. Moreover, the pursuit of perfection may lead to delay. You could ask yourself whether the extra investment you put into your work to get it perfect, offsets the extra quality. Dynamism Hectic situations motivate you to a large extent. In your case this motivator is a primary one. You like the bustle around you and you like to be busy the entire day. You like to keep up the pace where your work is concerned and you enjoy being occupied with several things at once. You also like to tackle extra work. You are always willing to make an extra effort when asked; it can even provide you with an extra dose of energy. You get demotivated when business is slow at work. You need a sufficient amount of work on the job in order to get rid of your inner energy. A risk involved with the hectic motivator is that you may end up having too much on your plate and you get ahead of yourself. Being physically active Physical exercise is very stimulating to you. You consider sports or physical activity to be very pleasant. That is why you do not like to be stuck behind a desk all day. Maybe you are content to occupy yourself with practical things, but it can also mean that you like to work with your hands. Perhaps you satisfy this mainly in your private life, in sports or in other activities. It can also mean that you would like to do practical and physical labour. Anyway, you would like to be able to move about while you work. You can decide for yourself whether you would like to be physically active at work or that this motivator is situated outside of your working environment. page 3 of 8

4 There is hardly any risk involved with the physical activity motivator, apart from the possibility that you are too restless for an office job. Tangible results It is very stimulating for you to see a tangible or concrete result of your efforts. You find it stimulating to work towards a clear result. Therefore the result is very important to you. Preferably, these results are clearly visible end products you made yourself. You like it when, after a certain amount of time, you are able to finish a task or an assignment with a clear result which you worked for. It is also possible that you find it important to see what your specific contribution was. The power from this motivator is of course result-oriented: you do not let yourself get distracted and you go on working towards the end result. When possible, you will set yourself concrete goals. A risk involved with the concrete results motivator is that you will not always have the patience to work on long term goals or goals that are more of an abstract kind. You care about immediate results. When it is not clear which goals or which products you supply, you may get demotivated. Secondary motivators Financial reward You are motivated by a reasonable to good financial reward. You like to have the feeling that you are properly rewarded for the effort you make. Generally speaking you will exert yourself to achieve this and you will make an extra effort to gain a good financial reward. Within your organisation you are focused on limiting expenditure and increasing income. Financial goals are an incentive for you to make an extra effort. Analysing Solving and analysing problems are stimulating for you. You see problems as challenges. You like to delve deeper into the matter and you like to look for the causes behind the problem. You find it stimulating to look for all kinds of connections and correlations between problems. You like to set your teeth into an intellectual challenge. Praise and recognition You are motivated by praise and recognition. You find it stimulating to receive compliments. When others let you know they appreciate your work, you cheer up and get new energy. You like being recognized for the skills you possess. You experience this as very pleasant and stimulating. Your boss may be important in this case, but you also like it when your colleagues tell you they appreciate your work and your dedication. Career You find it stimulating when you are able to achieve something in your job, to climb the ladder. Status is a part of that. A senior position means a lot to you. You may have a competitive character and you may want to measure yourself against others. It stimulates you to perform well in comparison to others. Exposure You are motivated by opportunities to put yourself to the fore and to be the centre of attention. You like to be in the forefront and to share your experiences. You really enjoy it when people think of you as interesting and when all eyes are on you. Security and stability You are motivated by security and stability. You are at ease when you know where you stand. Within your job you like it when you have a clearly defined range of tasks, so you know what is expected of you and you know where you stand. Cooperation You are motivated by working together with others. You value good relations with your colleagues. You do not like to do certain tasks by yourself, but you like to involve others in the process or in your activities. You enjoy being part of something, being part of a team. page 4 of 8

5 Neutral motivators Challenging tasks For you the challenge does not lie in the degree of complexity of your work. And you would rather not be continuously confronted with new challenges. Influencing It is not that important to you to have influence. You do not mind when your opinion is not reflected in decisions. You can also be led by others. Autonomy Independence and autonomy in your work do not motivate you to a large extent. You do not mind having to answer to others. Demotivators Developing You do not necessarily have to develop yourself. It is not something you really like to do. You might think your present skills will serve you fine. Enterprising Taking initiative is something you prefer to leave to others, and should not be expected of you. Chances are that you would get demotivated. Perhaps you consider yourself less enterprising. Creative thinking You probably do not consider yourself to be creative. If you are required to be creative, it will probably demotivate you. In your opinion, being creative is chiefly the domain of others. page 5 of 8

6 Your results Balance private life work 9 Yields Financial reward Praise and recognition Tangible results Useful contribution Career Quality Activities Creative thinking Influencing Enterprising Helping others Analysing Developing Being physically active Environment Autonomy Security and stability Challenging tasks Cooperation Exposure Dynamism page 6 of 8

7 Definitions of the Career values Balance private life work Indicates the balance between personal life and work; where you want to focus your energy on. Yields Being motivated by what the work activities bring you: what are you doing it for? Financial reward Praise and recognition Tangible results Useful contribution Career Quality Being stimulated by financial rewards and income. Liking to be appreciated and to receive recognition from others. Wanting to see results of own work activities, being focused on tangible results. Providing a contribution that is significant to others. Wanting to accomplish a lot in work, wanting to ascend. Liking to compare achievements with others. Wanting to provide work of a good quality, setting high demands on the completed work. Activities Career values that describe types of activities: "What do you enjoy doing? Creative thinking Influencing Enterprising Helping others Analysing Developing Being physically active Being active and innovative, having room to contemplate and develop. Influencing processes, people and groups. Initiating actions, projects and enterprises. Being able to do something for somebody, providing services. Liking to analyse and think about complex problems. Finding it important to be able to continuously develop yourself, to keep learning in your work. Finding it nice to do physical work and craft work. Surroundings Career Values that indicate what someone needs from the surroundings: What does the environment offer you? Autonomy Security and stability Challenging tasks Cooperation Exposure Dynamism Liking to have the room to determine yourself what you do. Liking to have security and stability. Seeking challenges, wanting to fulfill new or diverse tasks. Associating with people, being part of a social system, a nice atmosphere. Liking to be in the spotlights, getting attention. Liking to work hard, wanting to have many things to do, wanting to work in a busy environment. page 7 of 8

8 Interpretation of the scores In this report we have used a couple of numbers we would like to clarify. The graphical representation of the personality characteristics is rendered in sten scores. Sten scores have the following meaning: Sten score Meaning 1 Far below average 2 Well below average 3 Below average 4 Just below average 5 Average 6 Average 7 Just above avarage 8 Above avarage 9 Well above average 10 Far above average page 8 of 8