Hi friends ,
I need help from you guys in preparing questionaire for motivational analysis of Doctors, nurses and other medical staff. By profession I am a doctor and recently joined healthcare management team. I have to present a paper using Herzberg's theory of maotivation and analysing the motivational profile of my hospital staff. Please help
Dr. Ravi
From India, Mumbai
1I need help from you guys in preparing questionaire for motivational analysis of Doctors, nurses and other medical staff. By profession I am a doctor and recently joined healthcare management team. I have to present a paper using Herzberg's theory of maotivation and analysing the motivational profile of my hospital staff. Please help
Dr. Ravi
From India, Mumbai
Dr. Ravi
Please find two motivational questionnaire.
1 . focused on needs.
2. HERZ. theory of motivation.
IT IS SIMPLE, CAN BE MODIFIED AND RATING SYSTEM CHANGED, IF YOU PREFER.
The Goal of this questionnaire is :
(a) To experience first hand the concepts of one of the work-motivation theories .
(b) To get personal feedback on your opinions of the use of motivational techniques in human resource management.
The following questions for the Motivation Questionnaire have 6 possible responses. Please do not skip any questions and answer all the questions for a proper evaluation. After you're done, please check that you have answered all the questions before you go on to get the evaluation. The answers can range from a score of -12 through +12.
1. Special wage increases should be given to employees who do their jobs very well.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
2. Better job descriptions would be helpful so that employees will know exactly what is expected of them.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
3. Employees need to be reminded that their jobs are dependent on the company's ability to compete effectively.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
4. Supervisors should give a good deal of attention to the physical working conditions of their employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
5. Supervisors ought to work hard to develop a friendly working atmosphere among their people.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
6. Individual recognition for above standard performance means a lot to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
7. Indifferent supervision can often bruise feelings.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
8. Employees want to feel that their real skills and capacities are put to use on their jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
9. The company retirement benefits and stock programs are important factors in keeping employees on their jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
10. Almost every job can be made more stimulating and challenging.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
11. Many employees want to give their best in everything they do.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
12. Management could show more interest in the employees by sponsoring social events after hours.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
13. Pride in one's work is actually an important reward.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
14. Employees want to be able to think of themselves as "the best" at their own jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
15. The quality of the relationships in the informal work group is quite important.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
16. Individual incentive bonuses would improve the performance of employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
17. Visibility with upper management is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
18. Employees generally like to schedule their own work and to make job-related decisions
with a minimum of supervision.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
19. Job security is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
20. Having good equipment to work with is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
================================================== ==========================
================================================== ========================
Motivation Dimension [Herzberg's theory of motivation]
This is a simple motivational questionnaire.
FOR each of the 20 elements, the participants should review the
current situation of their job and also their preference ,
and rate the current situation in this manner [OUT OF 10 ]
LOWER MOTIVATION [ 1---3]
AVERAGE MOTIVATION [ 4---7]
HIGHER MOTIVATION [ 8---10]
DRIVE
The Drive factor covers four personality dimensions that can increase or
reduce a person's motivation at work - Activity, Achievement, Competition
and Fear of Failure. The Activity scale assesses how far being on the go
and being busy all the time is important to you. The Achievement scale
measures whether you are looking for a job that is testing, demanding and
challenging. The Competition scale considers whether you are the type of
person that thrives in a competitive environment where you have to put
yourself forward to get your way and to get on in the organization. The
Fear of Failure scale indicates whether you are motivated or demotivated
by the possibility of screwing up in front of other people.
• Activity
your preference
You find that having a lot to do, being on the go and staying busy all the
time increases your motivation to work.
current situation
Your current job has busy and
quiet periods but keeps you occupied a good deal of the time.
---------------------------------------------------------------------------------------
• Achievement
your preference
Your preference is for a job that has testing job objectives, demanding
responsibilities and constantly provides new challenges.
current situation
Your current job
appears to have a moderate degree of responsibility and challenge in it.
----------------------------------------------------------------------------------------------------
• Competition
your preference
You have indicated that having to compete against others to get on does
not really affect your motivation.
current situation
The culture of your current organization
provides a very competitive environment.
----------------------------------------------------------------------------------------------------
• Fear of Failure
your preference
Fear of failure is the need to succeed in front of others and not let people
down. You have said that the possibility of failing in front of other people
reduces your motivation to work.
current situation
In your current job, it seems there is
some possibility to screw up in front of other people.
===========================================
CONTROL
The Control factor covers another four motivational dimensions that can
increase or reduce a person's enthusiasm and motivation - Power,
Recognition, Status and Ethics. The Power scale assesses how far it is
important to you to have power over other people. The Recognition scale
measures whether the presence or absence of feedback and recognition
for your personal contribution affects your motivation. The Status scale
considers whether your position, standing and grade are important to you.
The Ethics scale indicates whether you are motivated or demotivated by
having to follow a code of professional and ethical standards.
• Power
your preference
You have said that being in charge, exercising control and having
responsibility for people and resources does not affect your motivation.
current situation
You have a degree of power over other people in your current job.
----------------------------------------------------------------------------------
• Recognition
your preference
Acknowledgment by bosses and colleagues of your efforts, skills and
competencies is an important motivating factor for you.
current situation
You get a fair
degree of recognition for your contribution from your present job.
------------------------------------------------------------------------------------
• Status
your preference
You get a fair degree of status from your current job
You say that deriving standing and feelings of importance from work and job seniority
is not something that strongly motivates you.
current situation
You get a fair degree of status from your current job
---------------------------------------------------------------------------------------
• Ethics
your preference
It is important to you to be able to work in accordance with ethical
standards and personal principles.
current situation
You are required to do this to some
degree in your present job.
-------------------------------------------------------------------------------------
CHALLENGE
The Challenge factor covers a further four dimensions that can increase or
reduce a person's enthusiasm, motivation and job satisfaction at work -
Interest, Flexibility, Progression and Pressure. The Interest scale assesses
how far it is important to you to be able to do interesting and varied work
and express your creativity. The Flexibility scale looks at whether flexible
bosses and working conditions are important to you. The Progression scale
measures whether the presence or absence of opportunities for promotion
and advancement affects your motivation. The Pressure scale indicates
whether you thrive on or perform poorly when there is pressure and stress.
• Interest
your preference
You are looking for varied, stimulating and creative job objectives and
work activities - that is, a job that allows you to express and develop your
creative side.
current situation
You get this to some degree from your current job.
--------------------------------------------------------------------------
• Flexibility
your preference
You find that accommodating bosses, hours and working conditions
increase your motivation to work.
current situation
You have a fair amount of these
flexibilities in your current job.
--------------------------------------------------------------------------
• Progression
your preference
The opportunity to progress and continually advance to more senior
positions is an important motivating factor for you.
current situation
Happily, you have
such opportunities to a fair degree in your current job.
---------------------------------------------------------------------------------------------
• Pressure
your preference
It seems that having competing priorities, tight deadlines and managing
setbacks and stress does not affect your motivation to work.
current situation
You have to
handle a fair degree of pressure and stress in your current work.
---------------------------------------------------------------------------------------------
RELATIONSHIP
The Relationships factor measures how far different aspects of the people
side of work affect your drive - Teamwork, Management, Customers and
Business. The Teamwork scale assesses whether you prefer to work alone
or as part of a team. The Management scale looks at whether you enjoy
managing people. The Customers scale measures whether the presence
or absence of customer contact affects your motivation. The Business
scale indicates whether you have a preference for the type of organization
you work in.
• Teamwork
your preference
You appear to find it easier to work on your own rather than as a member
of a team.
current situation
Contrary to your preferences, teamwork is a feature of your
current job.
--------------------------------------------------------------------------------------
• Management
your preference
You find having to manage people a chore that you would prefer not to
have to do.
current situation
You have some managerial responsibilities in your current
job.
----------------------------------------------------------------------------------
• Customers
your preference
You say that the client end of the job does not strongly impact on your
motivation either positively or negatively.
current situation
You have a degree of customer
contact in your current job.
--------------------------------------------------------------------------------------
• Business
your preference
Your responses indicate that you prefer to work in a dynamic
business/commercial environment rather than the public sector.
current situation
Your current job is in this sort of environment.
------------------------------------------------------------------------------------
REWARDS
The Rewards factor measures the motivating impact of the rewards and
opportunities work provides - Remuneration, Job Security, Autonomy and
Growth. The Remuneration scale assesses how far money is important to
you. The Job Security scale looks at how important having a secure job is
to you. The Autonomy scale measures whether freedom and discretion
motivate you, and the Growth scale indicates whether you value the
opportunity to acquire new knowledge and skills.
• Remuneration
your preference
You have said that your motivation is increased when your earnings are
related to job performance.
current situation
Your pay in your current job appears to take
some account of your performance.
-----------------------------------------------------------------------------------------
• Job Security
your preference
You have indicated that your motivation levels are not influenced by the
presence or absence of job security.
current situation
You feel pretty secure in your current job.
----------------------------------------------------------------------------------------------
• Autonomy
your preference
You have said that freedom and discretion to decide how to carry out
work increases your motivation.
current situation
You have a high degree of autonomy in
your current position.
---------------------------------------------------------------------------------
Growth
your preference
You are motivated by jobs that provide opportunities to acquire new
knowledge and skills thereby helping you to reach personal potential.
current situation
Your current post provides such development opportunities.
---------------------------------------------------------------------------------
REGARDS
LEO LINGHAM
From India, Mumbai
Please find two motivational questionnaire.
1 . focused on needs.
2. HERZ. theory of motivation.
IT IS SIMPLE, CAN BE MODIFIED AND RATING SYSTEM CHANGED, IF YOU PREFER.
The Goal of this questionnaire is :
(a) To experience first hand the concepts of one of the work-motivation theories .
(b) To get personal feedback on your opinions of the use of motivational techniques in human resource management.
The following questions for the Motivation Questionnaire have 6 possible responses. Please do not skip any questions and answer all the questions for a proper evaluation. After you're done, please check that you have answered all the questions before you go on to get the evaluation. The answers can range from a score of -12 through +12.
1. Special wage increases should be given to employees who do their jobs very well.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
2. Better job descriptions would be helpful so that employees will know exactly what is expected of them.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
3. Employees need to be reminded that their jobs are dependent on the company's ability to compete effectively.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
4. Supervisors should give a good deal of attention to the physical working conditions of their employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
5. Supervisors ought to work hard to develop a friendly working atmosphere among their people.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
6. Individual recognition for above standard performance means a lot to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
7. Indifferent supervision can often bruise feelings.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
8. Employees want to feel that their real skills and capacities are put to use on their jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
9. The company retirement benefits and stock programs are important factors in keeping employees on their jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
10. Almost every job can be made more stimulating and challenging.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
11. Many employees want to give their best in everything they do.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
12. Management could show more interest in the employees by sponsoring social events after hours.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
13. Pride in one's work is actually an important reward.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
14. Employees want to be able to think of themselves as "the best" at their own jobs.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
15. The quality of the relationships in the informal work group is quite important.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
16. Individual incentive bonuses would improve the performance of employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
17. Visibility with upper management is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
18. Employees generally like to schedule their own work and to make job-related decisions
with a minimum of supervision.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
19. Job security is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
20. Having good equipment to work with is important to employees.
Strongly Agree
Agree
Somewhat Agree
Somewhat Disagree
Disagree
Strongly Disagree
================================================== ==========================
================================================== ========================
Motivation Dimension [Herzberg's theory of motivation]
This is a simple motivational questionnaire.
FOR each of the 20 elements, the participants should review the
current situation of their job and also their preference ,
and rate the current situation in this manner [OUT OF 10 ]
LOWER MOTIVATION [ 1---3]
AVERAGE MOTIVATION [ 4---7]
HIGHER MOTIVATION [ 8---10]
DRIVE
The Drive factor covers four personality dimensions that can increase or
reduce a person's motivation at work - Activity, Achievement, Competition
and Fear of Failure. The Activity scale assesses how far being on the go
and being busy all the time is important to you. The Achievement scale
measures whether you are looking for a job that is testing, demanding and
challenging. The Competition scale considers whether you are the type of
person that thrives in a competitive environment where you have to put
yourself forward to get your way and to get on in the organization. The
Fear of Failure scale indicates whether you are motivated or demotivated
by the possibility of screwing up in front of other people.
• Activity
your preference
You find that having a lot to do, being on the go and staying busy all the
time increases your motivation to work.
current situation
Your current job has busy and
quiet periods but keeps you occupied a good deal of the time.
---------------------------------------------------------------------------------------
• Achievement
your preference
Your preference is for a job that has testing job objectives, demanding
responsibilities and constantly provides new challenges.
current situation
Your current job
appears to have a moderate degree of responsibility and challenge in it.
----------------------------------------------------------------------------------------------------
• Competition
your preference
You have indicated that having to compete against others to get on does
not really affect your motivation.
current situation
The culture of your current organization
provides a very competitive environment.
----------------------------------------------------------------------------------------------------
• Fear of Failure
your preference
Fear of failure is the need to succeed in front of others and not let people
down. You have said that the possibility of failing in front of other people
reduces your motivation to work.
current situation
In your current job, it seems there is
some possibility to screw up in front of other people.
===========================================
CONTROL
The Control factor covers another four motivational dimensions that can
increase or reduce a person's enthusiasm and motivation - Power,
Recognition, Status and Ethics. The Power scale assesses how far it is
important to you to have power over other people. The Recognition scale
measures whether the presence or absence of feedback and recognition
for your personal contribution affects your motivation. The Status scale
considers whether your position, standing and grade are important to you.
The Ethics scale indicates whether you are motivated or demotivated by
having to follow a code of professional and ethical standards.
• Power
your preference
You have said that being in charge, exercising control and having
responsibility for people and resources does not affect your motivation.
current situation
You have a degree of power over other people in your current job.
----------------------------------------------------------------------------------
• Recognition
your preference
Acknowledgment by bosses and colleagues of your efforts, skills and
competencies is an important motivating factor for you.
current situation
You get a fair
degree of recognition for your contribution from your present job.
------------------------------------------------------------------------------------
• Status
your preference
You get a fair degree of status from your current job
You say that deriving standing and feelings of importance from work and job seniority
is not something that strongly motivates you.
current situation
You get a fair degree of status from your current job
---------------------------------------------------------------------------------------
• Ethics
your preference
It is important to you to be able to work in accordance with ethical
standards and personal principles.
current situation
You are required to do this to some
degree in your present job.
-------------------------------------------------------------------------------------
CHALLENGE
The Challenge factor covers a further four dimensions that can increase or
reduce a person's enthusiasm, motivation and job satisfaction at work -
Interest, Flexibility, Progression and Pressure. The Interest scale assesses
how far it is important to you to be able to do interesting and varied work
and express your creativity. The Flexibility scale looks at whether flexible
bosses and working conditions are important to you. The Progression scale
measures whether the presence or absence of opportunities for promotion
and advancement affects your motivation. The Pressure scale indicates
whether you thrive on or perform poorly when there is pressure and stress.
• Interest
your preference
You are looking for varied, stimulating and creative job objectives and
work activities - that is, a job that allows you to express and develop your
creative side.
current situation
You get this to some degree from your current job.
--------------------------------------------------------------------------
• Flexibility
your preference
You find that accommodating bosses, hours and working conditions
increase your motivation to work.
current situation
You have a fair amount of these
flexibilities in your current job.
--------------------------------------------------------------------------
• Progression
your preference
The opportunity to progress and continually advance to more senior
positions is an important motivating factor for you.
current situation
Happily, you have
such opportunities to a fair degree in your current job.
---------------------------------------------------------------------------------------------
• Pressure
your preference
It seems that having competing priorities, tight deadlines and managing
setbacks and stress does not affect your motivation to work.
current situation
You have to
handle a fair degree of pressure and stress in your current work.
---------------------------------------------------------------------------------------------
RELATIONSHIP
The Relationships factor measures how far different aspects of the people
side of work affect your drive - Teamwork, Management, Customers and
Business. The Teamwork scale assesses whether you prefer to work alone
or as part of a team. The Management scale looks at whether you enjoy
managing people. The Customers scale measures whether the presence
or absence of customer contact affects your motivation. The Business
scale indicates whether you have a preference for the type of organization
you work in.
• Teamwork
your preference
You appear to find it easier to work on your own rather than as a member
of a team.
current situation
Contrary to your preferences, teamwork is a feature of your
current job.
--------------------------------------------------------------------------------------
• Management
your preference
You find having to manage people a chore that you would prefer not to
have to do.
current situation
You have some managerial responsibilities in your current
job.
----------------------------------------------------------------------------------
• Customers
your preference
You say that the client end of the job does not strongly impact on your
motivation either positively or negatively.
current situation
You have a degree of customer
contact in your current job.
--------------------------------------------------------------------------------------
• Business
your preference
Your responses indicate that you prefer to work in a dynamic
business/commercial environment rather than the public sector.
current situation
Your current job is in this sort of environment.
------------------------------------------------------------------------------------
REWARDS
The Rewards factor measures the motivating impact of the rewards and
opportunities work provides - Remuneration, Job Security, Autonomy and
Growth. The Remuneration scale assesses how far money is important to
you. The Job Security scale looks at how important having a secure job is
to you. The Autonomy scale measures whether freedom and discretion
motivate you, and the Growth scale indicates whether you value the
opportunity to acquire new knowledge and skills.
• Remuneration
your preference
You have said that your motivation is increased when your earnings are
related to job performance.
current situation
Your pay in your current job appears to take
some account of your performance.
-----------------------------------------------------------------------------------------
• Job Security
your preference
You have indicated that your motivation levels are not influenced by the
presence or absence of job security.
current situation
You feel pretty secure in your current job.
----------------------------------------------------------------------------------------------
• Autonomy
your preference
You have said that freedom and discretion to decide how to carry out
work increases your motivation.
current situation
You have a high degree of autonomy in
your current position.
---------------------------------------------------------------------------------
Growth
your preference
You are motivated by jobs that provide opportunities to acquire new
knowledge and skills thereby helping you to reach personal potential.
current situation
Your current post provides such development opportunities.
---------------------------------------------------------------------------------
REGARDS
LEO LINGHAM
From India, Mumbai
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