Mettl Motivation Inventory - Arabic

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عنوان البريد الإلكتروني:
الاسم الأول: sample
الاسم الأخير: Not filled
تاريخ الميلاد: Aug 14, 1944
البلد: Not filled
تجربة: Not filled
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.


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

Probable Disadvantage

May set unrealistic goals for oneself and get discouraged when they are not achieved resulting in some amount of uncertainilty in facing challenging goals in future instances.

How to keep the person motivated?

•Provide tasks that optimally utilize the candidate's skills and abilities.
•Give more time bound tasks which are challenging as well as achievable to help the employee feel a sense of accomplishment and with time, the time lines can be altered to pose tougher challenges for the employee.

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.


The Need For Mastery
Most people aspire to course through their lives while erecting consistent milestones. People with a high need for achievement often look for such opportunities and unlike the people who have the basic interest to learn a skill, such people aspire to achieve a level of mastery that puts them at par with the best in the industry. Such people, other than being highly sort after, ensure better quality and performance levels in the Organization.

Summary of Motivators
Values shown in above chart are percentiles
Very Low Low Moderate High Very High
Achievement: Moderate

Moderately desires to achieve excellence and perfection at work. May sometimes work enthusiastically at tasks which demand skill and talent.

Advancement: Very Low

Unlikely 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: Very Low

Doesn’t have a desire to prove oneself as the best at doing a task. Unlikely to be motivated to work harder when given opportunities to compete with others.

Money and Incentives: Very High

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

Power: Low

Not very likely to be more efficient when work involves decision making. May not enjoy taking up responsibility for people and resources.

Recognition and Appreciation: Very Low

Unlikely to be encouraged by public recognition and acknowledgement for work done. Unlikely to seek approval from various sources at the workplace.

Security and Stability: Moderate

Has a moderate need to feel safe knowing that one can count on one's job for social and financial security. May not always prefer a permanent and reliable job position.

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