MAJOR CONCEPTS of QUALITY OF MOTIVATION THEORY
Quality of Motivation Theory (Martin, 1975) is an attempt at an
objective theory based upon concepts which are defined in terms that are
measurable. Nine major assumptions provide the means by which these concepts are
built into theory. The crux of the theory is that positive and negative sources
of motivation act in an orthogonal, yet interactive manner.
The four basic emotions (Ecstasy, Depression, Pain and Relief) can be
represented on a hedonic cross showing the onset and offset of both positive and
negative emotional stimuli. These emotions can occur from a Primary (Innate)
stimulus or a Secondary (Learned) source.
Basic to utilization of these concepts is learning to recognize which of these
emotional states is active. The cues which occur before these states also
generate unique emotions (Lust, Care, Fear and Hope). Knowledge of these
anticipatory emotions enables one to bring the occurrence (or non-occurrence) of
the basic emotions under your control (response contingent).
It is posited that each of us has developed the eight skills that cause and prevent both positive
and negative emotional states. Four of these skills (Attainment, Maintenance,
Avoidance and Escape) help insure survival and well-being whereas high levels of
the other four skills (Self-Defeatance, Self-Sabotage, Self-Punishment and
Martyrance) can be maladaptive.
QM Theory has been shown to have a large amount of heuristic value. In addition
to stimulating academic research the theory has been shown to have practical
value in the private, human resources and corporate arenas.
Our most often used method of measuring these concepts in people is the Quality of Motivation
Questionnaire © 2011 (QMQ). This true/false questionnaire is computer
scored and has been shown to be reliable and valid. It
generates scores on 37 scales. Analysis of these basic scales produces a Power
Motivation Profile which is both diagnostic and prescriptive in that
strengths/challenges are revealed and specific recommendations are made
regarding those areas where improvement should occur. There are more that 10
other assessments which focus on different scales and differentiate people in
categories such as Stress/Anger, Dependency, Sales potential, Risk level for accidents, etc.
One set of assumptions within the theory is relevant to the compatibility of
people with different Power Motivation Profiles. Research has shown that we can
predict differences in compatibility of such people and the Compatibility
Assessments are being used in private, human services and corporate areas.