Science of Self ™ Knowledge Centre

Driving Forces

Jun 26, 2016

DRIVING_FORCES_1.png


Driving Forces™ is a new report that provides an enhanced way of assessing people’s motivators. The existing report for measuring motivators is called Workplace Motivators (MOT), and the new Driving Forces (DF) report is its natural successor.Both DF and MOT are based on Eduard Spranger’s 6 primary types of human motivators and use the same questionnaire. The two main differences between the old report (MOT) and the new report (MOT) are the scoring method and the language used to describe each motivator.

Whereas MOT only looked at 6 core human motivators, DF now expands these out to 12.

MOT_14_SINGLE.png

ARROW.png

DF_SMALLER.png

Explaining the ChangeBy having 12 dimensions, we are now able to more clearly illustrate the importance of LOW scores, which were often overlooked by using the old MOT graph.

Research has shown that people's lowest score in the old graph can actually be their STRONGEST motivating factor. In other words, when we passionately dislike something, the motivation to avoid that thing can be more intense than our drive to gain something we value.

For example, looking at the Theoretical motivator in the MOT graph below, we can see it is very low. This might lead people to conclude that the person doesn’t value knowledge and learning.

THE_RED.png

ARROW-1.png

Instinctive_97.png

However, if we look at the same score on DF, we can see it falls at the extreme end of the Instinctive Driving Force (left side).

THE_BOTH.png

The description for the Instinctive Driving Force makes it clear that the individual does not hate learning; they simply desire to learn what is necessary, rather than what is theoretically enriching. The Intellectual Driving Force is about the latter: intellectual gratification and learning for the sake of learning.

As you can see from the graph below, a high score in Theoretical on the MOT graph translates into a high score on the Intellectual Driving Force.

THE_HIGH.pngARROW-2.png

THE_RIGHT_99.png

The Importance of "Low" MotivatorsIn the real-life MOT graph below, we can see that the Theoretical is highest, followed by Aesthetic and Individualistic. Most consultants and coaches would focus the conversation with their client around these factors, without realising they're missing something crucial.

IS_TH.png

If we look at the same results in the Driving Forces format, we see that Theoretical is only the 3rd strongest motivator. The strongest motivator is actually the Receptive Driving Force (low Traditional).

IS_DF.png

This information totally changes the conversation, which is precisely what makes Driving Forces so useful: you have a picture of motivation that is much more closely aligned with reality.

Driving Forces Scoring Explained

For those who want to understand how the new scoring method works, it's actually quite simple.

When people rank items from the questionnaire higher in the order, this moves the scale to the right (indicating what the person identifies with MOST).

123_610.png

Right.png

When people rank items lower in the order, this moves the scale to the left (indicating what the person identifies with LEAST).

456_610.png

Left.png

The final outcome for each motivator is converted into a percentage score, which is represented visually in the scale you see below.

Full Descriptions

The definitions, as the they appear in the Driving Forces report, are as follows.

Driving_Forces_Full.png

 

More Information

If you are currently using the Motivators report and would like to include Driving Forces™ in future reports, simply call or email us. If you're not already using either kind of Motivators report, contact us today to get your free sample report.

DF_blue.png

Topics: Psychology- Motivators & Drivers

Theo Winter

Theo Winter

Client Services Manager, Writer & Researcher. Theo is one of the youngest professionals in the world to earn an accreditation in TTI Success Insight's suite of psychometric assessments. For more than a decade, he worked with hundreds of HR, L&D and OD professionals and consultants to improve engagement, performance and emotional intelligence of leaders and their teams. He authored the book "40 Must-Know Business Models for People Leaders."

0 Comments

Welcome to Science of Self™ 

Our knowledge centre holds over 400 articles shared through the Science of Self™ newsletter. The topics are relevant to the fields of talent management, human resources, organisational development and business growth.

As the title suggests, we take an evidence-based approach to sharing content about people in the context of work. If you like what you see, consider signing up below!

Newsletter Sign-Up

Designed For You

Going out every 3 weeks, the Science of Self™ newsletter brings interesting, fresh and topical content to professionals in Talent Management, Human Resources, Learning & Development, People & Culture, Organisational Development, General Management and Consulting.

100% Privacy. No Spam.

Recent Posts

The Future of Work

Looking for a practical guide to help you rewire your business for the future of work?

Read More