“Work values” can be described simply as a person’s values and beliefs about what work means to them.
They refer to a person’s attitude toward work itself and the priorities they place on the rewards they want to gain through work, such as income, fulfillment, growth, and recognition.
The nine elements used in the 5D Profile Assessment also make visible this internal center of gravity regarding what matters most to the individual.
There are three main reasons why understanding work values is important.
First, it provides a basis for decision-making. At key turning points such as changing jobs, promotion, or taking on side work, it becomes clearer what a person is unwilling to compromise on, which reduces hesitation.
Second, it helps prevent mismatch. It makes it easier to assess objectively whether a person’s values fit the culture of a company.
Third, it increases a sense of alignment and satisfaction. When people can work in ways that match their values, they are less likely to accumulate stress even when busy, and they are more likely to perform at a high level.
In the 5D Profile Assessment, work values are assessed through nine elements.
Work values are the ways people think about work and the values they attach to it. What people seek from work differs from person to person, and those differences appear as differences in work values.
Work values are useful for understanding oneself, understanding others, and understanding organizations.
By understanding one’s own work values, it becomes easier to identify strengths and weaknesses and use that insight for personal growth and career development.
By understanding the work values of others, communication and cooperation can also become smoother.
Work values are also an important factor in understanding work-related motivation and in identifying aptitude and suitable roles.
The 5D Profile Assessment evaluates work values traits related to self-actualization, success, and the balance between intrinsic and extrinsic motivation.
Intrinsic motivation refers to the motivation to pursue self-actualization and success, in other words, motivation that arises from within. It refers to acting not for rewards or evaluations, but because the person finds something enjoyable, interesting, or worth growing through.
- It tends to be sustained more easily, because the activity itself is enjoyable
- It involves less stress, because it does not feel forced
- It supports greater creativity, because there is more room to think freely and devise new approaches
- It promotes smoother learning and growth, because strong curiosity increases willingness to learn
By contrast, extrinsic motivation refers to being motivated by rewards or evaluation. In this case, motivation comes not from internal interest or enjoyment, but from external factors such as money, praise, or avoiding punishment.
- It can produce short-term results more easily, because rewards and evaluations act as motivators
- It can make goal achievement easier, because attention tends to focus more clearly on the target
- It can make competition with others easier, because rewards and evaluations encourage effort
- It can promote efficient action, because performance standards are often clearer
Neither intrinsic motivation nor extrinsic motivation is inherently the correct answer.
Each has its own advantages and disadvantages, and it is important to use them appropriately depending on the situation.
In addition, the balance between intrinsic and extrinsic motivation is important.
When intrinsic motivation becomes too strong, it may become harder to connect it to concrete outcomes or achievement.
On the other hand, when extrinsic motivation becomes too strong, it may hinder self-actualization and growth.
For that reason, the 5D Profile Assessment evaluates work values traits with this balance in mind.
1. Achievement Orientation
[Definition] An intrinsic motivation trait that pursues satisfaction and uplift through accomplishing something.
Explanation: Achievement orientation refers to a type of person who feels joy in achieving goals. Such people like making an effort and producing results, and “growth” and “success” become major sources of motivation.
People with high achievement orientation feel satisfaction in reaching goals and strive toward them while pursuing their own growth and success.
By contrast, people with low achievement orientation tend to show less motivation toward achievement and are less likely to actively pursue effort and challenge in order to produce results.
2. Autonomy Orientation
[Definition] An intrinsic motivation trait that pursues independent decision-making and self-directed execution of work.
Explanation: Autonomy orientation refers to a type of person who likes to think and act independently. They prefer work with a high degree of freedom and tend to be more motivated when they can decide for themselves rather than simply follow instructions.
People with high autonomy orientation find fulfillment in making their own decisions and carrying out work proactively.
By contrast, people with low autonomy orientation tend to prefer following the instructions and opinions of others and are less likely to place their own views and judgments at the forefront.
3. Social Value Orientation
[Definition] An extrinsic motivation trait that pursues work through socially recognized organizations or high-status positions.
Explanation: Social value orientation refers to a type of person who finds meaning in contributing to society. They are drawn to work that helps others or improves society.
People with high social value orientation place importance on social contribution and social recognition, and they act with awareness of the impact and value their work creates in society.
People with low social value orientation tend to prioritize their own interests and desires more easily and may show less concern for others or society.
4. Economic Orientation
[Definition] An extrinsic motivation trait that pursues a high level of income and economic stability in life.
Explanation: Economic orientation refers to a type of person who places importance on income and stability. Earning money and maintaining a stable life become strong sources of work motivation.
People with high economic orientation place importance on financial rewards and economic stability, and they act with the aim of improving income and living standards.
People with low economic orientation tend to place greater importance on other values and goals than on money or financial rewards.
5. Professional Orientation
[Definition] A trait that pursues work in which one can make use of and further deepen one’s professional expertise.
Explanation: Professional orientation refers to a type of person who values the development of specialized knowledge and skills. They tend to have a strong desire to become a professional in a specific field.
People with high professional orientation value work that makes use of their expertise and seek to develop that specialization even further.
People with low professional orientation tend to prefer working flexibly across a broad range of areas rather than deepening expertise in one specialized field.
6. Peer Affiliation Orientation
[Definition] A trait that pursues the ability to work while maintaining positive connections with a wide range of people.
Explanation: Peer affiliation orientation refers to a type of person who values teamwork and workplace relationships. Their sense of fulfillment at work is strongly connected to their relationships with colleagues.
People with high peer affiliation orientation place importance on working while maintaining good connections with many different people and value teamwork and workplace relationships.
People with low peer affiliation orientation tend not to place much importance on cooperation or communication with others and may prioritize their own work first.
7. Contribution Orientation
[Definition] A trait that pursues contributing to society and helping others through work.
Explanation: Contribution orientation refers to a type of person who values being useful to people and society through work. They feel a sense of meaning when their work helps someone else.
People with high contribution orientation place importance on contributing to society and others through work and want to use their abilities for the benefit of society.
People with low contribution orientation tend to show less interest in contributing to society through work and may be more likely to prioritize their own circumstances and benefits.
8. Work Environment Orientation
[Definition] A trait that pursues the ability to work in a safe, secure, and comfortable environment.
Explanation: Work environment orientation refers to a type of person who wants to work in a comfortable setting. Being able to work safely and with peace of mind, along with the comfort of the workplace itself, becomes a source of motivation.
People with high work environment orientation place strong importance on a comfortable workplace environment, and their motivation tends to increase when the environment feels more pleasant and secure.
People with low work environment orientation are less likely to place much importance on ease of working or the comfort of the workplace environment.
9. Private Life Orientation
[Definition] A trait that pursues a fulfilling private life.
Explanation: Private life orientation refers to a type of person who values balance between work and private life. They place importance not only on work but also on personal time and time with family.
People with high private life orientation place importance on balance between work and private life and value their own time and time with family.
People with low private life orientation tend to prioritize work and are more likely to put personal time and family time later.
Aptitude Assessment Services
Our consulting-based aptitude assessment service incorporates an analysis of the sources of motivation through the assessment of work values, helping to uncover the background behind why a person is so strongly committed to certain things. By assessing work values traits, this service supports self-understanding, understanding others, and understanding organizations. By understanding one’s own work values, it becomes easier to identify strengths and weaknesses and connect that insight to personal growth and career development.
When you understand the switch behind motivation, both work and life become richer.