Primary Self Interest- A Key Motivator

This is chapter from my book 'Don't Regret Later - A Book For Corporate Freshers'.


One must be truthful with oneself about one’s own motives, especially if one is to survive in the world. It takes rigor and it takes courage – Alain French

I am convinced that the majority of people would be generous from selfish motives, if they had the opportunity – Charles Dudley Warner

An organization is primarily a collection of individuals, who are actually pursuing their own respective Primary Self Interests within the organization. Primary Self Interest as defined here, refers to the prime reason for an individual to seek employment in a particular organization. This prime reason may or may not be apparent to anyone else in the organization.

While the Primary Self Interest of each individual working for a particular organization, is likely to differ from the other, but at the same time they are likely to identify themselves with the various aspects of the organization, someway or the other. This is of course assuming that all such individuals have taken a well thought out decision, to join that particular organization.

Of course, greater the extent of identity of an individual’s Primary Self Interest with the various aspects of the organization, greater would be the motivational levels of the individual, which would further propel him towards superior levels of performance.

To take some typical examples of Primary Self Interests:

• proximity of the organization to one’s residence,

• a better identity in the society by virtue of being associated with a particular organization,

• an opportunity to meet important people and establish a rapport with them during the course of one’s job,

• an opportunity to do something constructive for one’s community or one’s society,

• an opportunity to better address the current priorities on one’s personal front such as completing the construction of one’s house, not disturbing the education of one’s children, looking after one’s aged parents who do not wish to move out of the city,

• an opportunity to become the CEO of some other organization few years down the line by virtue of one’s work experience in the current organization, which is considered to be the market leader and a well respected name in the industry,

• an opportunity to rise up to the ranks of the current organization and be one of the senior Directors, or a member of the senior management one fine day, thereby drawing an enviable salary and perks, besides hobnobbing with the who’s and who of the corporates across the world, and so on.

These are some of the examples of Primary Self Interests in individuals which if well identified with a particular organization, would induce higher motivational levels in those individuals, and which in turn would propel them towards higher levels of performance.

Of course, the overall environment in the organization, its policies, vision, goals, compensation structure, quality of the senior management, reputation in the industry etc, do play an important role in providing the necessary support structure in enabling their respective employees to further their motivational levels, which were earlier ignited by virtue of their respective Primary Self Interests.

But, unless and until one’s motivational levels are not ignited through one’s Primary Self Interest/s, the various organizational factors as listed above and others, cannot do much in terms of sparking off those motivational levels to propel an individual towards higher performance levels in the organization.

Furthermore, when the individual’s Primary Self Interest ceases to hold any relevance to him, or is replaced by any other Primary Self Interest through which he just cannot identify with the current organization any more, then his motivational levels are likely to reduce, which in turn could prompt him to seek a career change in some other organization, where he can identify a better realization of his latest Primary Self Interest.

To illustrate this hypothesis by way of some examples:

a) An individual’s initial Primary Self Interest could be the proximity of one’s residence to the place of work, which in turn enables him to lead a better quality of life, besides all those savings on time, effort, and money required to commute to and fro the workplace. He is able to walk across to his workplace in the morning, and then walk back to his residence in the evening. This is a big advantage for this individual who hates commuting to and fro in the overcrowded roads, getting stuck in traffic jams etc. Now, if his organization were to relocate elsewhere in the city, which would now entail this particular individual to commute at least an hour per day and that too one way, then that would be an end of his Primary Self Interest vis a vis that organization. Now, if this is not replaced by another Primary Self Interest of this individual vis a vis this organization, say for example, expectation of a promising career opportunity in the near term, then his interest in the organization is likely to wane, and which could induce him to seek a career move, or

b) If the individual’s initial Primary Self Interest is to become a member of the senior management of the organization within a particular time frame, and if on the other hand he later discovers that he does not possess those specific qualifications and skill sets, to make that particular grade in the organization, then again his Primary Self Interest vis a vis this particular organization is most likely to lose its relevance, which in turn would certainly propel him to seek an opportunity in some other organization, where he could realize his Primary Self Interest. But, if his Primary Self Interest of making it to the senior management level within a particular time frame, is replaced by some other Primary Self Interest, say for example, being well established in the organization for so many years, and thus would rather prefer to consolidate his position in the current organization, rather than take that risk to venture out to some unknown organization in order to realize his original Primary Self Interest of becoming a member of the senior management, then his identity with the current organization is unlikely to be impacted adversely, thus enabling him to retain those necessary motivation levels.

For an individual employee, it thus becomes vital to guide his own career using this concept of Primary Self Interest. Yes, as every individual is different, there can be no doubt about the fact that there could be ‘n’ number of Primary Self Interests, all working towards and contributing quite significantly towards maintaining those high motivational levels of the respective employees in an organization, a hypothesis indicated in the beginning of this chapter.

As a passing reference, from the managerial perspective, it needs to be mentioned that the identification of such Primary Self Interests remains a key challenge, in devising the right retention strategies for each promising and a valuable human resource of an organization. However, this observation should only be taken as a passing reference, the main objective of this chapter is to guide a Corporate Fresher, to navigate his career successfully.

And of course, the Primary Self Interest also has the capability to enable an individual not to get unduly disturbed or disoriented by any imperfections in the organization, such as some erroneous decisions of the senior management or less than optimal levels of overall internal environment in the organization, which otherwise has the potential to cause much demoralization among the staff.

The reason is simple, the urge to realize one’s Primary Self Interest can make a Corporate Fresher relatively immune to any adverse developments in the organization as long as his Primary Self Interest is not threatened. Say for example, if an employee who is otherwise well established in the organization, is pursuing a part time professional course, with the intent of scouting for better career opportunities post that course, then any adverse decision like an unfair distribution of bonus or controversial changes in the organization is unlikely to impact him adversely, as long as he is able to attend his evening classes, and get leave to prepare and appear for his examinations. After all, he intends to scout for better career opportunities later on.

Based on my own experience, as well as the experiences of some of my friends, I am of the firm belief that without that well identified Primary Self Interest in an employee, even the most highly progressive organizations of the world would fail to get that kind of a commitment from their employees. And on the other hand, the identification of this Primary Self Interest can bring out the best in an employee, notwithstanding the sub optimal levels of other hygiene or motivational factors in his organization.

Yes, some of the Primary Self Interests may or may not agree with the stated objectives of the organization. For e.g. someone may desire to become the CEO of that organization one fine day, or head one of the business units. This would certainly agree with the stated objectives of the organization.

On the other hand, someone may want to master the business of the organization, and then one fine day establish his own enterprise on parallel lines to this organization. Certainly, no organization would really wish to be training institute to churn out entrepreneurs, who may pose a threat to this very organization one fine day. Or, someone may desire to be the CEO of one of the competing organizations. Again, no organization would like to groom an employee of theirs so that one fine day, he or she takes over as the CEO of a competing organization. But it happens, doesn’t it?