Recognition measures an individual’s value for receiving public acknowledgement for a job well done. Higher scores likely are very visible in the organisation and get excited about opportunity for public display and verbal gratification. When thinking about this scale in more detail, we will need to consider the additional themes that represent this scale. Provided below are brief descriptions of each as well as interpretations at the high and low ends, much like we look at the HPI HIC scores.
Lifestyles – concerns the manner in which a person would like to live. When an individual endorses most of the items related to this theme, we likely can assume they prefer and value an environment that provides them the opportunity to get rewarded for their efforts and showcase their achievements. They likely live up to these standards by seeking the attention of others when they have done something well. An example could be someone who displays all of their accomplishments/awards on the wall or pointing attention to something they are proud of.
If you have someone who endorsed a very limited amount of items, we could likely assume these individuals prefer not to be the center of attention. An example might be if they were provided with an award, they may quietly say thank you and put it away versus displaying it for others to see.
Beliefs – involves “shoulds”, ideals, and ultimate life goals, and often suggest how the outside world should operate. Higher scorers believe that people should call attention to their own accomplishments; we might see them voicing a new title they just earned or a new goal they are looking to obtain. They often feel the urge to proclaim what’s next in their life. These people may also assume others want to be recognised so they may provide recognition even if the other person doesn’t want it.
On the other hand, low scorers tend to believe that people should not call attention to their accomplishments nor feel it is necessary to share their goals and aspirations with everyone. Additionally, people scoring low on Beliefs for Recognition may not provide others with the recognition they need for a job well done.
Occupational Preferences – includes the work an individual would like to do, what constitutes a good job, and preferred work materials. Higher scores will likely seek out occupations that have some element of grandeur; they likely are attracted to environments /cultures that allow them to stand out. Such occupations include being a speaker or facilitator where others can look up to them as the expert. We also might see them becoming involved in work activities that will get them noticed.
Lower scores however tend to prefer occupations that are “low key” or out of the public eye. It is not to say these individuals cannot be a successful speaker or facilitator, they just prefer opportunities that are more behind the scenes.
Aversions – reflect attitudes and behaviours that are either disliked or distressing. Higher scores on this theme might feel entitled to receiving recognition and may get irritated when it is not provided. They may also get frustrated if they worked really hard on something and others around them didn’t notice their efforts.
On the other hand, low scorers tend to have more tolerance when it comes to getting their recognition value met. If they do not get recognised for their accomplishments, it probably will not bother him or her.
Preferred Associates – includes the kind of people desired as coworkers and friends. Higher scorers typically associate themselves with those who either provide them with praise and promotion, or are interested in being around others that seek out recognition. They may also choose their friends or colleagues based on their job or life status. Higher scorers likely find these individuals very influential and likely seek them out with hopes they will provide the recognition they seek.
Those who score lower on preferred associates likely don’t need to seek out those with status. We may often find these individuals comfortable interacting with a variety of individuals, those who may attempt to be the center of attention and those who avoid recognition overall.
