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Driving Forces – Motivational assessment

Driving Forces is an assessment tool used to find out what motivates different people in their work. Driving Forces is a useful tool in many situations where people’s differences are important, such as in team development, leadership development, sales development, communication and as a support tool for recruitment.
The results highlight the individual’s strong and weak motivational factors. The Driving Forces is an excellent complement to The Puzzle DISC.

Ensize’s Driving Forces motivational assessment is partly based on Dr. Eduard Spranger’s (1882-1963) reasoning in his book "Types of Men" (1928), in which he identifies various factors that provide answers to why people act the way they do. He described six attitudes that affect our choice of action. He considered these attitudes to be hierarchical, and that every person’s two strongest attitudes would affect the other four to varying degrees. According to Spranger, the choice of an action would come from the two strongest attitudes.

Why are driving forces important parameters?
Why is it important to know what motivates an employee? Quite simply because motivation is about our personal values concerning what is meaningful in our lives. These vary from individual to individual. A co-worker’s performance and well-being are normally better if his/her values correspond to those of the organisation. Selection is therefore the key to being sure that a co-worker’s values align with the organisation’s.

Motivation is about winning our co-workers’ "hearts", not appealing to their intelligence! To motivate people there must be a climate and a reward system at the workplace that support people’s personal driving forces. What many companies forget however is that money and bonuses are not the only things that motivate people. Motivation has to do with the inner driving forces that make us do things. It is a matter of satisfying our individual needs. How much effort we put into doing a good job depends on how motivated we are. Being assigned tasks that correspond to our driving forces inspires us to do our job well. Needs vary from individual to individual.

Companies can win many "hearts" by carrying on a dialogue with their people about what driving forces are important for them to have provided for in their work.

Studies have shown that the opposite of job satisfaction is not dissatisfaction, but a lack of job satisfaction. In other words, salaries and bonus plans may prevent dissatisfaction, but they do not necessarily lead to satisfaction. Assuming that everyone is motivated by the same thing does not result in increased motivation. People are motivated more by feelings than by facts and logic. They can leave well-paid jobs because they do not feel appreciated, do not find the job challenging, or are unhappy with the work environment. People want to feel that they belong to an organisation/company that cares about them, challenges them, believes in them and wants things to go well for them, not just as employees, but as people.

The Driving Forces motivational assessment gives answers to what motivates you and your team.
The analysis consists of a ranking (ordinal) scale where the individual ranks his or her four strongest driving forces in two stages. The assessment contains 42 questions, with six questions in relation to each attitude ("driving force"). The scale is then described in a diagram, where intensity is measured from 0% to 100%.

When giving feedback, it can be valuable to also identify a person’s weakest driving forces.
An ordinal scale allows results to be compared between individuals. Various comparison groups can then be created, e.g. men, women, different age ranges.

A median can also be determined but not a mean value. Interesting comparisons might be: Does the management team have the same driving forces as the service department? What driving forces do the sales staff have compared to the production department?

The Driving Forces is an excellent complement to Puzzle DISC. Stimulating working materials are also available for the assessment.