While estimating personal values, motivating and satisfying factors, and defining professional orientation, I have received mixed results. Specifically, the analysis of my moral, family, professional and religious values have revealed that I am more concerned with financial and family issues; lower results have been assigned to professional, intellectual, and physical development. Finally, the lowest rate has been received for community and spiritual values.
As per the two-factors profile, the assessment revealed my great interest in motivating factors rather than satisfying ones. Finally, my international orientation is mixed, which means that I belong neither to a cosmopolitan profile nor to a local direction. Overall, professional and personal analyses reveal an evident connection between performance and personal values through establishing priorities and attaining importance to certain factors and spheres. However, because there is a slight fluctuation between personal and professional values, as well as between motivational and satisfying factors, I can claim that I am close to a well-rounded personality because I strive to develop myself in all directions.
The importance of defining and adhering to moral and social values provides a more in-depth insight into personality analysis. It also contributes to determining the strong and weak sides of my character, and, therefore, it is much easier to highlight what can be done to improve some drawbacks and achieve the established goals. At the same time, the personal analysis underscores the importance of promoting social, spiritual, and community activities because it can further influence other parts of private life (Dolgoff, Loewenberg, & Harrington, 2011, p. 64).
For instance, developing social skills can add to communication skills, which are of high importance for professional promotion. At the same time, interest in spiritual development can influence our family background and vice versa. Overall, all these fields should be held in harmony to achieve success in life.
Prevalence of motivational factors over the satisfying ones implies my more significant concern with professional recognition at the workplace. Overcoming challenges, therefore, is a step forward to the professional promotion and personal development. However, the hygiene factor appraisal was not much lower, which means that working conditions are also essential for sustaining performance. One way or another, the two-factor theory provides an overwhelming overview of directions and approaches to solving the problem of motivation management (Tosi, Mero, & Rizzo, 2000, p. 133). It also provides a full picture of the issues and changes that can be made to improve professional growth and working conditions.
Treating people globally is also an essential component of adjusting to unknown situations and environments (Cabrera, 2010). Because I have both cosmopolitan and local orientations, I should acquire a deeper understanding of what it means to think globally. This skill will be essential because the globalization process becomes crucial nowadays.
In conclusion, it should be stressed that performance and motivation depend on a spectrum of factors that should be treated equally to achieve moral and professional satisfaction. Social, cultural, and family background have a direct connection to professional growth and development because they constitute inherent components of personality formation. To strike a balance between personal values and professional career, one should be able to strike a balance between internal motivations and outside possibilities. In such a manner, it is possible to reach the desired objectives. More importantly, the professional path can be less problematic if family and social background is in harmony as well.
References
Cabrera, L. (2010). The Practice of Global Citizenship. UK: Cambridge University Press.
Dolgoff, R., Loewenberg, F. M., & Harrington, D. (2011). Ethical Decisions for Social Work Practice. New York: Cengage Learning.
Tosi, H. L., Mero, N. P., & Rizzo, J. R. (2000). Managing Organizational Behavior. US: Wiley-Blackwell.