What floats your boat? What turns you on? What pushes your buttons (in a good way)? In other words, what motivates you, whether at work, at school or in your other significant pursuits? What is it that makes you want to do the things you do?

If this was a simple question to answer, the world would be a much easier place to navigate. If one thing made everybody feel good or motivated them to act, it would be pretty simple to set up a system where people were highly productive in all parts of their lives.

In reality, motivation comes from a multiplicity of places and varies from individual to individual. Generally, when we look at what motivates people, we divide motivators into two categories: extrinsic motivators — those things outside the person or outside of the goal itself — and intrinsic motivators — those things or experiences that we derive from doing our job or our assignment.

People often think of money as the major extrinsic motivator. Actually, there are very few studies that have ever supported that view. Money, in and of itself, does not seem to be a sole motivator for most people. Lest we misunderstand, the absence of money is often seen as a demotivator. I'll talk more about demotivating factors later.

When considering what motivates an individual, it is important that that motivation be understood by both the individual and particularly by supervisors, but also by parents, friends, lovers, teachers, coaches, etc.

Knowing what motivates us helps us to choose the right careers, the right relationships and the right situations for ourselves. Knowing what motivates others helps us reach our common goals. Things get even more complicated when you dig down further into how you select and apply a specific motivator.

For example, many people are motivated by recognition, usually about an achievement or an accomplishment. For one person, recognition might consist of a quiet pat on the back and a minor comment about them having done a good job. For another person, a public celebration of their achievement might be necessary.

As another example, a sense of security is believed to be a basic motivator for many people, yet the meaning of security has changed drastically over the years. In my generation, security meant one job at one place for life. Today, for generations X and Y, security may mean a transportable health benefit.

To complicate things further, motivators change over time. For example, to someone in their twenties, the opportunity for adventure, new experiences and new places may be sufficient motivation for a large range of activities. Somebody in their forties, who has a young family, may find other things — for instance a flexible work schedule and dental coverage for orthodontia — more motivating at that point in his or her life.

Just as important as recognizing motivators in reaching goals is the issue mentioned above of demotivating. According to a man named Hertzberg, there are a number of demotivators. We mentioned earnings above. Other factors include physical setting, resources and companionship. And, at the risk of sounding like I'm trying a tongue twister, the absence of what motivates a person can demotivate them. For example, if autonomy and learning are your motivators and you are placed in a situation where there are few opportunities for learning and you are being micromanaged, it is doubtful that you will feel great enthusiasm for accomplishing your goal.

So it is clearly not a simple question I'm asking, but again, knowing the answers either for yourself or someone you supervise and being able to supply the appropriate motivators reaps large rewards.

If you want to discuss this issue or any others, give me a call at (530) 752-2727 or stop by the Academic & Staff Assistance Program office at 112 A St. in Guilbert House.

Sally Harvey is director of ASAP. Her columns appear quarterly. The Academic and Staff Assistance Program's Web site is located at http://www.hr.ucdavis.edu/ASAP.