Your motivational activity
100%
Your score in motivational activity matches the most common score of a third of working people. This result is considered normal. Your work motivation level is relatively high.
You have enough energy and activity to complete your professional tasks.
Organizational attractiveness for you
66%
Your score matches up with the most common score for a third of all working people. This score characterizes the very middle of the norm. We can say that you rate your organization moderately.
Graphical representation of comparison
results of assessing your motivational activity
and your organization's motivational attractiveness
Your driving forces are:
Driving forces are motives that are more important to you than to most people.
These motives are more important to you than to most workers. This level of importance is seen in 2.5% of workers.
- Sense of being successful
- Sense of liberty and freedom in choosing
These motives are more important to you than to most workers. This level of importance is seen in 15% of workers.
The possibility of implementing the following motives is within the norm:
- Sense of being successful
The following motives cause you the most stress. These are the most significant demotivators to you:
- Sense of liberty and freedom in choosing
To increase job satisfaction and personal effectiveness, it could be helpful to find opportunities for the implementation of these motives within the organization. For example,
- for motivator “Sense of liberty and freedom in choosing” the opportunity to design your own workplace, setting new professional tasks, with the possibility of developing your own implementation process, mentoring, free work schedule.
The appealing aspects of your organization for you may be:
- Material welfare
- Social authority, prestige
Compared to their importance, you estimate the possibility of implementing these motives higher than most workers.
- Sense of stability
- Contacts with colleagues
- Promotion prospects
- Improvement of your professional competence
- Satisfaction with the results of your working activity, with attaining your objects
- Sense of being helpful to other people
- Satisfaction of your non-professional interests (family, friends, hobbies etc)
The possibilities of implementing these motives are enough for you or, at least, do not cause significant discomfort. They are within the norm.
Additional areas for improvement for you can be:
- Satisfaction with your working activity
- Management, supervision over other employees
- Competition excitement
- Possibilities for self-realization in particularly your professional activity
You estimate the difference between the possibility of implementing these motives and their significance lower than most people.
Finding opportunities of motive implementation within your organization will increase job satisfaction and personal effectiveness. For example,
- for motivator “Satisfaction with your working activity” stable and understandable feedback, clearly defined job description, clear work planning.
- for motivator “Management, supervision over other employees” taking on managerial tasks with personal responsibility, mentoring, managing a working group, project, new direction, inclusion in the reserve for a managerial position, organizing events.
- for motivator “Competition excitement” setting ambitious goals, challenging goals, participation in innovations, a rating system for evaluating work with clear evaluation criteria, the presence of "business fever" (stress, haste).
- for motivator “Possibilities for self-realization in particularly your professional activity” the opportunity to take on new professional challenges, challenging goals, business trips, referrals for presentations, tenders, participation in training seminars, offering the role of an expert in the evaluation of new projects, horizontal career in the company (learning new skills or a new specialty).
Additional information on significance
You view the possibility of implementing the following motives in your organization the same way as most people do:
- Satisfaction with your working activity
- Possibilities for self-realization in particularly your professional activity
- Improvement of your professional competence
- Satisfaction with the results of your working activity, with attaining your objects
- Contacts with colleagues
- Management, supervision over other employees
- Sense of stability
- Satisfaction of your non-professional interests (family, friends, hobbies etc)
- Promotion prospects
- Social authority, prestige
- Sense of being helpful to other people
- Competition excitement
To you, the following motives are less important than to most people:
15% of workers find these motived significant.
These motives are unlikely to be significant motivators for you. However, the possibility of implementing them in the organization will lessen the likelihood of your dissatisfaction.
Additional information on possibility of implementing motives
You view the possibility of implementing the following motives within your organization the same way as most people do:
- Contacts with colleagues
- Material welfare
- Social authority, prestige
- Improvement of your professional competence
- Sense of being successful
- Satisfaction with your working activity
- Sense of stability
- Possibilities for self-realization in particularly your professional activity
- Satisfaction with the results of your working activity, with attaining your objects
- Satisfaction of your non-professional interests (family, friends, hobbies etc)
- Promotion prospects
- Management, supervision over other employees
- Competition excitement
You view the possibility of implementing the following motives within your organization lower than most people do:
Similar scores are common in 15% of workers.
- Sense of being helpful to other people
- Sense of liberty and freedom in choosing
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