How to Boost Your Success at Work with This Interactive Test?

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Author, David Robson, Role, BBC

Published 7 minutes ago

Reading time: 8 minutes

Knowing what motivates you can help you achieve your goals. Are you motivated by independence, recognition, wealth, comfort, security, or friendship?

Pursuing a goal can sometimes feel like climbing a mountain. The summit seems deceptively close at the start of the journey, but halfway, you may lose the sense of its proximity. You feel hungry, thirsty, and out of breath as you climb steep, slippery slopes. The temptation to give up is very real, and the only thing keeping you on track is your motivation.

Psychologists define motivation as "the incentive that gives behavior a purpose or direction." It is known to come in various forms, ranging from curiosity to fame and wealth. Some people enjoy the physical effort of climbing a mountain, while others may aspire to the view or the treasure buried at the summit.

I, along with psychologist Ian MacRae, designed an anonymous study aimed at exploring the ways people manage their motivations and the consequences.

Anyone can take the test; completing the questions will only take a few minutes, after which you will receive a personalized report showing your main motivation source in the workplace.

Simply click on this link to discover whether you are an initiator driven by independence, an ambitious person who likes public recognition, a bridge-builder motivated by social belonging, a wealth-builder motivated by financial compensation, a person seeking comfort and relaxation motivated by flexible and comfortable conditions, or a person seeking stability and security.

The test aims for self-awareness: by realizing what sparks your enthusiasm, you can identify the best strategies to fuel and enhance that motivation. Below is an explanation of the scientific foundations of this research, along with some tips on how you can practically apply this new knowledge.

Solving the Puzzle of Human Behavior

Human behavior is influenced by both internal and external factors. For example, a student might read a physics book out of curiosity or because their teacher asked them to, to avoid punishment.

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Meanwhile, a tennis player may play the game for mere enjoyment, or under pressure from a parent.

Our goals may also be influenced by societal expectations; we may seek a promotion because we know that high status earns others' respect, even if we are not truly interested and would be happier staying where we are; we may want visible abs because of the toned stomachs we see in fashion magazines.

Image caption, Highly ambitious people are motivated by public recognition (Source: BBC/Iko Ojala).

These two different types of motivation are called 'intrinsic motivation' and 'extrinsic motivation,' and the difference is often represented by feelings of autonomy. That is, do you do something because you truly want to, or because you feel compelled to?

According to 'Self-Determination Theory (SDT),' intrinsic motivation based on desire leads to better outcomes than extrinsic motivation.

Image caption, Self-starters derive their motivation from autonomy (Source: BBC/Iko Ojala)

There is some good evidence to support this view.

In a series of studies by Marina Milyavskaya, associate professor of psychology at Carleton University in Canada, and her colleagues, researchers surveyed 344 university students about their goals for the upcoming semester, which included getting good grades, finding a job, losing weight, or moving on from past relationships.

Image caption, Relaxation enthusiasts are motivated by flexible and comfortable conditions (Image credit: BBC/Iko Ojala)

As Self-Determination Theory predicts, those who relied on their intrinsic motivation made greater progress than those influenced by others' desires or expectations. Importantly, their motivation—and thus their success—seemed linked to their perception of obstacles and temptations. For example, dieters were less likely to be distracted by fast food if they felt their decision to lose weight was a personal lifestyle choice, not something imposed on them by society.

In the workplace, people driven by intrinsic motivation tend to enjoy a higher level of well-being.

Follow Your Values

But reality is complex. Our actions are rarely the result of a single motive; they may be influenced by many factors. The challenge for psychologists has been to identify these factors and how they differ between individuals.

This is the question that our study author, Ian MacRae, wanted to answer in a previous research paper with UCL psychology professor Adrian Furnham, and University of Greenwich's first humanities technician Jessica Teichen. To do so, they asked over 750 professionals to evaluate 44 different factors known to contribute to job satisfaction, such as flexible working hours, intellectually stimulating tasks, or the possibility of receiving a reward for hard work.

By analyzing the responses, MacRae and his colleagues found that individuals' values tend to fall into six distinct categories, with varying importance from participant to participant. Three are classified as intrinsic motivations, and three as extrinsic.

Image caption, Social belonging motivates bridge-builders. (Source: BBC/Iko Ojala)

The intrinsic motivations were as follows:

Independence: Independent, effective, and active participation in work that provides stimulation, self-expression, and personal development.

Recognition: Visible signs of success, such as authority, status, job title, and public acknowledgment of achievements.

Belonging: The feeling of social connectedness gained through the work you do - through teamwork, mentorship, and idea sharing.

As for extrinsic motivations:

Compensation: Material rewards such as salary, insurance, and bonuses, as well as other work benefits like vacation allowance and office amenities.

Conditions: The overall suitability of job requirements and environment. This reflects the overall work-life balance provided by the organization, and whether it requires you to compromise other priorities.

Job Security: The predictability and regularity of work, as well as physical and psychological safety during work. The feeling of security may be influenced by the organization's history and culture; a company that is a hundred years old is considered more secure than a start-up.