Tester Motivation
Dr Stuart Reid
Testing Solutions GroupLondon, UK
www.testing-solutions.com©Stuart Reid, 2014

Scope• Introduction to Motivation• Outline of the Motivation Survey• Survey analysis and results– What factors correlate best with motivation?
– How does motivation change• for different roles• for different regions– Do existing theories work for testing?
– What is the best combination?

• Conclusions & recommendations
2

Defining Motivation• a reason or reasons for acting or behaving ina particular way - Oxford Dictionaries• internal and external factors thatstimulate desire and energy in people tobe continually interested and committed
to a job, role or subject, or to make an effort
to attain a goal
– http://www.businessdictionary.com

3Motivation 101

4

Multi-faceted Motivation
SociologicalBehavioural

Motivation

Psychological5

Physiological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
6Respondents by Region7

Industry Sectors
Finance, Insurance
Communications
ITUtilities
Health Care
Government
Services
TransportationMedia
Non-profit
Retail, Wholesale
Construction
Internet
Manufacturing
Other

8

Organization Types

OtherIT Organization
IT Department
within anOrganization

TestingServices

9Self-employed
Consultant
Self-employedContractor

Testing Roles

10

Specified Variety - Test Analyst
Exploratory
100%

Env't Support

80%

Test Design

60%
40%
20%

Improvement

Execution

0%

Management

Automation

Reviewing11

Different Jobs…
Developer/Tester
Exploratory
100%
Env't80%
Support 60%
40%
Improve- 20%
0%
ment

TestDesign

Execution

Automation

ManagementReviewing

Test Analyst
Exploratory
Env't 100%
Support 80%60%40%20%
Improve0%
mentManagement

Exploratory
100%
Test
Env't80%
DesignSupport 60%
40%20%
ImproveExecution
0%
ment

Execution

Automation

Exploratory
100%
Env't
80%
Support60%
40%
20%
Improve0%
ment

Exploratory
100%
Test
Env't
80%
DesignSupport 60%
40%
20%
ImproveExecution0%
ment
Automation

Management
Reviewing

12

Test
DesignExecution

Automation

Management
Reviewing

Test Consultant

Automation
Reviewing

Test
Design

Reviewing

Test Manager

Management

Test Lead

Head of Testing
Exploratory
100%
Env't
80%
Support 60%
40%
20%
Improve0%
ment

Test
DesignExecutionAutomation

ManagementReviewingLife Cycles

13Company Size14

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, 201015

Motivating Potential Score• Skill Variety (V)– range of different skills used• Task Identity (I)– degree of completing a whole job

Assign a scoreof 1 to 7 toeach
attribute...

• 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 =MPS from Hackman & Oldham, 1975.

V  I  S  * A * F
316...and thencalculate yourMPSPerceived Motivation
300

250

“I am highly
motivated to do myjob in testing”

200

150

100

50

0

strongly
disagreedisagreeneither
agree nordisagree
17agreestronglyagree

Pearson’s Correlation Coefficient
r=1r = 0.85

200200180180160160140140120

12010010080806060

404020200051015020051015r = +0.70 or higher
Very strong positive relationship
1820

Pearson’s Correlation Coefficientr = 0.55

r = 0.35

180

180160160140140120

120

100

1008080

60

60

4040

202000510150200r = +0.40 to +0.69
Strong positive relationship51015r = +0.30 to +0.39
Moderate positive relationship
1920

Pearson’s Correlation Coefficientr = 0.25r = 0.10

180180160160140

140120120100

100808060

60404020200051015200250r = +0.20 to +0.29
Weak positive relationship51015r = 0 to +0.19
Negligible positive relationship2020

MPS & Perceived Motivation300

r = 0.40

250

r = +0.40 to +0.69
Strong positive relationship

200
150
100
50
00123421

567

MPS & Perceived Motivation300

r = 0.40

250

r = +0.40 to +0.69
Strong positive relationship

200

150
10050
00123422567Feedback(WORK ITSELF)(COLLEAGUES)(SUPERVISOR)

23

Feedback - Asian vs All(WORK ITSELF)(COLLEAGUES)(SUPERVISOR)

24

Variety(# TASKS)(# PROJECTS)

25

Variety - Asian vs All(# TASKS)(# PROJECTS)

26

Significance(# AFFECTCOLLEAGUES)(AFFECT PROJECT)

27

Significance - Asian vs All(# AFFECTCOLLEAGUES)(AFFECT PROJECT)

28

Identity(PROJECTS TOCOMPLETION)(TASKS TOCOMPLETION)

29

Identity - Asian vs All(PROJECTS TOCOMPLETION)(TASKS TOCOMPLETION)

30

Autonomy(NEXT TASK)(WORKING HOURS)(WHO WITH)(HOW TO DO)

31

Autonomy - Asian vs All(NEXT TASK)(WORKING HOURS)(WHO WITH)(HOW TO DO)

32

MPS Factors - Asian vs All

33

Daniel Pink’s MAP• Daniel Pink’s Motivation 3.0

MasteryAutonomy

34

PurposeMastery(CHALLENGE)(MASTERED SKILLS)(IN THE FLOW)

35

Mastery - Asian vs All(CHALLENGE)(MASTEREDSKILLS)(IN THE FLOW)

36

Purpose(WIDERCOMMUNITY)(PROFITS)

37

Purpose - Asian vs All(WIDERCOMMUNITY)(PROFITS)

38MAP Factors - Asian vs All

39

Environment

40

Environment - Asian vs All

41

Integrating Theories
Variety
Environment

Autonomy

Feedback

Motivation

PurposeSignificance

Identity
Mastery

42

MPS and MAP and MAPFV and…
0.40

MPS

0.38

Summative MPS

M+A+P

Daniel Pink’s Motivation 3.0

0.44

M+A+P+F+V

Top 4

0.41

ENV’T + VARIETY 2 + MASTERY 1 + MASTERY 343

0.5

Asian vs All – Motivation Models

44What Motivates Testers?
Team &Work Env't

Money
Other

Quality &Making a difference

Good Management

Autonomy
Feedback &Appreciation

Challenges &New Areas

Meeting
Targets45

What Demotivates Testers?
NoGoals
Poor Management
Developers!

Other

Team & Work Env't

IgnoredExit Criteria

Feedback &Appreciation
Repetitive Tasks

46

How Do You Motivate?
Bonding

Other

Money
Involve Team
Feedback &Appreciation
Variety &Challenges

Training &Career Dev't
Goals
Autonomy47

Salary Profile48

Experience Levels

49

Education Levels

50

Salary, Experience & Education

TesterExperience

0.09

Perceived
Motivation

0.51

0. 15

TesterSalary-0. 05

51

0.01

Tester
Education

Salary, Experience & Education

52

Qualification Levels

53Different Life Cycles…

54

Different Organization Sizes…

55

Different Experience Levels…

56

Different Organization Types…

57

Outside Interests?

58

Conclusions• Testers are special– we can improve on the generic motivation theories• Please try to use the most influential factors– ALL• MASTERY + ENVIRONMENT + VARIETY + FEEDBACK +AUTONOMY– ASIA• IDENTITY + VARIETY + FEEDBACK– TOP 4

• ENVIRONMENT + VARIETY 2 + MASTERY 1 & 3• Not all testers are the same

– Don’t treat everyone working in testing the same• different roles require a different focus• culture plays a part – but less so than the roles– We need to consider ‘smarter’ approaches to themotivation of testers

59Thanks for listening

Any Questions?
More information available– please email
sreid@testing-solutions.com
60

1

FEEDBACK 1

The work itself provides feedback on how well I am doing in
my job. (POSITIVE)

2

FEEDBACK 2

My colleagues provide little or no feedback on how well I
perform. (NEGATIVE)

3

FEEDBACK 3

My supervisor provides me with regular feedback on myperformance. (POSITIVE)

4

AUTONOMY 1

Most of the time someone else decides what tasks I should donext. (NEGATIVE)

5

AUTONOMY 2My job is flexible enough to allow me to decide which hours Iwork most days. (POSITIVE)

6

AUTONOMY 3

For most tasks I get to decide who I will work with.
(POSITIVE)

7

AUTONOMY 4

I rarely get to choose the way that an activity is carried out.
(NEGATIVE)

8

SIGNIFICANCE 1

My job is one that affects few other colleagues.
(NEGATIVE)

9

SIGNIFICANCE 2

If not done well my job will have little impact on the project.
(NEGATIVE)

10 IDENTITY 1

My 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 1

My job comprises a relatively small number of different tasks.
(NEGATIVE)

13 VARIETY 2

In my job I get the chance to work on many interesting
projects. (POSITIVE)

14 MASTERY 1

My job does not challenge or stretch me.
(NEGATIVE)

15 MASTERY 2

I have mastered most of the skills required to perform my job.
(NEGATIVE)

16 MASTERY 3

I 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 thewider community (beyond my employer). (POSITIVE)

18 PURPOSE 2

My organization is primarily focused on increasing its profits.
(NEGATIVE)

19 PERCEPTION

I am highly motivated to do my job in testing.
(POSITIVE)

20 ENVIRONMENT

My work environment encourages me to perform my job better.
(POSITIVE)