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Intrinsic™ is an exceptionally powerful predictor of how well people will convert competency into performance by identifying an individual’s ideal role from a motivational standpoint. It doesn’t measure ‘extrinsic’ motivation - drivers such as salary or bonuses as these can be assessed during an interview. And unlike ability tests it doesn’t measure what someone can do. Intrinsic™ measures what someone will do. Intrinsic™ identifies a person's deep-rooted internal drivers. Then it matches these motivational drivers to a particular role, to determine whether that role will give them that ‘buzz’ to work well.
Background to Intrinsic
Intrinsic™ is a new and improved measure of motivational drivers. It is the latest version of the Motivational Styles Questionnaire (MSQ), developed by Dr Roland Tarleton in the early 1990s, and now features a “Job Profile” chart which enables users to match up the individual’s profile with a particular job situation. The selection report also includes a “High Potential Motivation Chart” as an indicator of ‘high flyer’ potential. Intrinsic™ has been developed against the background of many different approaches to motivation theory from the 20th Century.
These include:
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Adler, Maslow and Herzberg’s work on self - actualisation;
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Lewin, Vroom and Porter & Lawler’s theories surrounding level of aspiration;
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Murray, McClelland & Atkinson, Weiner, Rosenberg and Rotter’s work relating
to achievement motivation
Unlike other motivation tools, Intrinsic™ has a coherent framework which makes it possible to relate each of its ten scales to a particular type of role or way of working . All job descriptions can therefore be set out under the ten scale headings.
Using Intrinsic
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Selection - Combined with ability and competence testing, Intrinsic™ provides employers with a wider and more balanced spectrum for assessment. An indication of an individual’s intrinsic motivators helps employers differentiate between candidates. It also helps a business decide whether an individual will fit within the organisational structure and culture associated with the specific job being offered, and whether they will actually perform in that particular role.
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Assessment and Development Centres - Intrinsic™ can be used as part of an assessment or development centre. Assessment and development centres use a number of different tools that measure different aspects of a person; these can include psychometric tests, face to face interviews, group tasks and individual tasks.
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Corporate culture benchmarking - Intrinsic™ can provide a different world - view to the way an organisation behaves. Revealing motivation patterns of behaviour among employees, Intrinsic™ adds another dimension to a corporate review of ‘how things are done here’, answering the question ‘why are things done like this?’ Intrinsic™ can highlight where segments of the organisation need a change management programme to enhance performance, for example during company mergers.
Reliability and Validity
Intrinsic™ is designed primarily for use with managers and professionals so its normative data has been compiled to reflect that population. During the development of Intrinsic™, 1,269 managers and professionals completed the questionnaire. Job functions of those in the trial process included technical, commercial, finance, legal, IT, general management, administration, production, consulting and personnel professionals. The age range and salary splits are reflective of the UK population for this group.
The test conforms to British Psychological Society and American Psychological Association guidelines on personality test construction and use.
Accreditation Requirements
In order to receive the reports from the Intrinsic™, a British Psychological Society (BPS) Level B accreditation is required. If this is not held Getfeedback can provide a qualified consultant to provide feedback on the report.
Administration Options
See Also:
