Achievement Motivation Inventory (AMI)

Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. … Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

Motivation tools provide information about the type of environment, tasks, and activities that an individual will be motivated to do. Unlike personality assessments which look at what a person can do. Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. Ability and personality assessments provide valuable insight into how suitable a candidate is for a role, motivation assessments provide insight into how suitable the role is for the candidate. A candidate that meets all the requirements for the role and seems like a perfect match but is not provided with a role that motivates them will underperform just as badly as a poorly matched candidate or potentially even worse. Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

The Achievement Motivation Inventory (AMI) is an assessment designed to measure factors related to vocational and professional success and is based upon the premise that achievement motivation results from how a broad array of internal components are directed towards performance. Suitable for use in selection and development, the AMI is comprised of 170 rating scale items and can be completed in less than 30 minutes.

What the AMI Measures

The AMI differentiates between seventeen dimensions (achievement orientations):

Dimensions

Description

Compensatory effort

 

Willingness to expend extra effort to avoid failure.

 

Competitiveness

 

Drive to win and be better and faster than others.

 

Confidence in Success

 

Belief in capacity to achieve even difficult goals stemming from a belief in own knowledge, skills, and abilities.

 

Dominance

 

Tendency to exercise power over others, to take initiative, and to control over activities.

 

Eagerness to Learn

 

Thirst for knowledge and striving to learn new things, even in the absence of external reward.

 

Engagement

 

Capacity to maintain a high level of activity, usually work-related, for long periods with little rest.

 

Fearlessness

 

Degree of an absence of a fear of failing at difficult tasks.

 

Flexibility

 

Willingness to accept changes and enjoyment of challenging new tasks.

 

Flow

 

Capacity to maintain long periods of concentration without being distracted; the likelihood of becoming lost to the outside world and absorbed in a task.

 

Goal Setting

 

Tendency to set goals and make long-term plans for achieving these.

 

Independence

 

Preference for making own decisions and working at own pace and tendency to take responsibility for their own actions.

 

Internality

 

Attribution of own success to own actions and efforts rather than to situational variables or luck.

 

Persistence

 

Tenacity and energy are given to task completion.

 

Preference for Difficult Tasks

 

Tendency to seek out challenging rather than easy tasks and desire to seek greater challenges once earlier ones have been met.

 

Pride in Productivity

 

Enjoyment and satisfaction are derived from achievement, from doing their best, and from improving on performance.

 

Self-control

 

Capacity to delay gratification and to organize themself and their work.

 

Status Orientation

 

The desire to attain high status in their personal life and to progress professionally.

 

Each scale has ten items. The items are, for the most part, couched in a work context. Dimension-specific scores are derived, as well as an overall score.

Competencies Focus

Adaptability

 

Courage

 

Influence

 

Initiative

 

Learning Orientation

 

Personal Development

 

Productivity

 

Stress Tolerance

 

 

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