How Do We Build Value in the Job Market? Alfred Adler's Theory and How You Can Profit From It.
Updated on March 18th, 2023
July 11th 2021
This text was fully written by humans.
SUMMARY / KEY TAKEAWAYS
Feeling down and low motivation to work is common. We all go through phases in our lives when we doubt our career choices.
According to the theory of Alfred Adler — as an alternative to the schools of Sigmund Freud and Carl Gustav Jung — the roots of human motivation lie in the upward drive for perfection, and the desire to contribute to the world.
In this article, we introduce the Ontology of Value® model and explain in what ways you can create value in the job market as a professional.
Table of Contents
- No Motivation To Work?
- Learning About the Roots of Human Motivation Will Help You in Career Management.
- Alfred Adler's Approach To Human Motivation.
- Personality vs Lifestyle.
- Finding Motivation and Career Management Are Hard! You Need To Discover What Your Natural Way of Creating Value Is.
- On The Ontology of Value Model: How Do We Build Value?
- How To Make Sure That You Don't Experience No Motivation To Work Ever Again? Discover Your Natural Way of Building Value Using the Ontology of Value® Test!
No Motivation To Work?
Do you feel that you currently have no motivation to work? That despite your strong work ethic, you don’t have the inspiration and energy to do your best?
Or, do you feel that despite the amount of work and dedication that you put into your career every single day, the results are below your expectations or your professional development is questionable? And, as a result, you are undervalued by your employers and/or clients?
We all have those transient phases in our careers when we feel down, we lack enthusiasm for what we do and finally, we lose motivation at work. It is perfectly normal.
However, what to do when you feel no motivation to work for months or even years? Perhaps, it is because you made suboptimal choices in your career management.
And, despite your strong work ethic, you found yourself in a position in which you don’t build as much value in your environment as you would build with the same skills and mindset but in another place, and other circumstances if the position was more suited to your natural potential. This is where the classic theories of human motivation come in handy (Fig. 1).
Learning About the Roots of Human Motivation Will Help You in Career Management.
Sigmund Freud was a pioneer in researching the roots of human motivation. According to Freud, people are primarily driven by unconscious factors: a dual instinct of libido and aggressive drives. In adult life, their acts and choices often reflect their traumas and early memories from childhood.
Freud’s student, Carl Gustav Jung, developed yet another theory. He believed in a collective unconscious: a hive mind of sorts that we all share. He was also a strong proponent of balance as the basis of human motivation.
Namely, he believed that in our lives, we aim to find a perfect balance between our inner life and the outer world. In this article, we will focus on yet another, less popular theory of human motivation though: Alfred Adler‘s theory.
Alfred Adler’s Approach To Human Motivation.
Alfred Adler was an Austrian medical doctor and psychotherapist living between the eighteen-seventies and the nineteen-thirties. He was one of the close affiliates of Sigmund Freud. They used to meet in an informal discussion group (also known as, “The Wednesday Society”) in Freud’s private house on Wednesday evenings.
These friendly gatherings among the top medical doctors, psychologists, thinkers, and philosophers led to the creation of the psychoanalytic movement—one of the biggest and most influential movements in twentieth-century psychology.
Unlike many others (including, for example, Carl Gustav Jung) whom he considered his students, Freud treated Adler as his colleague and respected him as an expert in psychiatry and an equal partner for discussion.
Although Freud and Adler befriended and respected each others’ opinions throughout their careers, their views on the roots of human motivation differentiated with time.
Figure 1 The classic theories of human motivation. According to Sigmund Freud, people are primarily driven by unconscious factors: a dual instinct of libido and aggressive drives. Carl Gustav Jung believed that in our lives, we aim to find a perfect balance between our inner life and the outer world. To Alfred Adler, the roots of human motivation lie in the upward drive for perfection, and the desire to contribute to the world.
Namely, Alfred Adler developed a belief that human motivation goes way deeper than sexuality and low instincts. According to his inferiority theory, we are all born with an inferiority complex: the inner feeling that you are never good enough at what you do—not even by your standards.
According to Adler, the associated lack of self-esteem, doubt in one’s value, and the desire to prove ourselves and create value for others is the strongest drive among all. Just as William Faulkner likes to say, the human heart in conflict with itself is the only thing to write about.
Influenced by the work of Jan Smuts, Alfred Adler developed a strong belief that as humans, we don’t consist of parts—such as Freudian id, ego, ad superego—but rather, we are holistic, creative beings who are in control of their lives, and responsible for who they become.
He decided to call his approach to psychology “Individual Psychology” where the keyword “individual” means “undivided.” He believed that, rather than staying under the strong influence of subconscious drives, we are aware of what we are doing and why.
Rather than being the prisoners of our past, we are free decision-makers motivated by our future and determined to achieve our unique personal goals.
Personality vs Lifestyle.
Adler used to avoid the traditional concept of personality and preferred talking about people’s way of life or lifestyle, meaning the unique ways in which one handles problems and interpersonal relations.
According to his school of Individual Psychology, we aim to create the ideal versions of ourselves (the idea somewhat related to the self-actualization theory rooted in Abraham Maslow’s work). There are as many ways of achieving this personal goal as are people.
To one person, the best way is to demonstrate their full dedication to their employer and their team and to become the employee of the year. To someone else, the best way would be to create the funniest and the most colorful fairy tale book for children.
To yet someone else, perhaps becoming the wealthiest or the most physically appealing person in their neighborhood is the way to go. Or, writing a popular blog. Or, creating a popular Instagram account.
Adler was putting a strong emphasis on the social side of human psychology—regardless of which way of proving ourselves and building value we choose, the value that we produce becomes meaningful only in the context of others, never in isolation.
In other words, the real value is what we can offer to other people, not just what we can do for ourselves. And, to feel truly accomplished, we need positive feedback from our environment.
Finding Motivation and Career Management Are Hard! You Need To Discover What Your Natural Way of Creating Value Is.
Despite this internal sense of control, in practice, overcoming the inferiority complex is still hard! We are our own biggest critics, and no matter how far we get, we always feel that we might have done better. It’s just a never-ending fight with yourself, with your mind playing tricks on you all the time. Most people only win this game in old age—or never.
So, how to find your natural way of creating value as a professional? And then, improve on your career management skills, and choose a career that will allow you to get the most satisfaction and thrive.
In general, there are three pillars to your identity as a professional. (please also find more information in the article “3 Steps To Find Your Edge in the Job Market: On The Ontology of Value Model”) Here, we will focus on one of these pillars – the way we naturally build value for others as professionals.
On The Ontology of Value Model: How Do We Build Value?
In Ontology of Value, we conducted a broad, two-year-long study to reveal the most common ways to build value as a professional in our society. Our findings revealed that there are at least eight ways in which you can create value in the job market:
CREATOR (also known as, Hipster, Visionary, Designer, Inventor, Innovator) is an individual whose biggest driving force is a novelty. Creators can be found in all areas of the job market—from politics, through arts and sciences, to all branches of industry including IT. Creators’ minds circulate around high-level concepts. They feel the happiest when they derive new ideas and produce new, original content that amazes their environment. Creators treat professional life as a life-long pilgrimage: a journey from solving one type of problem or developing one concept to another.
SPECIALIST (also known as Hacker, Developer, Expert, Engineer) is a professional whose biggest drive is tackling specific, specialistic problems. Problem-solver’s ambition is becoming an expert or the to-go-to-person in a certain domain. Problem-solvers can independently come up with new solutions, in essence, hack problems. They find utter joy in finding geeky tricks to solve the issues encountered by their colleagues and astonishing people in their environment by making unexpected fixes to everyday problems.
LINCHPIN (also known as, Hustler, Communicator, Deal-maker, Community-builder, Connector) is a communicator and a deal-maker whose biggest drive is growing projects and building impact by developing and managing communities, finding collaborators and followers. The term “linchpin” means the central, pivotal piece of a wheel. Linchpins are, indeed, the hearts of their communities. They have strong interpersonal skills, are empathic, and easily take other people’s perspectives. They enjoy expanding projects by increasing the outreach and finding potential new clients or beneficiaries of the organizations that they represent. Linchpins love people! They are usually well-connected and gifted with the ability to find the right people at the right time.
MANAGER (also known as, Executive, Leader, Principal) is an individual whose biggest passion is managing a functional team and steering it in a way to reach the chosen goals. Managers feel the happiest when they can orchestrate a group of people to reach their targets efficiently and in a friendly, collaborative atmosphere. They are good at finding synergies between people and putting the team members in the right roles. However, managers also take an individual approach to optimally motivate every team member.
ACHIEVER (also known as, Role-model, Performer, High-flyer, Go-getter) loves to compete and win. Achiever’s biggest drive is to become a leader in some disciplines and serve as a role model to others. Some achievers (for example, Olympians) aim to become world-renowned professionals in their field and inspire young people around the globe. Other achievers don’t seek public attention, but rather, prefer to be recognized in a narrow, specialistic field. In either case, achievers have the ambition to get to some level of measurable success and positively influence others.
MISSIONARY (also known as, Mentor, Helper, Guardian, Protector, Supporter) is an individual whose biggest drive is to help other people directly. Most missionaries have a strong personal sense of mission (as the name suggests!) and are eager to compromise on their level of comfort or sacrifice a large portion of their free time to serve others. Missionaries feel the happiest when they see the smile on the face of the person whom they have just helped. They highly value non-material qualities at work, such as integrity, equality, and diversity.
CONTRIBUTOR (also known as. Workplace-Architect, Logistician, Coordinator, Planner, Trustee) prefers to create an infrastructure for others so that they can accomplish their projects and build their careers. Contributors usually avoid the spotlight—they prefer to work from behind the scenes. They care about creating a friendly atmosphere at work and are masters of multitasking. Contributors feel the happiest when they observe that their working environment develops in harmony, and when they live a balanced lifestyle. They enjoy hearing that it feels great working with them and that their contribution matters.
INVESTOR (also known as, capitalist, Financial Libertarian, Patron, Philanthropist) aims to achieve full financial freedom and only focus on doing projects out of interest rather than out of need. Investors don’t search for fame and recognition for what they do. They prefer to build their wealth in silence and live a peaceful life so that they can enjoy a high degree of personal freedom and cherry-pick projects that are most exciting to them. They are also eager to support budding projects with their know-how and financial resources.
Knowing the right role to play on a team might be the key to your personal success. Figuring out the right role for yourself might be challenging though. Therefore, knowing your preferred role toward other people is crucial for your professional development and building a fulfilling career path. You can find more information and suggestions related to this topic in our article “How To Find the Right Role To Play in the Team”
How To Make Sure That You Don’t Experience No Motivation To Work Ever Again? Discover Your Natural Way of Building Value Using the Ontology of Value® Test!
How to find out your natural way of creating value as a professional? Perhaps, after reading the descriptions given above, you can already identify what type of value builder you are by nature! However, we often cannot reliably diagnose ourselves and need some cheat sheet to help us in order to work on our professional development.
Therefore, please consider taking the Ontology of Value® Test as a way to diagnose your competitive advantage in the job market and your natural way of creating value.
This test will not only show you what type of a value builder you are, but it will also indicate how high you score compared to the general population of white-collar professionals.
Self-navigating in the job market becomes much easier once you know where your edge is, and which roles give you an advantage compared to the general population.
This aptitude test helps professionals and students with a strong work ethic in finding their edge in the job market. Are you unsure what your natural way of creating value is, and which tribe in the job market will welcome you with open arms?
Try our test built using a combination of psychometrics and machine learning! The results of this test will help you to work on your personal and professional development.
Are you planning to upgrade your career to the next level or change your career path? Are you pondering your options? Don’t be alone in the process – join us at our live online Ontology of Value® Career Mastery Program!
At this intensive online training, you will focus on discovering your identity as a professional, and learn effective career development strategies for landing great jobs.
We will help you choose the right career path, assist you in landing your new job, and teach you self-navigation strategies that will guarantee your success in professional development, and serve you for a lifetime!
Please find all the information about our incoming, game-changing program here:
Please cite as:
Bielczyk, N. (2021, July 11th). How Do We Build Value in the Job Market? Alfred Adler’s Theory and How You Can Profit From It. Retrieved from https://ontologyofvalue.com/no-motivation-to-work-how-to-discover-your-profile-as-a-value-builder/
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