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Helping high flyers fly high: their motives and developmental preferences

Helping high flyers fly high: their motives and developmental preferences This paper presents the key‐results from a two‐year research project which focused on the motivation and developmental preferences of high flyers. High flyers were found to have a particularly strong desire to be in a position of authority and control, but their concerns were mainly about working to the best of their ability and making efforts to master new skills. They were found to be more motivated by competition with themselves than by competition with others. Surprisingly, they were no more motivated by the desire for material and financial rewards than the general population. The research also asked which development tools high flyers had found most useful. Mentoring was considered the most valuable, with job rotation and 360° feedback also rated very high. Commonly used development processes, such as career development resources and technical training, were viewed unfavourably by a significant proportion of the respondents. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Industrial and Commercial Training Emerald Publishing

Helping high flyers fly high: their motives and developmental preferences

Martin Galpin; James Skinner
Industrial and Commercial Training , Volume 36 (3): 4 – May 1, 2004
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References (1)

Publisher
Emerald Publishing
Copyright
Copyright © 2004 Emerald Group Publishing Limited. All rights reserved.
ISSN
0019-7858
DOI
10.1108/00197850410532122
Publisher site
See Article on Publisher Site

Abstract

This paper presents the key‐results from a two‐year research project which focused on the motivation and developmental preferences of high flyers. High flyers were found to have a particularly strong desire to be in a position of authority and control, but their concerns were mainly about working to the best of their ability and making efforts to master new skills. They were found to be more motivated by competition with themselves than by competition with others. Surprisingly, they were no more motivated by the desire for material and financial rewards than the general population. The research also asked which development tools high flyers had found most useful. Mentoring was considered the most valuable, with job rotation and 360° feedback also rated very high. Commonly used development processes, such as career development resources and technical training, were viewed unfavourably by a significant proportion of the respondents.

Journal

Industrial and Commercial Training – Emerald Publishing

Published: May 1, 2004

Keywords: High flyers; Management research; Motivation (psychology)

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