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Drive and Mindset
The Motivation Compass
Answers the manager's most important question: why has this employee cooled off? The causes differ, and so does the remedy.
28 items
9 minutes
7 dimensions
Intermediate and above
What it measures
Distinguishes four completely different reasons for weak interest: low confidence, absent value, dependence on reward, or no motivation at all.
How to read the result
Array
Before administering
Tell the employees which task or project they are answering about before they start.
Its limits
Motivation is tied to context: it may be high in one subject and low in another. Run the scale tied to your own subject.
Its dimensions
- Intrinsic MotivationWhen high: They study the subject because they enjoy it.
- Extrinsic MotivationWhen high: They study mainly for the mark or for their parents' approval.
- Mastery OrientationWhen high: Their aim is mastery and deep understanding.
- Performance OrientationWhen high: They care about appearing outstanding and about avoiding appearing weak.
- Task ValueWhen high: They see value in the subject and a link to their future.
- Self-EfficacyWhen high: They trust their ability to succeed in the subject.
- AmotivationWhen high: لا يرى معنىً لوجوده في هذا الدور.
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