Report Section
Mettl Motivation Inventory - Arabic
Test Taker Details
S
Sample
عنوان البريد الإلكتروني: sample@mettl.com
INTRODUCTION
Top Career Motivators
1
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
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.
Top Career Motivators
2
Achievement
Desires to achieve excellence and perfection at work. Likely to work enthusiastically at tasks which demand skill and talent.
Probable Disadvantage
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
1
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.
Organizational Pointers
2
Achievement
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
1. Summary of Motivators:
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.
