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Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
Motivation Assessment
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Motivation Assessment

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This exercise tells us important things about ourselves. It reveals how we and others view our membership in a group. Understanding motivations gives us one key to determining how people will perform …

This exercise tells us important things about ourselves. It reveals how we and others view our membership in a group. Understanding motivations gives us one key to determining how people will perform in ventures.

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  • 1. MOTIVATION MOTIVATIONAL ASSESSMENT ALPHA M. BRUTON/ ARTIST /ART CONSULTANT
  • 2. MOTIVATIONAL EXERCISE  TOTAL TIME: 30 Minutes  The motivational exercise pinpoints the motivations people have for joining a group. Not only is it helpful for people to articulate their motivations, but the scores provide a guide for the formation of work groups or committees.  This instrument works best when the participants respond quickly with their first impression. The time devoted to taking the motivational exercise should not exceed five or six minutes. A self-scoring sheet is included. Urge people to quickly score their exercise before turning to the interpretations.
  • 3. MOTIVATIONAL EXERCISE  Please note that some may  When everyone has comment that they can’t completed the exercise, select just one choice. Be review their scores with firm but kind in insisting them. Ask that people that they do. Remind them declare their motivational it is merely choice, an preference by raising their indication of general hand. Again, use each motivation, and is not individual’s name and meant to encompass all of make sure that everyone the complexities of each has a sense of the number person’s life. of each of the motivational preferences that are present on the board. Read and discuss the interpretations.
  • 4. MOTIVATIONAL EXERCISE  Ask the group (individual) if they are comfortable with their scores and listen to the response. All preferences are necessary for a  well-balanced group, a point reinforced by the text. Often a discussion will follow that suggests that within the context of this particular group, some members may be assuming a slightly different motivational preference than within another group.  Notice if people are talking about their thinking styles or comparing notes on their motivations. If they are, the exercises are definitely having the desired effect.
  • 5. MOTIVATIONAL ASSESSMENT This exercise tells us important things about ourselves. It reveals how we and others view our membership in a group. Understanding motivations gives us one key to determining how people will perform in ventures (collaborative/partnershi ps). Use this brief, self-scored exercise to identify your motivations for participating in groups.
  • 6. Motivational Assessment 1. 5.   I like to work alone. Before I begin, I want to see the standards against a) a) which I’ll be judged. I like to work with others. b) Before I begin, I want to see the organizational goals. b) I can work alone or with others. c) Before I begin, I want to know with whom I will be c) working. 2.  6.  I’m happy working closely with people to develop a) I want to be perceived as a competent leader. a) and complete a project. I want to be perceived as an effective worker. b) Just give me directions and let me “go at it.” b) I want to be perceived as a good person. c) Let me plan a whole project and get it started myself. c) 7.  3.  A successful job for me is one in which we feel like a a) a) I like to influence other people. family b) I like knowing that what I do makes people happy. A successful job for me is one in which I’ve taken a b) c) I like the feeling that I’m doing an excellent job. leadership role from the start to finish. A successful job for me is one in which I've exceeded c) 4.  expectations. I enjoy getting to know people by working with them. a) 8.  I enjoy wrestling with problems. b) I enjoy being able to direct others. a) I like a strong feeling of camaraderie. c) I enjoy being sensitive to the needs of others. b) I enjoy competing with others. c)
  • 7. Page 2 9. 13.   I appreciate having made friends while working on a In meetings, I’m most comfortable leading the a) a) project. discussion. I appreciated a tangible reward at the end of a project. In meetings, I get bored until we finally decide which b) b) action to take. I appreciate being given a clear line of authority. c) In meetings, I enjoy taking on the detail work, and c) 10.  making everyone feel comfortable. I like a good challenged. a) 14.  I like a good strong argument. b) I lose track of time when I’m involved in a challenging a) I like a strong feeling of camaraderie. c) project. 11.  I lose track of time when I’m working with interesting b) I want to be popular. a) people. I want a position of status and respect. b) I lose track of time when I’m involved in a good c) I want to do important work. c) argument. 12.  15.  I would like my ideas to predominate. a) I like to start a project on my own initiative. a) I would like to know that my work has helped others. b) I like to work on a project with the people. b) I would like to be promoted because I’ve done a good c) I like to complete a project and know it’s been done c) job. well. 12.  16.  I would like my ideas to predominate. a) I prefer to work with people I know well. a) I would like to know that my work has helped others. b) I prefer to work with people with a proven track b) I would like to be promoted because I’ve done a good record of getting things done. c) job. I prefer to work with people who will listen to me. c)
  • 8.     Column I:    Achievement                Column II:    Affiliation                 Column III:   Influence      
  • 9. KEY TO MOTIVATIONAL ASSESSMENT I II III  Look at your answers,  1. a b c Next to each number on  2. b a c this page, circle your  3. c b a response. Total each  4. b a c column. You tend to be  5. a c b motivated by the need at the top of the column  6. b c a with the largest number.  7. c a b  8. c b a
  • 10. KEY TO MOTIVATINAL ASSESSMENT  9. b a c  Are you an affiliator, an achiever, or an 10. a c b  influencer? What 11. c a b  motivates you and what 12. c b a  blend of motivations 13. b c a  characterizes your 14. a b c board members are  important indicators of 15. c b a  how you will function 16. b a c  together. Total: 
  • 11. SCORE INTERPRETATION MOTIVATIONAL MODEL Becoming volunteers:  These, models give us a  Generally speaking, basis for understanding people have three ourselves and the different interactions and needs  Motivations for of others in your becoming volunteers: venture.
  • 12. SCORE INTERPRETATION To feel successful, Achiever the achiever needs:  The achievement-  a specific goal to work toward motivated individual can  to work alone be characterized as  to stick to the ask until having: completed feedback a desire for excellence.   responsibility  a preference for work he  to solve problems that are or she considers  seen as challenges significant. a tangible reward  a need for advancement  specific parameters set to  a strong wish for  measure success feedback.  
  • 13. SCORE INTERPETATION  To be successful, the affiliator needs:  The affiliator-motivated individual is characterized by: personal interaction  a desire to be popular to make friends   a strong, need for interaction to be involved with group   projects a wish to avoid being alone  to have a personal  a desire to help others  relationship with authority figures. to work with people he or she  knows to be liked.  to make people happy.  social opportunities.  
  • 14. MOTIVATIONAL MODEL To Be Successful: Characterized by:  The influencer needs:  The influencer is  to see that he or she is having an characterized by: impact on others to teach others  a desire to give advice.  to respond to the needs of people  or programs a need to lead.  to keep an eye on the overall  goals of the venture a need to achieve status  (partnership/collaboration) to respond to titles that denote  a desire to see his or  authority. her ideas predominate to seek and accept positions of  authority and responsibility to be persuasive 
  • 15. MOTIVATIONAL MODEL Influencers Affiliators  You can’t really have a  Influencers use their energies healthy group without to persuade others. affiliators. They are the glue that binds a group  Their role, as they see it, is to together. convince others of the value of their ideas. They often bring  Affiliators will tend to insight and experience that is emphasize the social valuable to the organization. aspects of the group. (Your receptions will be  However, they also frequently rely on others to perform the wonderful!) task at hand.
  • 16. MOTIVATIONAL MODEL Balance is the key. Little gets done.  With too many affiliators,  This balance differs from group to group. Each group needs to people sit around and enjoy find its own proper balance of the coffee, the cookies, and motivational types. There is no each other. Little gets done. hard-and-fast rule for what is With too many achievers, all correct. The mission and the sorts of things happen, but requirement for fiscal solvency coordination becomes will influence the mix more than difficult. any arbitrary standard. Nonprofit groups vary greatly. But one  A group full of influencers is thing is certain: groups that don’t going to ring with great include some representatives of advice. But unless the staff is each motivational type tend to prepared to accept all the function poorly. delegated work, not much will  get done.
  • 17.  IMPACT ON THE GROUP  Achievers are great. They work Achievers hard to get the job done. But they almost always resist working A group dominated by achievers is going to through committees. struggle as it tries to reconcile everyone’s  Their efforts are frequently not different agenda. coordinated with the rest of the Officers and staff will group. Achievers will tackle a need to be particularly alert to make sure that project with great zeal. both the mission and  If they sense that their hard work the fiscal solvency of the organization are is not rewarded by the group, not jeopardized by the enthusiasm achievers however, they will move on bring to the group. quickly.

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