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.

5 Work for Personal Gain, Recognition, Status: preference for activity resulting in prestige, status, recognition, or reward relative to others. This can be a positive vocational factor where drive to achieve goals is the means to get recognition. It is detrimental if need of recognition is high but will or talent to achieve such recognition is low.

Work for personal gain, recognition, status requiring self-drive to publicly exercise personal skills in order to get positive recognition from others. This is a primary trait for many persons in sales activities. Recognition can be given by praise, applause, social status or titles, achievement awards, promotions, incentive or performance compensation, or working on a commission basis. In moderation, this is an asset because it suggests confidence, goal orientation, competitiveness, and take charge drive. In excess, it means vanity, self-centeredness, and fear of risk because of possible loss of status, money, recognition, etc.

	High motivation indicates that this person strives to assertively or aggressively gain personal recognition, status, prestige, and worth in the process of social, organizational, and/or vocational interaction with others. High motivation indicates that this person looks for opportunity, challenge, and risk, if and when odds are strongly favorable. But this person will avoid opportunity, challenge, or risk if they might result in loss of status, role, or ownership. In many vocational activities, recognition is a primary motivator and therefore an important asset.
	Moderate motivation indicates that this person enjoys being in the limelight when recognition is earned, deserved, or given. However, there is no ego trip involved in the effort. A moderate motivation indicates that this person can comfortably function in the foreground or the background. Nonetheless, recognition is an energizing vocational factor.
	Low motivation indicates that this person has little or no need for recognition, status, or competitive gain. Comfortable and satisfied with a subjective estimate of self in relation to others, opinions others hold about this person do not present serious effects, one way or the other. Performance is motivated by personal and internal interests or drive, not by the promise of favor, recognition, or reward from external sources.