Employee Motivation Report

Topics: Motivation, Employment, Reward system Pages: 14 (3213 words) Published: November 13, 2014
Motivation Questionnaire
> Employee Motivation Report
Name:

Sample Report
Date: 12 August 2009

Employee Motivation Report
Introduction
This report describes the factors that are likely to have an impact on Sample’s motivation at work. It provides a high level summary of Sample’s motivators and demotivators followed by more detailed information on what is likely to motivate and demotivate Sample at work including tips and suggestions on how to keep her motivated.

This report is based on Sample’s responses to the Motivation Questionnaire (MQ). The accuracy of this report depends on the frankness with which she answered the questions as well as her self-awareness. This report has a shelf-life of 18-24 months and should be treated confidentially. If there are major changes in Sample’s life or work she should complete the MQ again.

Summary
Sample’s key motivators and demotivators are summarised below in priority order. Typically, focusing on areas that are highly motivating or demotivating is most effective. To maximise the value of this information it is important to confirm with Sample what motivates her, and to discuss with her the impact of this in her current or future role.

Highly Motivating

Highly Demotivating

Autonomy
Personal Principles
Personal Growth
Interest

Moderately Motivating

Moderately Demotivating

Achievement
Material Reward
Progression
Ease and Security
Competition
Commercial Outlook
Recognition
Flexibility
Affiliation
Status
Power

Fear of Failure

> Page 2 of 14

Employee Motivation Report

Sample Report: 12 August 2009
© SHL Group Limited 2008

Highly Motivating
The following are likely to highly motivate Sample:

Autonomy

Highly motivated by being given scope to organise own approach to work.

Likely Positives

Likely Negatives



Likely to be strongly motivated by opportunities to work
independently



Likely to be very irritated by regular close
supervision



Being allowed to use initiative is likely to be very motivating



A lack of autonomy could prove to be very
demotivating

Tips and suggestions on how to motivate Sample:


Check what constitutes autonomy for Sample



Try to take a relatively "hands off" approach to managing her



Set Sample's objectives and measures and then let her decide how to achieve them, as long as they meet the measures agreed



As far as practical, ensure that you allow Sample to structure her own approach to work



Be sensitive to Sample's need for empowerment and do not impose too many constraints



Ensure that Sample has the support, materials and means of communication to work independently. Jointly agree communication methods, styles and frequency

Personal Principles

Highly motivated by being able to uphold ideals and conform to high ethical and quality standards.

Likely Positives

Likely Negatives



Very likely to focus on producing work of a high standard



Probably very keen to see alignment between personal values
and those of the organisation



Is very likely to place a high value on the organisation working ethically



Being asked to compromise personal ethical
standards is highly likely to demotivate

Tips and suggestions on how to motivate Sample:


Check which ethical and quality standards are important to Sample



Check whether these are in line with the organisation's requirements and culture



Explore how the organisation's vision and values affect Sample and her work



Explore how Sample feels if asked to compromise her standards



Ensure you do not set resource or time constraints that are likely to require Sample to compromise her standards



Ensure that Sample does not place so much emphasis on quality that it impacts too much on her productivity or timescales

> Page 3 of 14

Employee Motivation Report

Sample Report: 12 August 2009
© SHL Group...
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