Dear all could any one give me .........the some formates of employee motivation level measurement........ Thnx
From Pakistan, Lahore
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From Pakistan, Lahore
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Dear Saifie,
It will be difficult to find formats for measuring employee motivation levels as there is no specific format for this unless you use scientific tools or surveys. The level is usually determined based on the feedback and ratings obtained from such tools.
Thank you.
From India, Delhi
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7It will be difficult to find formats for measuring employee motivation levels as there is no specific format for this unless you use scientific tools or surveys. The level is usually determined based on the feedback and ratings obtained from such tools.
Thank you.
From India, Delhi
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Dear Saifie, Please refer to this link below which i found browsing our HR site. I hope you will find it useful.
From India, Delhi
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From India, Delhi
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Hi, you could use the Hackman and Oldham's Job Characteristic Model. They have a theory and a resultant formula to measure motivation. Please look it up.
Motivating Potential Score (MPS)
Using the five core job dimensions, you can score each job by its potential to motivate people. This is shown by the equation below:
MPS = (skill variety + Task Identity + Task Significance) X Autonomy X Feedback
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Divided by 3
From this equation, we can see that autonomy and feedback carry more weight than any of the first three job dimensions. For instance, a job can be low on skill variety and still have a reasonable MPS if autonomy or feedback are high. A job that's low on either autonomy or feedback, though, will be scored significantly lower.
There are other measures too such as the Herzberg Hygiene and Motivating factors, etc.
A psychometric test has to be used (preferably constructed) for the company, and then measures taken.
My company AQumen does the same. In case you are interested in testing, you can get in touch with me at 9823053064 or mail me at aqumen.nsk@gmail.com or director@aqumen.com.
Find attached details of my company.
From India, Pune
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Motivating Potential Score (MPS)
Using the five core job dimensions, you can score each job by its potential to motivate people. This is shown by the equation below:
MPS = (skill variety + Task Identity + Task Significance) X Autonomy X Feedback
----------------------------------------------
Divided by 3
From this equation, we can see that autonomy and feedback carry more weight than any of the first three job dimensions. For instance, a job can be low on skill variety and still have a reasonable MPS if autonomy or feedback are high. A job that's low on either autonomy or feedback, though, will be scored significantly lower.
There are other measures too such as the Herzberg Hygiene and Motivating factors, etc.
A psychometric test has to be used (preferably constructed) for the company, and then measures taken.
My company AQumen does the same. In case you are interested in testing, you can get in touch with me at 9823053064 or mail me at aqumen.nsk@gmail.com or director@aqumen.com.
Find attached details of my company.
From India, Pune
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Hello Members,
All the points raised by members are useful for calculating the levels of employee satisfaction. However, in my own scientific imagination, the level of employee motivation can be calculated as:
m = ee/a
where:
m stands for the level of motivation,
ee stands for employee expectations at the workplace, and
a stands for the actual experience of the employee at the workplace.
The value of m ranges between 0 and 1. A value of m close to 0 signifies poor motivation, which negatively affects employee performance.
A value of m close to 1 shows a high level of motivation and eventually has a positive effect on employee performance. Necessary indicators for measuring m include:
1. interpersonal relationships
2. availability of materials and equipment, and
3. the work environment.
Appropriate variables are taken from these indicators and are used to set questions based on a five-point Likert scale.
For instance, questions like these may be asked concerning interpersonal relationships:
Q: How do you expect your boss to relate to you?
A: Very high, high, indifferent, low, very low
Q: How do you feel about how your boss relates to you?
A: Very satisfied, satisfied, indifferent, not satisfied, not at all satisfied
The answers to both questions are appropriately scaled. The scales marked by each employee are used for calculation to determine the level of employee motivation.
For further details, you may contact me at [syboriba@gmail.com](mailto:syboriba@gmail.com)
From Ghana
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All the points raised by members are useful for calculating the levels of employee satisfaction. However, in my own scientific imagination, the level of employee motivation can be calculated as:
m = ee/a
where:
m stands for the level of motivation,
ee stands for employee expectations at the workplace, and
a stands for the actual experience of the employee at the workplace.
The value of m ranges between 0 and 1. A value of m close to 0 signifies poor motivation, which negatively affects employee performance.
A value of m close to 1 shows a high level of motivation and eventually has a positive effect on employee performance. Necessary indicators for measuring m include:
1. interpersonal relationships
2. availability of materials and equipment, and
3. the work environment.
Appropriate variables are taken from these indicators and are used to set questions based on a five-point Likert scale.
For instance, questions like these may be asked concerning interpersonal relationships:
Q: How do you expect your boss to relate to you?
A: Very high, high, indifferent, low, very low
Q: How do you feel about how your boss relates to you?
A: Very satisfied, satisfied, indifferent, not satisfied, not at all satisfied
The answers to both questions are appropriately scaled. The scales marked by each employee are used for calculation to determine the level of employee motivation.
For further details, you may contact me at [syboriba@gmail.com](mailto:syboriba@gmail.com)
From Ghana
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