because of their internal desire to control their lives,
learn about their world, and accomplish something that endures.
Type I behavior does not disdain money or recognition. Both Type X’s and Type I’s care about money. If an employee’s compensation doesn’t hit the baseline that I described in Chapter if her organization doesn’t pay her an adequate amount, or if her pay isn’t equitable compared to others doing similar work—that person’s
motivation will crater, regardless of whether she leans toward Xor toward I. However, once compensation meets that level, money plays a different role for Type I’s than for Type X’s. Type I’s don’t turn down raises or refuse to cash paychecks. But one reason fair and adequate pay is so essential is that it takes the issue of money off the table so they can focus on the work itself.
By contrast, for many Type X’s, money
is the table. It’s why they do what they do. Recognition is similar. Type I’s like being recognized for their accomplishments because recognition is a form of feedback. But for them, unlike for Type X’s, recognition is not a goal in itself.
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