In our last blog we provided an overview of the Theoretical/Knowledge Value. A recap for this value is that people with higher scores are driven by opportunities to learn, acquire knowledge and the discovery of truth.
Let’s learn about the second value/motivation,
Utilitarian/Utility.
If a person has a high score in this value, they are driven by opportunities that have practical results, maximizing both efficiency and returns for their investments of time, money, talent, energy and resources. When expected to work for what they perceive as insufficient pay or acknowledgement of their talent they will be disengaged and unmotivated in the workplace.
Conversely, those with lower scores in Utilitarian/Utility are more concerned about the completion of a task for the sake of completion rather than the expectation of personal return.
This is a good example of why you must make sure you are motivating people in the correct way. If you are having a contest for who finishes the project first with a reward of cash at the end, the person with the higher score will be excited. However, the person with the lower score would NOT be motivated by the end reward.
Imagine having a discussion with someone regarding a bonus for early completion of a specific project… If you are expecting the same result in less time and/or with less resources, in turn for the bonus, the other person may be thinking:
- That’s our job to get that done and we know what to do… why do you always need more?
When looking at it from your perspective, you may be thinking:
- Why doesn’t everyone get on board with these incentives we are being given to complete the project early?
Once again, there is no right or wrong. It is simply how people view the value of utility differently.
In our next post we will discuss the third value/motivation; Aesthetic/Surroundings
