The motive theory offers in Everyday life a practical decision-making aid. Company or HR managers use the inner drivers and their effects as a basis for personnel decisions and motivated ones Employees.

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Motivational profile as a key to motivation

In many cases, states of exhaustion, such as burnout or depression, do not arise due to an excessive workload. They usually result from the feeling of having to deny oneself and to carry out work that is not experienced as fulfilling or that is one's own Power and qualifications not or only insufficiently reflectedspiegeln.

We are therefore more motivated, the more optimally our motif profile is addressed. And the less we are at the same time risking to suffer performance drippings and exhaustion.

Motives make you happy

Unfortunately, motifs cannot be measured directly. However, their existence can be proven indirectly: as soon as the motives of a People are addressed as part of a task, the pituitary and hypothalamus begin to release endorphins.

This means: Tasksthat match our personality make us happy. Unlike salary increases, bonuses, incentives or other privileges, which only help for a very short time and at most stifle frustration, but cannot eliminate it permanently.

Personality and tasks

Company and ExecutivesThose who know the respective motive type essentially also know the conditions under which their employees work satisfied and are powerful. In the second step, task profiles should be determined on this basis, with the question of which type of task best corresponds. The following questions can be used to help:

Ideally, personality and task can be optimally coordinated in this way. In corporate practice, an exact fit is often not possible, with the exception of a new hire. However: one Orientation at ideal is desirable and for enduring Motivation unavoidable.

Why congruent motives are so important

The findings from the theory of motives do not necessarily mean that a lack of congruence between “man and mission” must lead to the failure of the employment relationship. The Risks for conflicts, burn-out or bore-out, low performance and absenteeism due to illness is increased.

After all, motives are a powerful force and can hardly be influenced by willpower. Sooner or later they will make their way in one way or another. And that's a good thing: Because constant fighting against your own needs and driver is psychologically unhealthy.

Motives ensure long-term success

People who want to motivate people must know their motives. The understanding of internal impulses and their impacts provides an important basis for decision-making for new assignments, changes in the area of ​​responsibility, development offers or training.

First and foremost, however, they create the basis for a high level of employee identification and motivation. Unlike short-term, mostly fast In this way, they secure the incentives that fizzle out Success for all.