Many employers include motivation questionnaires as an integral part of their preliminary application and selection processes. These assessments are usually given along with other psychometric and aptitude tests. Still other employers use motivational questionnaires to improve employee performance within the workplace.
Motivation questionnaires help employers identify the factors that increase or decrease enthusiasm and motivation. In addition, they can help managers build staff motivation, thereby increasing an employee's likeliness to maximise his or her potential.
Although it is an important factor, motivation is not only driven by money. In fact, employers are advised to use motivational questionnaires to find ways of increasing their employees' motivation not through financial means. This helps to reduce costs.
As noted above, many companies use this test to better evaluate their candidates' personalities. It can constitute a mandatory part of the application process for service-related companies (retail, telemarketing, support), such as Sainsbury's, Tesco’s, and customer service jobs in general.
There is no need to practise for motivational questionnaires. However, it is always important to experience things in advance. Here are some sample questions:
For example, Sainsbury's motivation questionnaire format is most/least. Candidates are asked to rate their preferences in response to prompts such as 'being recognised for success', 'performing under pressure' 'working in a team', etc.
See our PDF on understanding behavioural questionnaires and how you can prepare for them.
Naturally, there are many factors that affect one's motivation. Each factor can be either motivating or demotivating, depending on the nature of each factor and the nature and personality of the employee.
Competition – If an organisation's culture is competitive by nature, it could serve to increase motivation. Benchmarking one's achievements with those of others—whether they are in-house workers or industry competitors—may have a huge effect on motivation.
Autonomy – The opportunity to take initiative and set new objectives for a given role can definitely increase motivation among workers.
Other factors are personal growth (interests, new responsibilities, learning opportunities), money rewards (bonuses, dividends), and status (rank recognition).