Which tasks suit me?
This question does not only arise again and again during school time and studies. The answer is depth motivation. Each basic need prefers its own environments and activities.
Enforcement: Life needs change, to develop, to move forward and to assert one’s own wishes. Adventure and change are in demand. It should always remain exciting, variety and challenges are important. Routine work is perceived as a compulsion against which one wants to defend oneself.
Belonging: Life needs community, to be well integrated, to adapt and to communicate with each other. Contacts, communication, conversations, belonging to a lively circle of colleagues. Lonely work, on the other hand, tends to make you feel sad.
Safety: Life needs continuity, being safe, avoiding danger and staying healthy in the long run. Regular tasks, dealing with reliable, comprehensible topics or things, doing something that is sustainable. Frequent changes, hectic or risky activities lack calm and stability.
Individuality: Life needs independence, to be something special and to be recognized as an individual. To create something exclusive, to be a sought-after specialist, to pay attention to quality, to be independent of others. Adapting and doing something just because others think it’s good causes a lot of stress.
Realisation: Without knowledge we do not know where we come from, where we are and which paths we can take. Rationality, logic that can clearly recognize connections and structures, think, research and do something that makes sense. Whoever loses sight has a real problem.
Empathy: Without empathy we know neither the emotional causes nor the possible consequences of our actions. Harmony, a good working atmosphere, an emotionally responsible task, mutual openness. Purely objective arguments can lead to despair.
The motivation profile for career decisions
The personal motivation profile shows which needs are in the foreground. Tasks that are attractive for the strongest two or three basic needs fit best. The IPM system differentiates between 39 different types. Individually applicable recommendations are therefore to be expected. In the following example, security and belonging are the most pronounced. Such people correspond to the “counsellor” type.
To be successful means to achieve what corresponds to yourself. A security type is successful if it can go its way continuously and reliably. A person who belongs is successful if he or she is well integrated in the circle of friends or colleagues. And so on.
Search for occupations
Suppose our example person, Edwin Muster, still goes to school and is not sure which profession would suit him. But he already has a few ideas. Now he calls up the comparison function “Matrix” and selects from the catalogue of teaching professions those that seem interesting to him.
Developmental competence results from the needs of “enforcement” and “individuality” (prevail with special achievements).
Motivation arises from the need for “enforcement” and “belonging” (you want to take others with you).
Consulting competence uses the basic needs for “security” and “belonging” (support people according to given rules).
Specialisation needs order structures (striving for “security”) and speciality (striving for “individuality”).
From the point of view of depth motivation, all professions that are quite close to one’s own profile are suitable. For our example, these are the professions “animal keeper” and “pharmaceutical assistant” – but also as “medical practice assistant” and “horse keeper”, Edwin Muster could be permanently satisfied.
Check job offers
Users of IPM can compare job offers, companies, possible superiors and partners with their profile. Text analysis is used for this purpose. The texts from one or more descriptions are analysed and compared with others.
The result is displayed immediately afterwards, for example:
Detailed notes and recommendations can be retrieved for each profile obtained through text analysis. This enables an intensive analysis of offers and relationships.
In the case of alternative offers, the profiles can again be visualised using the matrix function. Assuming that our example student, Erwin Muster, trained as a pharmaceutical assistant and discovered in practice that he enjoys the IT area. Now he can make a decision and check which offer suits him best.
The position as “in-house software developer” should be interesting, while the other two IT positions probably offer too few contacts and joint work, which are important to him.
The objective discussion (specialist knowledge, income, development possibilities, etc.) is not replaced by the comparison of the motives. But, this emotion matrix provides important clues and is intended to encourage a close examination. It is important to take oneself seriously in all decisions.