People who are driven by a need for power love to be in charge, and crave authority even more than monetary gains. They want to make impactful decisions, desiring to be revered and followed.

Power

Lack of job satisfaction and employee engagement can be due to bad management, lack of transparency and overwork. One important reason that is often overlooked is our personal motivations.
There are five different motivations at work: Achievement, power, affiliation, security and adventure.

Our Work Motivation

People with a high need for achievement seek to excel. Going for high-risk situations, these go-getters are not sitting relaxed even after reaching their objectives, rather going after the next goal.

Achievement 

People with a high need for affiliation want harmonious relationships with others and want to feel accepted by their peers and bosses. They prefer work that has social interaction. They make excellent team members and do well in customer service or client interaction.

Affiliation

People with a high need for security look for continuity, consistency, and predictability in their work and remuneration.
They don't switch jobs easily and dislike change, preferring to work in the same position or department.

Security

People who need adventure are motivated by risk, change, and uncertainty. They also change jobs and companies often, as they get bored with routine, and usually end up becoming entrepreneurs or freelancers.

Adventure

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We've all seen the data about how the majority of employees are disengaged at work. You might have also seen the <a href="https://www.leadershipiq.com/blogs/leadershipiq/35354881-employee-engagement-shocker-low-performers-may-be-more-engaged-than-high-performers">shocking data</a> that in almost half of companies, high performers are actually less engaged than low performers. And while there are organization-specific reasons why employee engagement is so low (e.g. bad bosses, low transparency, overwork, etc.), sometimes the issue is deeper; namely, our personal motivations.
We all have different motivations at work. Some people are continually reaching for a higher level of personal best, others want to be recognized for being influential and still others want harmonious relationships with other people. Some look for continuity, consistency and predictability in their job, while others are motivated by risk, change, and uncertainty.
What motivates you? Through research with thousands of employees and leaders, we've discovered that there are five major motivations that drive people's actions at work; Achievement, Power, Affiliation, Security and Adventure. There are numerous ways to assess and discover your own personal motivation, from introspection to an online test that assesses those five drivers called <a href="https://www.leadershipiq.com/blogs/leadershipiq/what-motivates-you">"What Motivates You?"</a>
To get you started, here's an overview of each of the five big motivations:
Achievement: People with a high need for achievement seek to excel. Their hunger for achievement isn't fed by being better than others, but rather by continually reaching for a higher level of personal best. Achievement-motivated individuals avoid low-risk situations because the easily attained success is not a genuine achievement. Instead, they want difficult goals that demand intense effort and that challenge them to grow in new ways. Success is sweet for the achievement-motivated person, but true satisfaction is found in the demanding quest to reach that success. So while wins are something to be celebrated, you won't find these individuals resting long on their laurels before they are off and running towards a new and difficult goal.
Power: People who are driven by a need for power aren't looking for a Napoleonic "I want to command the world" kind of dominance, but they do want to be recognized for being influential. They love to be in charge and will even choose a high-ranking title over money. They want to direct others and to hold the authority to make decisions that impact others. The need for power often includes a desire to be revered and followed.
Affiliation: People with a high need for affiliation want harmonious relationships with other people and they want to feel accepted by others. These individuals prefer work that provides significant personal interaction. They enjoy being part of groups and make excellent team members, though sometimes they are distractible into social interaction. Affiliative-driven individuals perform particularly well in customer service and client interaction situations.
Security: People with a high need for security look for continuity, consistency and predictability in their job, work, and pay. They are driven by guarantees and may prefer to stay with the same company, or in the same position or department, for the long haul. High-security people often dislike change, especially when it feels too abrupt or disruptive.
Adventure: People with a need for adventure are motivated by risk, change, and uncertainty. They thrive when the environment or the work is constantly changing. They tend to like challenges and jump at the opportunity to be the first to do something new. They don't mind failure, especially if given the chance to try again. High adventure people often go out on their own. They may be entrepreneurs or freelancers. They are likely to change jobs and companies often, especially when they get bored or feel that they have "maxed out" their potential somewhere.
Once You Know Your Motivations... One of the great benefits of knowing your motivations is that knowledge can help you find opportunities where you're both likely to succeed and be deeply fulfilled. For example, Adventure-driven high performers want excitement and to be doing something new all the time. And they dislike doing work everybody else is already working on; it's much more gratifying to be the first person to work on a project. So if you're motivated by Adventure, you know that you need to work in a company or team where the projects are cutting edge, new and different.
By contrast, if you've got a high Security drive, you should probably avoid a job where your potential new boss says "Well, we don't know exactly how you're going to fit into this team yet, but just come on board and we'll figure that out as we go." People motivated by Security prefer clearly defined job roles and duties.
To have a truly fulfilling, and successful career, it's a good idea to spend a little time reading these five motivations and seeing which one fits you best. Or go take the online test <a href="https://www.leadershipiq.com/blogs/leadershipiq/what-motivates-you">"What Motivates You?"</a>
The more you know yourself, the more likely you are to select jobs (and careers) that inspire you to give your best effort every day.
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We all have different motivations. Some people are reaching for personal bests, others want to be influential and still others want harmonious relationships. Some look for predictability while others are motivated by uncertainty. See the big five motivations that drive people at work...

What Motivates You At Work?

Power

Our Work Motivation

Achievement

Affiliation

Security

Adventure

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