Bio-social. The changing physical capacities and emotional states that individuals have as they age. For instance, younger people may have the health and energy to cope with fast paced jobs.

Family relationship. The different needs, expectations and responsibilities that family circumstances present during an individual's life. For example, the need to care for elderly parents may limit where and how much someone can work.

Career. The various societal expectations of work and career patterns that individuals respond to in different ways as they age.

Technical/functional competence. Because they are talented and enjoy being regarded as an expert, people in this category have a sense of identity arising from the content of their work, and seek to develop and increase their skills.

General managerial competence. These people tend to view specialisation as a trap, and recognise the importance of knowing about several functional areas. They develop expertise at the level of their business or industry. Opportunities for leadership, high income, higher levels of responsibility and contributing to the success of their organisation are key values and motives.

Autonomy/independence. These individuals find it difficult to be bound by other people's rules, procedures, working hours and so on. They like to do things in their own way, at their own pace and to their own standards. They do not like work to interfere with their private life, so they prefer to make independent careers on their own terms. They may opt for a lower-grade job rather than give up autonomy and independence.

Security/stability. Some people need safety, security and predictability and will seek jobs with permanence and a minimal redundancy record. These individuals tend to identify with their jobs and careers. Their need for security and stability constrains alternative career choices.

Entrepreneurial creativity. Some people like to create new organisations, products or services that can be identified with their own efforts.

Sense of service/dedication. This describes those who enter occupations because of central values they want to embody in their work. They are often concerned more with these values than with the areas of competence involved in the work.

Pure challenge. These individuals define success in terms of overcoming apparently impossible obstacles, solving apparently insoluble problems or just winning. For some the challenge is in terms of more difficult jobs or tasks; for others it is in competitive and interpersonal terms.

Lifestyle. For these people career must be integrated with total lifestyle, balancing individual needs, family needs and career needs. They look for an organisational attitude that reflects respect for personal and family concerns.