How can you use the Multidimensional Work Motivation Scale (MWMS) to improve team performance?

1 Step 1: Understand the MWMS model

The MWMS is based on the self-determination theory, which proposes that motivation can be classified into three types: intrinsic, extrinsic, and amotivation. Intrinsic motivation refers to doing something because you enjoy it or find it meaningful. Extrinsic motivation refers to doing something because you expect a reward or want to avoid a punishment. Amotivation refers to doing something without any reason or interest. The MWMS also distinguishes between five sources of motivation: intrinsic, identified, introjected, external, and amotivation. These sources reflect the degree of autonomy and alignment that your team members feel with their tasks and goals.

2 Step 2: Administer the MWMS questionnaire

The MWMS questionnaire consists of 19 items that measure the five sources of motivation on a seven-point Likert scale. You can find the questionnaire online or download it from the authors' website. You can administer the questionnaire to your team members individually or in groups, either online or offline. The questionnaire takes about 10 minutes to complete and does not require any special training or software.

3 Step 3: Analyze the MWMS results

The MWMS results provide you with a profile of your team's motivation, showing the relative importance and strength of each source. You can calculate the mean scores for each source and compare them across your team members or subgroups. You can also look for patterns and trends in the data, such as the distribution of motivation types, the variability of motivation sources, and the correlations between motivation and other variables, such as performance, satisfaction, or engagement.

4 Step 4: Apply the MWMS insights

The MWMS insights can help you design and implement interventions to improve your team's motivation and performance. For instance, you can use the MWMS to identify and address the causes of amotivation or low motivation in your team, such as lack of feedback, recognition, or autonomy. Additionally, you can enhance the intrinsic motivation of your team members by providing them with challenging and meaningful tasks, opportunities for learning and growth, and a supportive and collaborative environment. Furthermore, it is important to foster the identified motivation of your team members by clarifying and communicating the purpose and value of their tasks and goals, as well as how they contribute to the team and the organization. Lastly, you should reduce the reliance on external or introjected motivation by minimizing the use of extrinsic rewards or pressures, while emphasizing the intrinsic or identified aspects of their work.

5 Here’s what else to consider

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