Mettl Motivation Inventory

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INTRODUCTION
Motivation is an inner force that drives individuals to accomplish personal and organizational goals. 

Motivators are the factors that stimulate desire and energy in people to be continually interested and committed to a goal or task. Career motivators have a deep impact in shaping the graph of an individual’s work-life. 

Each of us has a unique set of needs, desires and rewards that make us work with enthusiasm. What might drive one person may not impact another at all. This report identifies and describes the motivators that are likely to influence a candidate’s motivation at the workplace. It provides a detailed summary of the candidate’s motivators and give recommendations regarding how you can keep the candidate motivated. Providing your employees with what motivates them will make them more productive and more satisfied. 
 
The Mettl Motivation Inventory measures a person’s level of motivation across eight motivators. When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. 

Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test. The results are just recommendations and suggestive in nature, and the final discretion of selecting, rejecting or training the candidate lays with the management authorities. Mettl does not owe the responsibility of selecting or rejecting the candidate, solely based on the assessments.
Top Career Motivators
Money and Incentives

Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.

Probable Disadvantage

May be susceptible to temptation and greed and might be likely to switch jobs if one is offered a higher compensation package in a different organization.

How to keep the person motivated?

Attach incentives and monetary rewards to task objectives. Set small time goals which offer immediate gratification rather than long term goals that require perseverance.

Security and Stability

Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.

Probable Disadvantage

May be uncomfortable and nervous during radical changes at work and in certain cases might also show some measure of insecurity and restlessness when new personnel are hired for one's same designation.

How to keep the person motivated?

Offer a stable career plan and clarify long term job prospects. Assign projects that seem to portray an image of spanning through a long period of time, such that the individual is assured that he/she has enough reasons to be retained at least until the completion of said project.

Organizational Pointers
Money and Incentives

Chasing the best Compensation
For some people monetary compensation plays the role of the major motivator behind doing a job. This is most likely in cases of individuals who follow a means to end approach where the job they do is meant to help them for the singular purpose of survival. In such cases, the employee is bound to be highly motivated extrinsically and when offered the ideal work life balance to go with a sufficient remuneration, they turn out to be some of the most committed assets to the organization.

Security and Stability

The Roof above the Head
Many people tend to make long term goals both personal and professional and in such cases, they desire a convincing if not fully clear picture of their future in the current organization. This not only fosters a spirit of commitment to the organization but it also increases the person's attachment for the organization's goals and objectives. Such people generally make a good point of reference for the organization to consult while making long term policies that require maximum employee participation and minimum attrition.

Summary of Motivators
Values shown in above chart are sten scores
Low Moderate High
Achievement: High

Desires to achieve excellence and perfection at work. Likely to work enthusiastically at tasks which demand skill and talent.

Advancement: Low

Not very likely to be satisfied with work that paves the way for personal growth and development. May not be interested in maximizing one's own skills and abilities.

Affiliation and Social Contact: Moderate

Likely to be moderately interested in work that requires one to be connected with other individuals of a group. Occasionally enjoys interacting with people at the workplace.

Competition and Challenge: Low

May have no desire to prove oneself as the best at doing a task. Not very likely to be motivated to work harder when given opportunities to compete with others.

Money and Incentives: High

Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.

Power: Moderate

May sometimes be more efficient when work involves decision making. Moderately enjoys taking up responsibility for people and resources.

Recognition and Appreciation: Low

Not very likely to be encouraged by public recognition and acknowledgement for work done. Not very likely to seek approval from various sources at the workplace.

Security and Stability: High

Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.

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