Central Test

Analyse key motivators and job satisfaction

MOTIVATION+ is an assessment specially designed to help you understand what are the “drivers” that propel a person’s energy at work and contribute to their engagement.

The test is based on the “Munster Work Value Measure” model, according to which an individual’s behaviors, choices, and attitudes are influenced by their values ​​and motivations.

The test is available in two versions: MOTIVATION evaluates the 15 factors of motivation, and MOTIVATION+ also indicates the degree of satisfaction on each factor evaluated.



Executives, employees and young graduates



French, English, Spanish



40 questions (MOTIVATION) & 41 questions (MOTIVATION+)



12 minutes (MOTIVATION) & 15 minutes (MOTIVATION+)


Knowing the basic needs of a candidate is an excellent way to check that their motivations are in line with the proposed assignments and with your work environment. By using MOTIVATION, you can identify the needs of your candidate to assess candidates’ suitability with the missions, values, ​​and culture of your company.

MOTIVATION+ supports you in your annual assessments and professional interviews. It offers a reliable diagnosis of the level of motivation and satisfaction of your employees, to then orient their missions to strengthen both their efficiency and their level of commitment.

A diagnosis of the motivation and satisfaction of your employees makes it possible to prepare courses of action to reduce stress, and undesirable behavior at work and improve well-being and commitment. With MOTIVATION analysis you can adapt your well-being policy to the needs of your employees. Our consultants support you in setting up appropriate solutions to optimize the work environment and maintain the satisfaction of your teams.

It is important to understand what motivates you and your team so that you can improve employee productivity and job satisfaction. Motivating your staff to perform better can lead to both positive and negative outcomes. An organization should carefully consider strategies, incentives, and recognitions in addition to any other factors that increase the motivation of employees. To increase productivity and satisfaction, your team members or you can use several motivational techniques. 

However, since everyone is unique, taking the time to understand what motivates certain groups of employees is crucial. Employee motivation can be influenced by a variety of factors, such as bonus incentives or the possibility of receiving additional vacation time. The greatest challenge is that there is no one solution that works for everyone. Despite their importance, financial incentives are only a part of the puzzle for some employees. They may be motivated more by the work itself. 

People may respond differently to incentives such as bonuses or negative incentives such as the fear of being laid off. Some employees may be inspired and achieve great things, but others may be consumed with anxiety, which adversely affects their performance. 

An employee’s motivation in the workplace refers to the process of guiding and maintaining behaviors that are conducive to the employee’s achievement of a specific goal or to the successful completion of a particular task.  

In terms of extrinsic motivation, we refer to being motivated by factors outside of oneself, for example, bonuses, social recognition, and accolades. Extrinsically motivated individuals are likely to continue to perform a particular task regardless of its lack of intrinsic rewards. A person may, for example, be required to perform a task at their workplace that they do not enjoy earning a living. Operant conditioning is a behavior modification process based on extrinsic motivation, which is a set of rules that people follow according to reward or punishment. 

The term “intrinsic motivation (IM)” refers to motivation that comes from within the individual. A feeling of accomplishment and personal gratification are two examples of IM. To be intrinsically motivated, a person must engage in a behavior that is not rewarded by apparent external factors. Instead of relying on outside incentives or pressures, such as a reward or a deadline, you do what you enjoy and find interesting. 

An example of IM would be to read a book for pleasure as opposed to writing a report on it for the purpose of passing a class. To explain intrinsic motivation, several different theories have been proposed. One theory proposes that IM is solely driven by the activity itself. 

IM was first widely recognized as the result of people’s needs and drives. The biological needs of life and health compel human beings to satisfy hunger, thirst, and sex. In addition to these biological needs, individuals also have psychological requirements that need to be satisfied to thrive and develop. Among these are competence, autonomy, and belonging. 

Managers have a significant responsibility in motivating their employees. Finding out what motivates your employees is not an easy task, but the long-term benefits of happy employees and increased productivity far outweigh any effort and time spent in doing so. 

Strong points

Identification of points of satisfaction in the work

Control of social desirability

Analysis of 15 dimensions of motivation with degree of satisfaction (MOTIVATION+)

Personal development advice


We believe that leaders are made. Through careful nurturing, structured learning, and enriching experience. Nurture wins over nature.


We believe that humans have an unlimited capacity to learn. You may differ in your natural talents, preferences, and learning styles; but YOU can be whatever YOU set out to be. The world is your oyster!


The role of a facilitator and trainer in adult learning, is to challenge the assumptions,reframe the experience, and change perspectives. They enable learning by creating conversations that enable the learners to reflect on their own personalities, experiences, and priorities.


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