The 5D Profile Assessment evaluates work values across 9 elements.
Work values refer to "the way a person thinks about and values work."
What individuals seek in their jobs differs, and these differences define their work values.
Work values help with self-understanding, understanding others, and understanding organizations.
By knowing your work values, you can identify your strengths and weaknesses, supporting self-growth and career development.
Understanding the work values of others also facilitates smoother communication and collaboration.
Work values are also important in understanding motivation toward work, identifying job fit, and discovering suitable careers.
This assessment distinguishes between intrinsic and extrinsic motivation, identifying traits that drive self-fulfillment and success.
Intrinsic motivation refers to the drive for self-fulfillment and success, essentially “motivation that arises from within.”
In other words, it means taking action not for rewards or recognition, but because you find it enjoyable, interesting, or want to grow.
The benefits of intrinsic motivation include:
- More sustainable (naturally continues because it’s enjoyable)
- Less stress (no sense of being forced)
- Greater creativity (freedom to think and explore new ideas)
- Smoother learning and growth (curiosity fuels strong learning motivation)
On the other hand, extrinsic motivation refers to being driven by rewards or evaluations.
It means motivation is based not on inner interest or enjoyment, but on external factors such as “money,” “recognition,” or “avoiding punishment.”
The benefits of extrinsic motivation include:
- Achieving short-term results more easily (rewards and evaluations become motivation, e.g., studying for a certification exam for recognition or passing)
- Easier goal achievement (rewards or recognition provide motivation, with awards or bonuses as possible outcomes)
- Facilitates competition with others (effort driven by evaluations or rewards, e.g., visible sales rankings stimulate competitiveness)
- Encourages efficient action (effort directed toward external rewards or recognition)
There is no single “correct” type of motivation. Both intrinsic and extrinsic motivation have advantages and disadvantages, and using them appropriately depending on the situation is important.
Balance between intrinsic and extrinsic motivation is crucial. If intrinsic motivation is too strong, achieving tangible results may be difficult. Conversely, if extrinsic motivation dominates, it may hinder self-fulfillment and growth.
The Work Values Assessment evaluates this balance to clarify your motivational drivers.
1. Achievement-Oriented
[Definition] A trait characterized by intrinsic motivation, pursuing satisfaction and excitement from accomplishing goals.
Explanation: Achievement-oriented individuals find joy in reaching goals. They enjoy working hard and seeing results, with “growth” and “success” as their primary motivators.
Those high in achievement orientation find joy in meeting goals, like working hard to produce results, and actively pursue growth and success.
Those low in achievement orientation show little motivation for goals, often dislike the effort required for results, and struggle to engage proactively in goal pursuit.
2. Autonomy-Oriented
[Definition] A trait characterized by intrinsic motivation, emphasizing independent decision-making and self-directed work execution.
Explanation: Autonomy-oriented individuals prefer thinking and acting on their own. They thrive in jobs with freedom and feel more motivated when deciding and acting independently rather than following instructions.
Those high in autonomy orientation like to act independently, make decisions themselves, and pursue self-directed execution.
Those low in autonomy orientation tend to follow others’ instructions or opinions, suppressing their own ideas and decisions.
3. Social Value-Oriented
[Definition] A trait characterized by extrinsic motivation, pursuing work at prestigious companies or high social positions.
Explanation: Social value-oriented individuals find fulfillment in contributing to society. They are drawn to jobs that benefit people and improve society.
Those high in social value orientation prioritize social contribution and recognition, acting with awareness of the broader impact of their work.
Those low in social value orientation tend to be self-centered, prioritizing personal benefits and showing little concern for society or others.
4. Economic-Oriented
[Definition] A trait characterized by extrinsic motivation, pursuing high wages and a stable lifestyle.
Explanation: Economic-oriented individuals value income and stability. Earning money and maintaining a secure life motivate them at work.
Those high in economic orientation focus on financial rewards and stability, striving to improve income and living standards.
Those low in economic orientation prioritize other values or goals over money, showing little interest in pursuing financial rewards.
5. Expertise-Oriented
[Definition] A trait focused on applying and further developing one’s professional skills.
Explanation: Expertise-oriented individuals value enhancing specialized skills and knowledge. They aim to become professionals in a specific field.
Those high in expertise orientation pursue work that allows them to apply and advance their expertise.
Those low in expertise orientation show little interest in deepening specialized knowledge, preferring broader engagement across multiple areas.
6. Team-Oriented
[Definition] A trait focused on working while building good connections with many people.
Explanation: Team-oriented individuals value teamwork and workplace relationships. Their motivation comes from bonds with colleagues.
Those high in team orientation actively build positive relationships at work and prioritize teamwork and human connections.
Those low in team orientation tend not to value collaboration or communication, prioritizing their own work over relationships.
7. Contribution-Oriented
[Definition] A trait focused on contributing to society or others through work.
Explanation: Contribution-oriented individuals find meaning in benefiting others or society.
Those high in contribution orientation aim to contribute to society through their work, applying their expertise for the benefit of others.
Those low in contribution orientation show little interest in contributing through work, often displaying self-centered attitudes.
8. Work Environment-Oriented
[Definition] A trait focused on valuing the quality of one’s work environment.
Explanation: Work environment-oriented individuals seek comfortable and supportive conditions at work. A healthy workplace motivates their performance.
Those high in work environment orientation value good working conditions, considering them essential for motivation and contribution.
Those low in work environment orientation pay little attention to the work environment, focusing instead on other priorities even if conditions are poor.
9. Private Life-Oriented
[Definition] A trait focused on pursuing a fulfilling private life.
Explanation: Private life-oriented individuals value balance between work and personal life. They prioritize not only work but also personal and family time.
Those high in private life orientation strive to maintain balance, valuing personal and family time alongside work.
Those low in private life orientation often prioritize work at the expense of private or family time.
Diagnostic Assessment Service
Our consulting service includes an Diagnostic Assessment that analyzes motivational drivers through work values, exploring the “why” behind strong preferences. By diagnosing work values traits, it supports self-understanding, understanding others, and understanding organizations. Knowing your work values helps identify strengths and weaknesses, supporting self-growth and career development.
Knowing your “motivation switch” makes both work and life richer!