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

Facet5 research has also identified specific ‘job elements’ which are linked to each of these motivators. This report integrates your core motives (derived from Facet5 data), and identifies those aspects that you would want in a role and those which would be frustrating to you. By comparing your responses to a database of known preferences, Work Preferences provides clear information about the specific job elements that are likely to appeal.

The simple graphical layout makes this report simple to understand and to implement. It shows:

• What type of role best suits your particular work preferences
• The job elements that are key to maintaining your motivation and interest
• Those job elements that lead to demotivation and frustration

This will enable you to:

• Understand your overall preferences
• Evaluate your current role
• Design your ‘perfect’ role