The Reiss Motivation Profile® (RMP) is a scientifically validated, standardized assessment of what motivates any person over the age of 12. It was developed and published by Professor Steven Reiss, a renowned expert in the field of psychiatry and clinical psychology in the United States. The purpose of RMP is to make visible a person’s personality with 16 so-called life motives. A person who wants to know what her/his own profile looks like fills out a 128-item self-report questionnaire. The result is the Reis Motivation Profile that displays the hierarchy of life motives of the person. To get the most out of the profile, a qualified Reiss Profile Master helps to interpret the results.
The life motives are universal, scientifically proven impulses that motivate one to action and determine the individual personality. They are universal, which means that they apply to all people, but from person-to-person in varying degrees.
The desire to influence and lead others.
The desire to get even and win.
The desire for order, organization and stability.
The desire for approval.
The desire to raise one’s own children.
The desire for beauty.
The desire for social standing.
The desire for emotional calm.
The desire to be loyal to moral values and principles.
Saving / Collecting
The desire to collect things.
The desire for knowledge and thinking.
The desire to exercise muscles.
The desire for self-reliance.
The desire for companionship.
The desire for food and “dishes”.
The desire for social justice.
- Send us an e-mail at email@example.com. Then you will get an invoice from us and after the payment you will receive a special code for the RMP-portal through which you can fill out the questionnaire for your personal Reiss Motivation Profile.
- Fill out the online questionnaire consisting of 128 questions on the life motives. For each question, you should select an answer on a seven-point scale. The test takes about 20-25 minutes to complete.
- You will receive your personal profile in the form of a graph that shows your individual values for all 16 motives. You will see which of the life motives are particularly relevant and important to you (so-called motivational drivers), which life motives have an average importance to you and those which do not have a big impact on your motivation.
- Feedback meeting – your individual RMP will be presented and explained by a qualified Reiss Profile Master who has the required skills and RMP knowledge. The meeting will take approximately 60-90 minutes.
- After talking with the Reiss Profile Master you will receive a full report that describes your individual RMP.
The Reiss Motivation Profile is a tool which represents the complexity of the human personality and motivation in a simple and accessible presentation. It shows the individual values of the 16 life motives on a graph. The life motives hold values between -2.00 and +2.00 and are shown in different colors:
- green: high value (0.80 to 2.00)
- yellow: average value (-0.79 to 0.79)
- orange: lower value (-2.00 to -0.80)
According to the Gaussian distribution, the majority of the population’s life motives lie in the range from -0.79 to 0.79 (yellow marked). The values shown in green and orange are less frequent and indicate the uniqueness of each human being. These are called motivation drivers. The normative database currently consists of more than 40,000 respondents from Europe, North America and Asia. The life motives are cross-cultural and stable over time.
Example Reiss Motivation Profile
- The Reiss Motivation Profile is the first online diagnostic tool that describes human motivation
- The Reiss Motivation Profile is the only scientifically proven motivational approach. It was developed on the basis of empirical research by the team led by Professor Steven Reiss of Ohio State University. The results were published in 17 scientific publications (including 3 in the prestigious journal APA) and three books, including the book, “Who Am I? The 16 Basic Desires That Motivate Our Action and Define Our Personalities”, which was published in 2000.
- The results of the Reiss Motivation Profiles are reliable and stable over time, which was confirmed by a four week test-retest. The four-week test-retest reliability of the 16 scales lies between 0.69 and 0.88, and the internal consistency – as measured by Cronbach’s alpha – between 0.71and 0.92. It is assumed that all values above 0.7 indicate a very good result. More information about the reliability of the method and the test-retest study can be found in Professor Steven Reiss’s scientific publication.
- The so-called “social desirability” is less than three percent. This value describes how far a person who takes the test can influence the outcome by giving imputed desired answers. The impact of this effect, as measured by the Marlowe-Crowne Social Desirability scale (MCSDs), is less than 3% and is thus very small.
- The Reiss Motivation Profiles describes the individuality of the human personality. RMP does not group or categorize and does not make typologies of personalities. There are billions possible combinations of life motives.
- Unlike other personality test, the Reiss Motivation Profile does not study behavior, but explains how and why a certain behavior can be observed. RMP allows you to discover and understand your natural talent and potential, which can be derived from the individual value system.
- The Reiss Motivation Profile describes which life motives and values are important to the people with whom we work. This in turn enables us to consciously select effective motivational measures.
- The Reiss Motivation Profile is successfully used in professional sports, i.e. where the body and the motivation are put to their greatest test.
If you are interested in the results of the research conducted by Professor Steven Reiss, write to us at firstname.lastname@example.org
Benefits of RMP for executives:
- they become acquainted with a highly efficient tool for people management and employee motivation
- employees can be motivated individually
- they learn how to communicate with their employees so that they not only hear the message but also listen to the content
- they discover themselves and their own leadership style.
Thanks to RMP, teams are more effective because:
- tasks can be distributed in accordance with the innate talents of each member
- it is easier to achieve synergy between team members
- team members understand each other better
- there is less conflict within the team
Through the use of the RMP:
- self-awareness of the employees increases
- tasks can be assigned in accordance with the skills and inner needs of the employees
- self-acceptance of the employee increases
- employee fluctuation decreases
- the potential of the employee can be developed
Through the use of the RMP in the recruitment process:
- the profile of the ideal candidate can be better communicated
- the talent and potential of the candidate can be more clearly recognized
- the time-stable personality of the candidate and not variable behaviour is analysed
- the chances of finding the right candidate, not only in terms of know-how, are increased
- training and recruitment costs can be reduced.
Through the use of the RMP in marketing:
- customer’s needs and motives are identified that can be fulfilled by the product
- the motivators and needs of customers can be addressed
- advertising campaigns can be designed according to subconscious needs of customers
- the strategic positioning of the brand is simplified.
By using the RMP in coaching:
- individual resources can be identified more simply
- talent and potential can be activated faster
- one’s own needs becomes easier to understand and accept
- the needs of others become easier to understand and accept
- new possibilities can be discovered faster
- previously hidden solutions become visible.
By using the RMP in sport:
- the emotional stability of the athlete can be determined better
- the training program can be adapted to the individual needs of the athlete
- factors that positively and negatively affect the athletes can be determined
- synergy between the trainer and the athlete/team can be achieved.
Steven Reiss Tarcher/Putnam, New York, NY 2002 Sprawdź dostępność na Amazon.com
Human needs and intellectual disabilities: Applications for person centered planning and crisis intervention
Reiss, S. (2010) Sprawdź dostępność na Amazon.com
Steven Reiss Cambridge University Press, New York, NY 2008 Sprawdź dostępność na Amazon.com
Steven Reiss/Michael J. Formica, IDS Publishing 2013 Sprawdź dostępność na Amazon.com
Steven Reiss/Aleksander Reyss, Rass´sche Verlagsges. GmbH 2012-04-30 Sprawdź dostępność na Empik.com
Klimmer, Marion, Redline Verlag, München 2012 Sprawdź dostępność na Amazon.com
Macht, Neugier, Team …: Mitarbeiter individuell führen und motivieren mit dem Reiss Motivationsprofil
Uta Rohrschneider, Gabler Verlag, Springer Fachmedien, Wiesbaden 2011 Sprawdź dostępność na Amazon.com
Wer bin ich und was will ich wirklich?: Mit dem Reiss-Profile die 16 Lebensmotive erkennen und nutzen.
Reiss, S. (2009) Sprawdź dostępność na Empik.com
Das Reiss Profile: Die 16 Lebensmotive. Welche Werte und Bedürfnisse unserem Verhalten zugrunde liegen
Reiss, S. (2009) Sprawdź dostępność na Empik.com
Brand, M., & Ion, F. (2011) Sprawdź dostępność na Amazon.com
Kraftquellen des Erfolgs – Das Reiss Profile Praxisbuch. Worauf es im Leben wirklich ankommt und wie Sie die 16 Lebensmotive im Alltag nutzen von Neu kaufen
Reyss. A., & Birkhahn, T. (2009) Sprawdź dostępność na Amazon.com
Ion, F. K., & Brand, M. (2009) Sprawdź dostępność na Empik.com
Ion, F. K., & Brand, M. (2008) Sprawdź dostępność na Amazon.com
Multifaceted Nature of Intrinsic Motivation: The Theory of 16 Basic Desires
Steven Reiss, The Ohio State University, 25-Feb-2003Pobierz publikację
A Comprehensive Assessment of Human Strivings: Test-Retest Reliability and Validity of the Reiss Profile
Susan M. Havercamp, Steven Reiss, The Ohio State University, 25-Jan-2003Pobierz publikację
Towards a Comprehensive Assessment of Fundamental Motivation: Factor Structure of the Reiss Profiles
Susan M. Havercamp, Steven Reiss, The Ohio State University, 20-Jan-1998Pobierz publikację
Trait motivational correlates of athleticism. Personality and Individual Differences
Reiss, S., Wiltz, J., & Sherman, M. (2001)Pobierz publikację
Six motivational reasons for low school achievement. Child and Youth Care Forum
Reiss, S. (2009)Pobierz publikację
How to Motivate Athletes
Steven Reiss, Who Are We, Psychology Today, 04-Apr-2013Pobierz publikację
How to motivate workers
Steven Reiss, Who Are We, Psychology Today, 21-Oct-2012Pobierz publikację
The New Psychology of Marketing
Steven Reiss, Who Are We, Psychology Today, 22-Mar-2012Pobierz publikację
Self-Discovery in Leadership Training
Steven Reiss, Who Are We, Psychology Today, 6-Dec-2011Pobierz publikację
Secrets of Happiness
Steven Reiss, Psychology Today (www.psychologytoday.com/) 2001, New York, NY.Pobierz publikację
The sensivity theory of aberrant motivation
Steven Reiss, (Ed. Taylor, Steven: Anxiety Sensitivity: Theory, Research, and Treatment of the Fear of Anxiety (Personality and Clinical Psychology Series)), Lawrence Erlbaum Associates Inc 1999, Mahwah, NJ.Pobierz publikację
Extrinsic and intrinsic motivation at 30: Unresolved scientific issues.
Behavior Analyst, 28, 1-14. Reiss, S. (2005).
Motivation in Development Context: A new method of studying self-actualization.
Journal of Humanistic Psychology, 45, 41-53. Reiss, S., & Havercamp, S. M. (2005).
The 16 strivings for God.
Zygon, 39, 303-320. Reiss, S. (2004).
Relations between big five traits and fundamental motives.
Psychological Reports, 95, 795-802. Olson, Kenneth R. , & Weber, D. A. (2004).
Why people watch reality TV?
Media Psychology 6, 363-378. Reiss, S. & Wiltz, J. (2004).
Curiosity and mental retardation: Beyond IQ.
Mental Retardation, 42, 77-81. Reiss, S. & Reiss, M. (2004).
Compatibility of housemates with mental retardation.
American Journal of Mental Retardation, 108, 173-180. Wiltz, J., & Reiss, S. (2003).
The personality of love: Fundamental motives and traits related to components of love.
Personality and Individual Differences, 32, 839-853. Engel, G., Olson, K. R., Patrick, C. (2002).
Why people turn to religion: A motivational analysis.
Journal for the Scientific Study of Religion, 39, 47-52. Reiss, S. (2000).
Toward a comprehensive assessment of fundamental motivation.
Psychological Assessment, 10, 97-106. Reiss, S. & Havercamp, S. H. (1998).
Anxiety sensitivity, anxiety frequency, and the prediction of fearfulness.
Behavior Research and Therapy, 24, 1-8. Reiss, S., Peterson, R.A., Gursky, D.M., & McNally, R.J. (1986).
Expectancy model of fear.
In S. Reiss and R.R. Bootzin (eds.), Theoretical issues in behavior therapy. New York: Academic Press, 107-121. Reiss, S., & McNally, R.J. (1985).
Overjustification, competing responses, and the acquisition of intrinsic interest.
Journal of Personality and Social Psychology, 31, 1116-1125. Reiss, S., & Sushinsky, L.W. (1975).
The Reiss profile of fundamental goals and motivational Sensitivities. Examiner and technical manual 2004, Version 2.1
Ohio State University, USA. Reiss, Steven.
The sensivity theory of motivation: implications for psychopathology.
Behavior Research and Therapy 1996, Vol. 34, No. 8, pp. 621-632. Reiss, Steven; Havercamp, Susan M.
Word Society of Motivation Scientists and Professionals