To achieve performance ROI, the integration of intrinsic motivation—more specifically Self-Determination Theory (SDT)—was a priority when developing YouEQ games. Our primary argument is that most management-initiated “interventions” such as training, assessments and even gamification, are considered extrinsic motivators by employees. In this we mean that programs, although well intended, are perceived through a “carrot and stick” paradigm—if we succeed we get the carrot and if we don’t, we get beaten by the stick!
A primary example of this is strength-based assessments. Discovering one’s strengths is a worthy pursuit however, if one is not intrinsically motivated to use their strengths at work, the ROI quickly diminishes.
Unfortunately, the common result of extrinsic motivation, as explained earlier in this summary, is the activation of the fear system while thwarting the seeking system. This is where companies can waste precious resources—again despite good intentions—only to be frustrated with the lack of results and performance.
Team Discovery & Motivation
How many personality assessments have you taken?
In our experience teams are initially excited about their results and profiles and then forget them in a few months.
You've heard of IQ (intelligence quotient) to measure how smart you are, and probably EQ (emotional quotient) for how intelligent you are about emotions. Now you can learn about iMQ (intrinsic motivation quotient).
iMQ ensures that, along with discovering personality traits, talents and strengths, teams will also be motivated to use them.
Motivational EQ is a training game to increase intrinsic motivation by combining neuroscience, and gamification. AND....Motivational EQ is compatible with popular personality assessments.
The goal is to help individuals and teams discover "self-clarity" which is noted to be more important for work than self-esteem.
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7 Motivational Styles
For YouEQ games, the overarching SDT meta-theory presents an ideology-based design of how people, as active organisms, are motivated for personal growth. This is through mastering ambient challenges and integrating experiences into a coherent sense of self. However, this development does not happen automatically—it requires a principle-based approach for designing social context versus settling for default. In other words, for engagement and growth, we can design social context to be a catalyst for motivation. Furthermore, using this design and principle-based framework, we can predict results around behavior, experience and development within individuals and organizations.
Beyond the overarching meta-theory, SDT comprises six mini-theories, each of which was developed to explain a set of motivationally based phenomena that emerged from laboratory and field research. Each, therefore, addresses one facet of motivation or personality functioning.