Company, Inc.

Work Motivational Intensity

SCORE REPORT

JAMES SAMPLE
Report Prepared: January 20, 2017

CONFIDENTIAL

People Dynamics, Inc.

(+632) 635 9215 | (+632) 637 8769
www.peopledynamics.ph
1602 OMM Citra Bldg., 39 San Miguel Avenue,
Ortigas Center, Pasig City 1605
 SCORE REPORT

Motivational Intensity Test

Mit Test5
31 July 2017 04:07:13

The Work Motivational Intensity Scale (WMIS) is designed to identify the intensity of motivation
that a person has in their workplace. The scale can help inform the employer what compels their employees to
perform a particular task and provide the proper guidance or encouragement when needed. The WMIS is a
seven-point Likert-assessment scale grounded on the Self-Determination Theory of Motivation which focuses
on “the why of behavior.” Specifically, the WMIS is composed of 22 items and covers the five dimensions of
work motivation namely (1) internal motivation, (2) internalized motivation (3) motivation due to self
preservation, (4) external motivation and (5) unmotivated action.
By administering the WMIS, employers will find it useful to know the differing types of extrinsic motivation. In
turn, they will be able to determine ways on how to help their employees internalize the responsibility and
sense of value of extrinsic goals. Being a locally-based measurement tool makes the WMIS unique and relevant
for use by the human resources department of organizations in the Philippines.

GRAPH PRESENTATION:

IM IR

UA SP

EM

Company, Inc. www.peopledynamics.ph 1

BEHAVIORAL INDICATORS:

IM INTERNAL MOTIVATION
Score: Above Average

SCORE INTERPRETATION COACHING TIPS

Finds work as reasonably enjoyable
Adequately finds satisfaction just by doing the
task
Relatively acts for the fun or challenge of doing
the task
Fairly tries something new to improve
Relatively feels exhilarated whenever presented
with new challenges and problems
Moderately works independently in a given task
Happy to learn new things
Fairly seeks challenges at work
Moderately works for continuous growth
Give them work that are reasonably challenging
and at par with their abilities.
Occasionally remind them the significance of their
task.
Make the work more interesting by giving them the
freedom to choose how to contribute in their team
whenever possible.
Following a certain process or guideline with an
occasional amount of challenging task may work
effectively for them.
Close supervision is occasionally needed.
Timely feedback could be more effective in terms
of reinforcing and motivating their performance.
Encourage them to work for continuous growth
through education, seminars and workshops.

IR INTERNALIZED MOTIVATION

Score: Above Average

SCORE INTERPRETATION COACHING TIPS

Understands that work is part of one's life and
tries to live with it.
Believes that work represents the choices we
make in life more fairly than the usual employee.
More than fairly considers that work as a central
part of one's life.
Often sees one's career as an equivalent of
oneself and one's life.
Constantly remind them the impact of their job
when done properly and improperly.
Give specific job responsibilities and due dates.
Give them the opportunity to shine by providing
tasks that they find interesting.
Emphasize the significance of the job being done
and how it is related to company goals for them to
see the bigger picture.
Know their strengths and assign tasks that would
tap those strengths.

Company, Inc. www.peopledynamics.ph 2

 SP MOTIVATION DUE TO SELF PRESERVATION
Score: Average

SCORE INTERPRETATION COACHING TIPS

Performs a task because of external pressure to
escape guilt or anxiety
Performs an action in order to attain ego
enhancement or pride
Acts in order to enhance one's self-esteem and
the feeling of worth
Self-conscious about what other people might say
Emphasize the relevance of the tasks that they do
and how it impacts the whole organization.
Whenever possible, align their work tasks to their
interest so that they will find enjoyment and a
sense
of fulfillment in accomplishing said task.
Occasionally remind them to focus on self-mastery
and self-referenced goals rather than winning
others or demonstrating superiority over others.
Occasionally remind them that mistakes are okay
as long as they do not get tired correcting those
mistakes

EM EXTERNAL MOTIVATION
Score: Above Average

SCORE INTERPRETATION COACHING TIPS

Performs a behavior because of reward
Works in order to satisfy one's financial needs
Works because one wants to keep one's job
Use extinction to slowly eliminate the use of controlling
rewards and do this along with emphasis on
nontangible rewards like a sincere praise or
complement.
Occasionally remind them of their important
contribution to the company whenever they accomplish
their tasks.
Remind them to identify the instances that they love
most about their jobs whenever they feel
occasionally demotivated.
Provide them with tasks that they enjoy doing whenever
possible.

Company, Inc. www.peopledynamics.ph 3

 UA UNMOTIVATED ACTION

Score: Average

SCORE INTERPRETATION COACHING TIPS

Moderately lacks intentionality in doing one's job
Fairly values one's job
A bit inept in doing one's job
Moderately feels doubtful that one's hard work
will result in a desirable outcome
Moderately feels disheartened whenever
problems at work arise
Moderately feels lethargic and has no drive to do
one's job
Occasionally remind them the importance of the
task that they do.
Constantly remind them of their goals especially
when they lose track of it.
Moderate supervision is necessary to monitor their
performance.
Encourage them to attend and participate in
seminars that will improve their work ethics.
Encourage them to attend and participate in
seminars that will develop them professionally.
Occasionally give them compliments and
constructive feedback.
Allow them to move freely and let them know that
mistakes are unavoidable but this should not
discourage them from finishing their tasks and
achieving their goals.

Company, Inc. www.peopledynamics.ph 4

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