What Motivates You?79 Indicate how important each characteristic is to you. Answer according to your feelings about the most recent job you had or about the job you currently hold. Circle the number on the scale that represents your feeling— ranging from 1 (very unimportant) to 7 (very important). 1. The feeling of self-esteem that a person gets from being in that job 1 2 3 4 5 6 7 2. The opportunity for personal growth and development in that job 1 2 3 4 5 6 7 3. The prestige of the job inside the company (i.e., regard received from others in the company) 1 2 3 4 5 6 7 4. The opportunity for independent thought and action in that job 1 2 3 4 5 6 7 5. The feeling of security in that job 1 2 3 4 5 6 7 6. The feeling of self-fulfillment a person gets from being in that position (i.e., the feeling of being able to use one’s own unique capabilities, realizing one’s potential) 1 2 3 4 5 6 7 7. The prestige of the job outside the company (i.e., the regard received from others not in the company) 1 2 3 4 5 6 7 8. The feeling of worthwhile accomplishment in that job 1 2 3 4 5 6 7 9. The opportunity in that job to give help to other people 1 2 3 4 5 6 7 10. The opportunity in that job for participation in the setting of goals 1 2 3 4 5 6 7 11. The opportunity in that job for participation in the determination of methods and procedures 1 2 3 4 5 6 7 12. The authority connected with the job 1 2 3 4 5 6 7 13. The opportunity to develop close friendships in the job 1 2 3 4 5 6 7 Scoring and Interpretation Score the exercise as follows to determine what motivates you: Rating for question 5 = ______. Divide by 1 = ______ security. Rating for questions 9 and 13 = ______. Divide by 2 = ______ social. Rating for questions 1, 3, and 7 = ______. Divide by 3 = ______ esteem. Rating for questions 4, 10, 11, and 12 = ______. Divide by 4 = ______ autonomy. Rating for questions 2, 6, and 8 = ______. Divide by 3 = ______ self-actualization. Your instructor has national norm scores for presidents, vice presidents, and upper-middle-level, lower-middle-level, and lower-level managers with which you can compare your mean importance scores. How do your scores compare with the scores of managers working in organizations?
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