CMT

Work Motivation Questionnaire

What are MTC?

It is a test that measures the motivational conditions of an individual and evaluates
objetivamente 15 factores de motivación divididos cada uno en tres partes distintas.
It consists of 75 items that measure 15 factors of motivation, grouped into 3.
general motivational categories. Each category measures 5 factors of
motivation.

Type of test

Objective psychotechnical test

Administration: Individual and collective.

•Duración:Entre 20 y 35 minutos.

•Material:Manual, cuadernillo, hoja de respuestas, plantillas (3).

•Application: Latin American populations, therefore, language, expressions

specific to the environment. Various standardization professions allow it to be applied in
a wide range of occupations, even starting from a general benchmark. Distinguish
between workers and those who have not worked (in adolescents) with a level
minimum education of 4 years of high school.

• Rating: It can be done manually using the keys of

rating or with the computer program for the CMT rating.

2. Objective of the test

The questionnaire consists of three parts as follows:

The first, made up of five groups of items. Each group contains

On the fifth item, each item of the group is represented by a factor of

motivation.
This section is designed to provide a profile of CONDITIONS

INTERNAL MOTIVATIONS through five factors which are: Achievement,

Power, Affiliation, Self-actualization, Recognition.

The second part also contains five groups with five items each.

group. It was designed to form a profile of PREFERRED MEDIA FOR

GET DESIRED COMPENSATION AT WORK. This part is

represented by the following five factors: Task dedication,

Acceptance of Authority, Acceptance of Norms and Values, Requisition

Expectation: Just like the previous ones.

The third part consists of twenty-five items distributed in

five groups. Provide a profile of incentives valued by the person or

EXTERNAL MOTIVATIONAL CONDITIONS represented by the factors:

Supervisión, Grupo de Trabajo, contenido del Trabajo, Salario, Promoción.

In total, the questionnaire contains 75 items that together represent 15.

motivational factors. The items are presented in groups of five and each

one operationalizes a motivation factor.

The person being examined must arrange the items in each group according to the

importance attributed to each one, seen together and in relation to the

four more. Depending on your choice, you must assign them a value between five and

one to indicate the greater or lesser importance that they assign to them respectively.

This mechanism of forced sorting assumes for many candidates, in

each group of items, resolve a conflict of interest and valuation. Thanks to

this mechanism makes it possible to identify personal priorities

real. Without the demand for forced regulation, social desirability, normal

It would notably hinder obtaining an ordering of the factors.

Therefore, this type of ordering leads to the value that a

A person assigns a factor to be deducted from another factor.

For the same reason, the high values that appear in the motivational profile

thrown by the test for each examinee reveal their highest values, their

interests, their preferences. However, the lowest values do not mean that

that which the examined rejects or despises represents that to which he attributes

menos valor, en el momento en que se examina y en el contexto de los factores

that the questionnaire explodes. IMPORTANT

DEFINITION OF THE FACTORS

INTERNAL MOTIVATIONAL CONDITIONS

They describe internal personal conditions of a cognitive and emotional nature that

allow the person to experience feelings of pleasure or displeasure regarding

their experiences. They generate approach or avoidance behaviors.

depending on the pleasant or unpleasant nature of the fact.

Achievement (LOG): It manifests itself through behavior characterized by the

intention to invent, make, or create something exceptional, to achieve a certain level of

excellence in surpassing others, through the pursuit of goals or results. For the

in general, the action towards achievement is not manifested when the task difficulty or

the activity is too high or low. The average difficulty of the task or
activity seems to better stimulate achievement-oriented behaviors. Items

how the following operationalize this variable in the questionnaire:

Come up with more efficient ways to do the work, to get ahead of others with the

quality of the results.

To be able to solve, more successfully than others, the difficult problems of work.

Power (POD): It manifests through desires or actions that seek to exercise,

dominion, control or influence, not only over people or groups, but also

about the means that allow acquiring or maintaining control, such as the

leadership positions, influence in the media, action

about incentives or rewards. Items such as the following operationalize the

Having people under my charge that I can correct or encourage.

its performance.

To be able to persuade or convince others to carry out related activities

with work.

To be able to lead the activities of other people.

Affiliation (AFI): It is expressed through the expression of intentions or the execution of

behaviors aimed at obtaining or maintaining emotional relationships

satisfactory with other people, where the warmth of the relationship plays a role

very important. Items such as the following operationalize the variable:

• Establish a good friendship with my classmates. • Have the company and

el apoyo de los compañeros de trabajo.

Be with people who are united, support each other, and defend one another.

Self-realization (A-R): It is manifested by the expression of desires or the

carrying out activities that allow the use at work of the

personal skills and knowledge and the improvement of such abilities and

knowledge. Items such as the following operationalize this variable in the

questionnaire:

To be able to focus on what I truly know and can do.

Knowing that I am acquiring greater skill in my occupation.

Recognition (REC): It is manifested through the expression of wishes or the

carrying out activities aimed at obtaining attention from others,

acceptance or admiration for what the person is, does, knows, or is capable of

Items like the following operationalize the variable in the questionnaire:

That other people accept my merits.

To know that my knowledge and capabilities are recognized.

- MEDIOS PREFERIDOS PARA OBTENER RETRIBUCIONES DESEADAS

AT WORK

Seeks to assess the instrumentality that the person attributes to various types of

performance in relation to the desired results or rewards. It is part of

Assuming that the behavior of people in organizations is

goal-oriented and receives benefits from participation in the activities

or compensations that may or may not interest you.

Dedication to the task (DT): Includes modes of behavior characterized already

for the dedication of time, effort, and initiative to work, for the desire to

show responsibility and quality or for deriving some primary benefit

from the very act of performing the work. It is about the intention to place at

service of the task, resources, means, and personal conditions that the

individual. Items such as the following operationalize the variable in the

cuestionario: • Dedicarse con empeño al trabajo durante el tiempo debido.

To do the work efficiently and responsibly.

Acceptance of Authority (AA): Modes of behavior that manifest

appointment, recognition and acceptance, both of the individuals invested with

authority in the organization as well as the decisions and actions of such

people.

Behaviors of adhering to the determinations of people or

dependencies with formal authority. Items such as the following operationalize the

variable:

Follow the decisions and guidance of the boss regarding work.

• Accept with interest job or activity changes when the

Boss, I requested it.

Acceptance of norms and values (ANV): A way of behavior that makes

reality beliefs, values or norms relevant to the functioning and the

permanence of the organization, such as avoiding anything that could cause harm
to the work or the company, comply with its rules and policies, contribute to achieving

their objectives. Items such as the following operationalize the variable:

Make my performance truly contribute to the objectives of the area

of work and the company.

Save materials and work tools and avoid risks.

losses and damages.

Requisition (REQ): A mode of behavior that seeks to obtain rewards.

desired, directly influencing those who can grant them, through

persuasion, confrontation or personal and direct request. To directly request the

desired compensation. Items such as the following operationalize the variable:

Personally request the boss for my location in a job that fits well

to my abilities or that interests me.

Convince the boss, not just with words but with my performance, of the merits.

and the capabilities I have.

Expectation (EXP): Modes of behavior that show expectation,

trust and passivity in the face of the company's designs or determinations

the authority. The desired rewards are given by the initiative and benevolence of the

patron more than by personal merit. Items such as the following operationalize

the variable:

Give the company time to realize my knowledge and

capabilities.
• Waiting for the company to make the appropriate raises as per

cost of living.

EXTERNAL MOTIVATIONAL CONDITIONS

Seeks to study the value that a person attributes to various types of remuneration that

organizations or their representatives may offer for the performance to their

employees.

Supervision (SUP): Value that the individual attributes to behaviors of

consideration, recognition or feedback from the representatives of the

organizational authority towards him. Items such as the following operationalize the

variable:

That my boss evaluates my performance in a considerate, understanding manner and

just

Having a boss who recognizes my merits.

Working Group (WG): Social conditions of work that provide to the

possibilities of being in contact with others, participating in actions

collectives, sharing, learning from others. Appreciation that the individual has for such

conditions. Items of the following type operationalize the variable:

Being able to be in a relationship with people who contribute to and enrich me.

To be in a group capable of organizing and carrying out activities of interest.

utility.
Content of the Work (CT): Intrinsic conditions of the work that can

provide the person executing it with various degrees of autonomy, variety,

information about your contribution to a process or product and the possibility of

global development of a product. Evaluation that the person makes of such

conditions. Items such as the following operationalize the variable:

Carry out various and interesting activities that prevent me from falling into routine and the

monotony.

• To be able to clearly see the result or benefit that derives from the work that

I do. • To have the freedom to decide on the most convenient way to do it.

work.

Salary (SAL): Conditions of economic compensation associated with performance

in a job position. Depending on its level and type, this compensation can

provide the person with compensation for their effort, prestige, security of

that can meet the demands of your personal needs and those of your

family. Assessment that the person makes of the financial compensation. Items

how the following operationalize the variable.

Earn a salary that allows me to adequately meet all my needs.

needs and those of my family.

Earn a salary that truly rewards my effort.

Knowing that you may periodically receive salary increases.

Promotion (PRO): Perspective and possibility of upward mobility or

hierarchical that a job position allows its collaborator within a

organizational context. From such a possibility, the person can derive projections

personal advancement, prestige, and approaching situations of greater

responsibility. Value that the person attributes to the promotion. Items such as

the following operationalize the variable:

To have promotions that allow me to feel that I am progressing and improving myself

occupation.

To have promotions to achieve a more interesting and important job.

To have promotions that allow me to reach a higher job

responsibility.

Computer program for grading

This program is not part of the document package for the test consisting of

a manual with installation and handling, a diskette (5 ¼ or 3 ½) with the files

of the rating and a diskette with some "exe" files of the Cobol program.

The CMT grading program allows, with the mere introduction of the

answer sheet data:

Obtain the raw scores.

Obtain the standard scores.

Develop the motivational profile.

 •Archive up to 9,999 answer sheets in the historical file with all your

information.

Recover the information on screen or by printer.

Introduce modifications.

Thanks to this computer program, the process of is eliminated

grading with the 3 keys and the work of consulting the tables of

conversion in addition to the creation of the profile. This manual task takes

about 15 minutes. With the program, it can be completed in its entirety,

including a file of the information, about 5 minutes.

This process can be entrusted to an assistant.

the application is individual and the examinee may be asked to type their answers

directly on the computer, further reducing the conversion time.

3. Example of the booklet of the answer sheet and results report.

Instructions:

The questionnaire should be administered in a location with adequate lighting conditions.

ventilation, temperature and silence. The examinees must sit in chairs

sufficiently comfortable. It is advisable that the questionnaire and the answer sheet be

they can place it, preferably, on a table.

Once the examinees are placed in the corresponding site for the exam,

they are given the answer sheet and are asked to fill it out completely in
the section of personal data. The examiner will ensure that the data in this part

they are correctly filled.

Next, the questionnaire booklet is distributed and attention is called.

of those examined on the following matters:

The questionnaire has three parts, each of which is preceded by a set of

instructions that must be read carefully. Do not begin to respond until

have a sufficient understanding of the instructions. In case of doubt, you must

consult the examiner.

Under no circumstances should marks or answers be written in the booklet.

The answers to the examples should not be marked on the answer sheet either.

booklet.

The available time to work on the questionnaire is 20 to 35 minutes.

Each exam taker will read the instructions individually. In case they are ...

request, the examiner will provide instructions that complement what has been written. They may give

indications like the following:

It consists of rating groups of five (5) statements regarding issues

related to work. The scores will be from 5 to 1, with 5 being the highest rating.

and 1 the minimum. All statements from each group must be rated. None of

they may end up without a grade. In a group of five (5) statements this cannot be

repeat no value, each statement must have a different number between 5 and 1
The examiner will be attentive to answering questions, avoiding suggesting answers to the

examined.

-El examinador igualmente estará atento para evitar el deterioro de los cuadernillos

with marks or answers. Additionally, you will observe that people mark

correctly on the answer sheet.

RATING:

For the grading, three grids are used, each of which collects data from five.

factors. The procedure consists of placing each grid over the answer sheet,

sum the values that appear in each of the variables and record them in the column

to the right of the answer sheet. To develop the profile, the PB is converted into

standard score (PT), referring to the corresponding table. The new value is located

in the standard scores column (PT). Finally, the standard score is taken and

Locate it in the graph of the answer sheet. Then connect them with a continuous line.

points, in the chart, to obtain the individual profile. The standard scores and the profile

they are interpreted according to criteria defined later.

INTERPRETATION

The preference component is evaluated, but not the persistence or vigor.

Analyze the resulting hierarchy for each group.

Confront the profile with the normative group profile and/or with the expected profile.

Synthesis and integration of the results.

Compare with the job requirements.

 Consider other measures such as knowledge, skills, experience,

etc.

INTERPRETATION

0 – 20: exceptionally low. Possibility of behavior activation

minimum

21 – 40 Relatively low, limited probability of activation of

behavior.

41 – 60 Interest valuation or tendency to react according to the average

population.

61 – 80 Relatively high values or interest activate behavioral modes

81 - 100 Exceptionally high, probability of occurrence of the

behaviors

Example of the answer sheet booklet:

[Link] PUT

SCREENSHOTS