TTI Success Insights
Why People Do What They Do
Twelve Driving Forces
What motivates an individual? The WPMOT tool (Workplace Motivators) helps to highlight what the individual considers important in his work environment and to know the drivers of each.
The tool is based on research conducted by the German philosopher and psychologist Eduard Spranger. More specifically, his book Types of Men in which he tries to decipher the values of individuals and the impact they can have on their behavior.
In his approach, Spranger highlights six attitudes corresponding to the glasses we wear to judge the world around us. Each attitude can then be expressed as an engine or a filter for our daily actions.
The 12 motivators is a valuable tool for your business. And for good reason, it reveals the various motivating factors and thus helps to better understand the priorities that an individual has set himself. The report makes it possible to accompany the respondents in a better apprehension of their professional environment and to help them better achieve their objectives.
This tool offers great versatility in its application and allows for the following:
Reduction of turnover;
Better job satisfaction;
The Individual Profile
The driving forces approach is based on six pillars that explain what motivates people to wake up in the morning and do what they do. The tool analyzes a person's individual approach to knowledge, resources, external environment, others, power and methodologies.
From each of the six pillars follows two possible approaches. For example, regarding knowledge, a person may be instinctive (she will rely on her intuition and will only fetch information relevant to a given situation) or intellectual (she will gather all available information before making a choice).
Each person is motivated by four main factors. These factors are what makes you get up in the morning. In contrast, each person is characterized by four factors of indifference that are aspects that do not motivate them at all.
Several studies show that people who respect their main driving forces are more fulfilled, effective and feel invested with a mission whereas those who work in a field using their indifference factors feel more tired, tend to be more pessimistic and are more at risk of jumping from job to job.
The Comparative Profile
Our comparative tool makes it possible, in a very pictorial way, to place two personalities side by side in order to identify the common motivators, the main fundamental conflicts as well as to point out possible solutions to increase collaboration between people with different motivations.
The tool highlights the common and opposing traits as well as the driving forces that, coupled together in two individuals, create an interesting cohesion.
For example, the pillar '' Power '' places opposites people motivated by status, recognition and control of tasks (the authoritarian) and people motivated by support, teamwork and who place the '' we '' in front of '' me'' (collaboratives).
At first sight, such an opposition can only create conflicts, but the tool makes it possible to understand the difference, to establish possible solutions and a communication plan based on the other driving forces which, coupled together, can bring cohesion despite this opposition.
The Team Profile
This tool, the latest developed by TTI Success Insights, allow us to compare, in a same report, all of your work force. The tool then highlights, in the form of a dashboard with percentages and graphs, the motivational composition of your team.
Such an approach helps to identify who your employees are, what motivates them, how they can work together, and how to overcome some of the shortcomings in your team.
For example, to realize that 60% of your work force is harmonious (motivated by beauty, storage, balance in the physical environment of work) while your offices are windowless work pools is a major realization because simply changing the workspace will greatly increase the motivation and efficiency of your employees.
The tool also compares the strengths of all your employees to identify extremes in a capacity-maximizing perspective. For example, an employee who scores 95 on the receptive motivator will necessarily be willing to drive change in your company. It becomes very interesting to bet on it to counter the resistance to change, make things happen and create a ripple effect.