Interest In Job Content

The Interest section identifies the ideal job content for this person by identifying the human talents, called Worker Traits, which he/she brings to the job. These talents are listed in their order of motivational priority and are central to the vocational potential of an individual. Typically, what one wants to do is that which he/she is most likely to do. If it is done often enough, (including training for it) the interest will turn into real skills, and then, he/she will stay on that job.

4 Management of Social or Organizational Activities: a service leadership intended to cause beneficial results for people. Emphasis of this factor is on people, serving their interest in a leadership, communicative role.

Management of social or organizational activities requiring responsibility for organizational roles, duties, interaction, attitudes, morale, performance and achievement of people; social and psychological emphasis in the management of roles and activities of people.

High motivation indicates that this person is motivated to manage people and their activities. Such management can be exercised with a variety of talents, and a variety of reasons. The primary reasons are:
  1. to exercise executive, managerial, or supervisory responsibility and authority,
  2. to have the management position, role and recognition,
  3. to not be in a subordinate, supervised position or role.
Because emphasis is on the management of people, this is seen by this person as a service role where the managing is in the interest of those being managed. Whether a high motivation indicates that this person is motivated and equipped to manage on a take charge or given charge basis (an important difference) can be determined by the motivational strength and involvement of other traits such as persuasive, benevolent, need of harmony, etc.
Moderate motivation indicates that this person is moderately motivated to manage others on a social or organizational basis as a part of the overall vocational responsibilities and activities. Rather than functioning in the top executive or managerial position or role, a moderate motivation indicates that this person is probably more comfortable with a position in middle management or as group or team leader. Reasons and/or talent for such management role and responsibility can be identified by motivational levels of related traits.
Low motivation indicates that this person does not want the responsibility for managing other people, preferring to function under the management of others, or involvement in work completely independent of an organizational relationship with others. If persons do not want to manage others, it should not be assumed that they also want to be managed by someone else. It is important to look at other traits to see if low motivation indicates that this person requires or prefers a subordinate role, managed by others, or is equipped to function independently.