Process | Motivation | Communication | Execution
The 9 Motivators
Our work related inner needs are defined by a complex mix of 9 different motivators.
Understanding these motivators is the key to understanding how to maximise the performance of your staff. Optimal Action will work closely with you and your employees to truly analyse motivators and delivery real business value to you, your staff, and more importantly, your organisation
Aligning Process, Strategy and Action
The Builder is motivated by money and material satisfactions. Does this sound like you? But exactly what can we do to motivate the Builder and what demotivates him?
The Director likes to be in control of people and resources and loves to be the one making all the decisions. But what happens when he doesn’t feel in control.
We all know that creative types are supposed to be volatile, but are they and what will set them off?
Do you like stability, security and safety? Is this your main motivator at work?
Is doing meaningful work more important to you than the money? What is it you are looking for? Do you know?
So you like to plough your own furrow. Hate rules and paperwork and being bossed around. But you need to work. What should you do?
People are your thing. You like to be part of a team and your work has to be sociable. Get together with your colleagues.
You love to learn. Want to be master of your trade or profession? Learn more about yourself.
You are good at your job and you want everyone to know about it? Be recognised for your achievements.
To understand how Optimal Action can boost motivation...find out more.
Testimonials
..." it really was enlightening and just a little scary how accurate it was."
Paul Delaney
Crtical Accounts Oracle
"I want to take the opportunity to thank you for introducing me to the Motivational Map based consulting service that you provide. The results are astoundingly accurate!
First of all I found the exercise very useful in helping me to clarify my own thinking. The paired questions approach means that you cannot be "lazy" about how you respond, since the answer to one questions impact how you answer the paired question. This means that you have to be a lot more honest with yourself.
Secondly, the results are very accurate, and in my view can be a real aid in any management process to understand an employee's motivation. This is far more complete and accurate than a manager's "gut instinct", and also helps to remove any doubt one might have about the motivational drivers for an individual.
I recognise that this exercise is a measure at a point in time based on an individuals specific circumstances, and if we repeated the exercise with the same individual in different circumstances, the results would change to reflect the changes in what motivates that person now. That in itself is also a very useful application of this technique, so that as a manager you don't just fall into the trap of assuming the same motivational drivers for an employee.
Should the opportunity arise I would be more than happy to recommend this approach both within Oracle and outside."
Dave Bilimoria - Senior Director. Oracle Communications Industry Solutions Group
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