motivated or motivating? - stuart reidwhat sort of tester are you? stuart reid ©stuart reid, 2015...
TRANSCRIPT
Motivated or Motivating? What sort of tester
are you?
Stuart Reid
©Stuart Reid, 2015
Scope
• Introduction to Motivation
• Outline of the Motivation Survey
• Survey analysis and results
– Do existing theories work for testing?
– What factors correlate best with motivation?
– What is the best combination?
– How does motivation change for different roles
• Conclusions & recommendations
Defining Motivation
• a reason or reasons for acting or behaving in a particular way - Oxford Dictionaries
• internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal– http://www.businessdictionary.com
Motivation 101
Multi-faceted - Motivation
Motivation
Sociological
Physiological
Psychological
Behavioural
Investigation Approach
• Questionnaire
– Paper-based
– SurveyMonkey
• 40 Questions
– Demographic
– Motivation-related (Likert-scale)
– Open-ended
– Qualitative & quantitative data
• Responses from around the world (over 600)
• Thanks to Tafline Murnane
– KJ Ross – Australia
Respondents by Region
Europe
Asia
AfricaMiddle East
Australasia
North America
South America
Industry Sectors
Finance, Insurance
Communications
IT
Utilities
Health Care
Government
Services
Transportation
Media
Non-profit
Retail, Wholesale
Construction
Internet
Manufacturing
Other
Organization types
IT Organization
Self-employed Consultant
Self-employed Contractor
Testing Services
IT Department within an
Organization
Other
Testing Roles
Test Lead
Test Consultant
Developer/Tester
Test Manager
Head of Testing
Test Analyst
Test Automator
Performance Tester
Other
Life Cycles
Motivation Theories
• Hierarchy of Needs – Maslow, 1943
• Motivation-Hygiene Theory – Herzberg, 1959
• Theory X & Theory Y – McGregor, 1960
• Expectancy Theory – Vroom, 1964
• Equity Theory – Adams, 1965
• Job Characteristics Model (MPS) – Hackman & Oldham, 1976
• Three Needs Theory – McClelland, 1988
• Temporal Motivation Theory (TMT) - Steel and Konig, 2006
• Motivation 3.0 (MAP) – Pink, 2010
• Skill Variety (V)– range of different skills used
• Task Identity (I)– degree of completing a whole job
• Task Significance (S)– importance of the job
• Autonomy (A)– level of control of your own time
• Feedback (F)– degree of supervisory & results-based feedback
• MPS =
FASIV
**3
MPS from Hackman & Oldham, 1975.
Motivating Potential Score
Assign a score of 1 to 7 to
each attribute...
...and then calculate your
MPS
0
50
100
150
200
250
300
stronglydisagree
disagree neitheragree nordisagree
agree stronglyagree
Perceived Motivation
“I am highly motivated to do my
job in testing”
Pearson’s Correlation Coefficient
r = +0.70 or higherVery strong positive relationship
r = 0.85r = 1
0
20
40
60
80
100
120
140
160
180
200
0 5 10 15 200
20
40
60
80
100
120
140
160
180
200
0 5 10 15 20
Pearson’s Correlation Coefficient
r = +0.30 to +0.39Moderate positive relationship
r = 0.35r = 0.55
r = +0.40 to +0.69Strong positive relationship
0
20
40
60
80
100
120
140
160
180
0 5 10 15 200
20
40
60
80
100
120
140
160
180
0 5 10 15 20
Pearson’s Correlation Coefficient
r = 0 to +0.19Negligible positive relationship
r = 0.10r = 0.25
r = +0.20 to +0.29Weak positive relationship
0
20
40
60
80
100
120
140
160
180
0 5 10 15 20 250
20
40
60
80
100
120
140
160
180
0 5 10 15 20
MPS & Perceived Motivation
0
50
100
150
200
250
300
0 1 2 3 4 5 6 7
r = 0.40r = +0.40 to +0.69Strong positive relationship
MPS & Perceived Motivation
0
50
100
150
200
250
300
0 1 2 3 4 5 6 7
r = 0.40r = +0.40 to +0.69Strong positive relationship
MPS Factors
0.250.21
0.190.17
0.060.25
0.210.08
0.120.22
0.060.10
0.39
Feedback 1Feedback 2Feedback 3
Autonomy 1Autonomy 2Autonomy 3Autonomy 4
Significance 1Significance 2
Identity 1Identity 2Variety 1Variety 2
MPS Characteristics
0.29
0.18
0.13
0.27
0.30
Variety
Identity
Significance
Autonomy
Feedback
Daniel Pink’s MAP
• Daniel Pink’s Motivation 3.0
Mastery
PurposeAutonomy
MAP Factors
0.31
-0.11
0.33
0.17
0.06
0.25
0.21
0.24
0.08
Mastery 1
Mastery 2
Mastery 3
Autonomy 1
Autonomy 2
Autonomy 3
Autonomy 4
Purpose 1
Purpose 2
MAP Characteristics
0.39
0.27
0.22
Mastery
Autonomy
Purpose
Integrating Theories
Motivation
Variety
Feedback
Significance
Identity
Mastery
Purpose
Autonomy
Environment
MPS and MAP and MAPFV and…
0.40
0.38
0.41
0.44
0.5
MPS
Summative MPS
M+A+P
M+A+P+F+V
Top 4
Daniel Pink’s Motivation 3.0
ENV’T + VARIETY 2 + MASTERY 1 + MASTERY 3
Different Roles…
All Roles Test Analyst
Dev / Tester
Test Lead Test Manager
Consultant Head of Test
70
80
90
100
110
120
130
140
150
MPS MAP MAPFV TOP 4 Perceived
Different Roles…
All Roles Test Analyst
Dev / Tester
Test Lead Test Manager
Consultant Head of Test
70
80
90
100
110
120
130
140
150
MPS MAP MAPFV TOP 4 Perceived
Specified Variety - Test Analyst
0%
20%
40%
60%
80%
100%
Exploratory
Test Design
Execution
Automation
Reviewing
Management
Improvement
Env't Support
Different Jobs…
0%20%40%60%80%
100%Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Head of Testing
0%20%40%60%80%
100%
Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Test Manager
0%20%40%60%80%
100%
Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Developer/Tester
0%20%40%60%80%
100%
Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Test Analyst
0%20%40%60%80%
100%
Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Test Lead
0%20%40%60%80%
100%
Exploratory
TestDesign
Execution
Automation
Reviewing
Management
Improve-ment
Env't Support
Test Consultant
Different Life Cycles…
All Roles AgileWaterfall /
V-modelIterative (e.g. RUP)
Maintenance
90
95
100
105
110
115MPS MAP MAPFV TOP 4 Perceived
Different Life Cycles…
All Roles AgileWaterfall /
V-modelIterative (e.g. RUP)
Maintenance
90
92
94
96
98
100
102
104
106
108
110
Perception MPS MAP MAPFV TOP 4 Perceived
Different Organization Sizes…
90
95
100
105
110
115
All Sizes 1 person 2-10people
10-50people
50-250people
250-1000people
More than1000
people
Different Experience Levels…
70
80
90
100
110
120
AllPeriods
Less thanone year.
1 to 3years.
4 to 6years.
7 to 10years.
More than10 years.
Different Organization Types…
90
95
100
105
110
115
120
All
Businesses
IT
Organization
IT
Department
within an
Organization
Testing
Services
Self-
employed
Consultant
Self-
employed
Contractor
What Motivates Testers?
Challenges &
New Areas
Meeting
Targets
Feedback &
Appreciation
Autonomy
Quality &
Making a difference
Team &
Work Env'tMoney
Other
Good Management
What Demotivates Testers?
Developers!
OtherPoor Management
Feedback &
Appreciation
Team & Work Env't
Repetitive Tasks
Ignored
Exit Criteria
No
Goals
How Do You Motivate?
Money
Bonding
Feedback &
Appreciation
GoalsVariety &
Challenges
Other
Involve Team
Training &
Career Dev't
Autonomy
Conclusions
• Testers are special– we can improve on the generic motivation theories
• Please try to use the most influential factors– ENV’T + VARIETY + MASTERY + FEEDBACK + AUTONOMY
• Not all testers are the same– Don’t treat everyone working in testing the same
– We need to consider ‘smarter’ approaches to the motivation of testers
• Thanks to Tafline Murnane for helping me to collect the data– And don’t blame her for my analysis and conclusions
1 FEEDBACK 1The work itself provides feedback on how well I am doing in
my job. (POSITIVE)
2 FEEDBACK 2My colleagues provide little or no feedback on how well I
perform. (NEGATIVE)
3 FEEDBACK 3My supervisor provides me with regular feedback on my
performance. (POSITIVE)
4 AUTONOMY 1Most of the time someone else decides what tasks I should do
next. (NEGATIVE)
5 AUTONOMY 2My job is flexible enough to allow me to decide which hours I
work most days. (POSITIVE)
6 AUTONOMY 3For most tasks I get to decide who I will work with.
(POSITIVE)
7 AUTONOMY 4I rarely get to choose the way that an activity is carried out.
(NEGATIVE)
8 SIGNIFICANCE 1My job is one that affects few other colleagues.
(NEGATIVE)
9 SIGNIFICANCE 2If not done well my job will have little impact on the project.
(NEGATIVE)
10 IDENTITY 1My job allows me to see projects through to completion.
(POSITIVE)
11 IDENTITY 2I often start tasks but then pass them on to colleagues before I
finish them. (NEGATIVE)
12 VARIETY 1My job comprises a relatively small number of different tasks.
(NEGATIVE)
13 VARIETY 2In my job I get the chance to work on many interesting
projects. (POSITIVE)
14 MASTERY 1My job does not challenge or stretch me.
(NEGATIVE)
15 MASTERY 2I have mastered most of the skills required to perform my job.
(NEGATIVE)
16 MASTERY 3I often become so engaged in my work that I forget the time.
(POSITIVE)
17 PURPOSE 1My job includes the opportunity to work for the good of the
wider community (beyond my employer). (POSITIVE)
18 PURPOSE 2My organization is primarily focused on increasing its profits.
(NEGATIVE)
19 PERCEPTIONI am highly motivated to do my job in testing.
(POSITIVE)
20 ENVIRONMENTMy work environment encourages me to perform my job better.
(POSITIVE)