Motivation explains why people act and behave in certain ways. Motivation drives people into action or to avoid particular courses of action. When someone is capable of doing or achieving an objective, motivation influences whether or not they will actually do it. Motivations explain why people with similar abilities apply themselves to very different endeavors.
Some people are motivated by financial rewards, some by power or influence and some people are motivated by learning and personal development. Everyone is driven by a combination of factors, and understanding particular motivation(s) helps to understand why people apply themselves to particular endeavours.
Motivation can be improved or inhibited by leaders, organisational values and colleagues.
This High Potential Motivators (HPM) test is currently in development and will be trialed over the summer/autumn 2015. You can participate in the beta testing and receive your report by completing the questionnaire here. You must be registered/logged in to complete the test, your report will be automatically sent to the email you registered with.
The HPM uses 44 items to assess six key factors which motivate people at work:
A sample of the HPM Snapshot Dashboard Results is shown below. Positive scores indicate the individual values this type of motivator more than average, negative scores indicate the individual less than average.
The HPM presents your results along six motivational facets:
Autonomy. Valuing autonomy means a focus on engagement, active participation and stimulation and personal development. Those who value autonomy want a job that is consistent with their own passions, entertainment or self-expression.
Recognition. Valuing recognition is a desire for achievement, power status and recognition. People who highly value this want to be known either publicly, within the company or within their team for their accomplishments at work.
Affiliation. Social responsibility, passing on knowledge, teaching and instruction and working with others. Those who value affiliation prefer to work with others, like to pass on their knowledge and experience, and value the social aspects of work.
Security. Security involves job security, personal safety as well as consistency and regularity. This could mean a job in a company or profession with a long-established history, consistent reputation or clear organizational culture. Valuing security is a focus on stability, consistency and reliability.
Compensation. Compensation includes material rewards such as pay, insurance, bonuses, and job perks that are easily measurable, counted and defined. It may also include other perks or advantages that make work life a bit easier: a convenient location, a nicer office or a more desirable working schedule.
Relevance. Safety and security and personal convenience. Comfort implies a job that fits within the person’s lifestyle, is relatively simple, calm that offers some flexibility.