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Understand your Motivation and your Stakeholders/

Team Members’

Explore your Motivational Drivers by using the

Work Interest Schedule

Motivational Questionnaire

Work Interest Schedule Motivational Questionnaire

 Its about motivation NOT competencies


 Not about good/ bad OR high performance/low performance
 Empirically verified (sample of 52,000)
 Categories are strongly determined by fundamental psychological
needs & are interdependent
 Goals are orientations, tendencies to repeat certain behaviours in
work situations.
 National culture, job (or function) and age affect goal priorities
 Goal strengths and priorities vary over time and Life stages are
identifiable

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Work Interests Schedule (Motivation)
Goal A: Comfort/Lifestyle:
1. Money: the search for financial gain for lifestyle
2. Stress Avoidance: the desire for quiet and calm, stress free life

Refers to sort of lifestyle you are seeking in terms of money for your home,
leisure activities & freedom from stress
High Scores (80+): motivated by money & possessions
Low Score (0-20): not primarily motivated by the above

Goal B:Structure:
3. Risk Avoidance: avoiding uncertainty or risk of poor infrastructure
4. Job Structure: clarity of goals and clear performance criteria

Refers to how much structure & definition you want from your job
High Scores: (over 69+): want structure & fewer risks
Low scores (0-33): more structure, targets, rules, regulations
& less risk would NOT motivate you

Goal C: Relationships:
5. Avoiding Working Alone: preference for working with others
6. Affiliation with a Team: a desire to be a team player

Refers to importance of other people to you at work


(Group Identity, reciprocity & fairness)

High Scores (85 &over) : need to work in a team with supportive friendly
people. Prefer to work in group projects rather than Individual projects

Low Score (0-42):prefer working on your own


Average score is 60 (range from 0-115)

Goal D: Recognition
7: Recognition: the desire for feedback and praise from others

High Score (82+): motivated by getting feedback & recognition from others

Low score (0-50): require less of above

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Goal E: Power:
8: Power: the drive for managerial power, dominance, control

High Score (92-120): wish to influence and control others


Low Score (0-60): do not want to organise or supervise others

Goal F: Autonomy ( or Self-Fulfilment)


9. Autonomy and Variety: the search for freedom and
independence
10: Personal Growth: the desire to stretch and challenge oneself

High Score (104+): being independent, doing your own thing & set
your own pace
Low Score (0-65): prefer to work with others to sort out tasks and
find solutions

Average Management Profile - Main Goals 2012

90

80
75 75

70

64
60 60

50
49
46

40

30

20

10

0
Comfort/Lifestyle Structure Relationships Recognition Power Autonomy/Growth

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Average Male/Female Comparison - Main Goals 2012

90

80
76 76 74
70 72

64
62 62
60
60

50
49 49 48 Male
46 Female
40

30

20

10

0
Comfort/Lifestyle Structure Relationships Recognition Power Autonomy/Growth

Mid Career (38-43 years) Crisis Profile - Main Goals

90

82
80
75
70 70

60

53
50
47 48

40

30

20

10

0
Comfort/Lifestyle Structure Relationships Recognition Power Autonomy/Growth

4
Career Peak (mid 40's - mid 50's) - Main Goal Profile

90

80 80 79

70
65
60
55

50
48
46

40

30

20

10

0
Comfort/Lifestyle Structure Relationships Recognition Power Autonomy/Growth

Career Plateau (mid 50's - mid 60's) - Main Goal Profile

90

80

71
70
65
62
60 60 60
55
50

40

30

20

10

0
Comfort/Lifestyle Structure Relationships Recognition Power Autonomy/Growth

5
Understand Motivation
90
80
70

Scandinavia
Germany
US/UK
60

Japan
50
40
30
20
10
0

Recognition

growth
Autonomy,
Comfort,
lifestyle

Structure

Relation-
ships

Power

Gallup Research
Research from “First break all the Rules”

by Buckingham and Coffman

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Gallup Research
1. 25 years of research - 2 major studies by Gallup
organisation: 1 million employees & 80,000 managers
2. Looking at “How do organisations find, focus and keep
talented employees?”
3. What do the most talented employees need from their
workplace?
4. Linked to business success
5. Identified 12 key questions which showed that
“talented employees need great managers” ….what
are you?

Source: Buckingham and Coffman, 1999

KEY FINDINGS

# Talented employees need great managers

# Great managers don’t have much in common

# Great managers break all the rules of


conventional wisdom

# Great managers play a critical ‘catalyst’ role

# Measuring the strength of a workplace can


be simplified to 12 questions

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CLIMBING THE MOUNTAIN - WHAT DO I GET?

BASE CAMP
1. Do I know what’s expected of me?
2. Do I have the material & equipment I need to do my work right?

Adapted from “Break all the rules”, Buckingham & Coffman 1999

CLIMBING THE MOUNTAIN - WHAT DO I GIVE?

CAMP 1

3. Do I have the opportunity to do what I do best every day?


4. In the last seven days, have I received recognition or praise for good work?
5. Does my supervisor, or someone at work, seem to care about me as a person?
6. Is there someone at work who encourages my development?

Adapted from “Break all the rules”, Buckingham & Coffman 1999

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CLIMBING THE MOUNTAIN - DO I BELONG
HERE?

CAMP 2

7. At work, do my opinions seem to count?


8. Does the mission of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?

Adapted from “Break all the rules”, Buckingham & Coffman 1999

CLIMBING THE MOUNTAIN - HOW CAN WE


ALL GROW?
CAMP 3

11. In the last six months, has someone talked with me about my progress?
12. This last year, have I had opportunities at work to learn and grow?

Adapted from “Break all the rules”, Buckingham & Coffman 1999

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CLIMBING THE MOUNTAIN - THE SUMMIT

• Sense of achievement
• Clear focus
• Shared purpose
• Challenge and satisfaction

Adapted from “Break all the rules”, Buckingham & Coffman 1999

Gallup
Outcome/Attitude Relationships
Customer
Productivity Retention Profit Satisfaction
Know what is expected X X X X
Materials and equipment X X
Opportunity to do what I do best X X X
Praise in the last seven days X X X
Supervisor cares about me X X X X
Encourages development X X
Talked with me about progress X X
My opinions seem to count X X X
Mission of my company X

Committed to quality X X

Best friend at work X X X


X X X
Opportunity to learn and grow

1999 © Gallup “First, Break All the Rules” 1999. All Rights Reserved.
0908_SRRequirements_Rucci

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Gallup Exercise (12 questions that matter)

Are there any patterns in your group?

Climbing the mountain


12. This last year, I have had opportunities at work to learn and grow Camp 3
11. In the last six months, someone at work has talked to me about my How can we all grow?
progress

10. I have a best friend at work


9. My associates (fellow employees) are committed to doing quality work
8. The mission/purpose of my company makes me feel my job is Camp 2
important Do I belong here?
7. At work, my opinions seem to count
6. There is someone at work who encourages my development
5. My supervisor, or someone at work, seems to care about me as a
person Camp 1
4. In the last seven days, I have received recognition or praise What do I give?
for doing good work
3. At work, I have the opportunity to do what I do best everyday
2. I have the materials and equipment I need to do my work right Base Camp
1. I know what is expected of me at work What do I get?

Source: Buckingham and Coffman, 1999

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