Inventory of Work Attitude and Motivation (iWAM) is a globally used instrument for measuring attitude and motivation of individuals and teams in the workplace.
Assessing 48 different cognitive-behavioural thinking styles that are known as ‘meta-programs’, iWAM is a highly accurate assessment instrument (that has been tested to have a high validity score of 89.9%) for identifying individual’s unconscious motivations and attitudes towards their work and various tasks within their work.
Recruiters, candidates, managers and leaders all benefit by using iWAM for:
Different to psychometric testing or profiling instruments (such as MBTI, Disc, Herman Brain Dominance, etc.), and even different to ‘360 degree’ feedback (such as LSI, Lominiger, etc.), iWAM uniquely identifies and measures driving motivations, attitudes, decision making approaches, communication and thinking styles, time management and organisational styles, in contrast to a core sample of the Australian workforce (and 19 other sample countries).
iWAM is the only workplace instrument that incorporates local culture, by evaluating individual attitudinal preferences against the preferences of the local sample group, for example, Australia.
This unique characteristic of iWAM enables participants to identify unique or rare preferences, talents and ‘blind spots’. Through coaching, iWAM can provide a framework for identifying potential opportunities for success within a local culture and identify potential ‘pit falls’ or vulnerabilities that may hamper success
iWAM is developed from cognitive behavioural science research into ‘meta-programs’, and has been in use since 1981 in various applications in the USA and Europe, where it was also known as the LAB Profile in those early days (Harshman, 2009). The LAB Profile was administered as a pencil and paper questionnaire and looked only at the singular lens of individual preferences. Based on the LAB Profile technology, Patrick Merlevede founder of jobEQ developed the proprietary computer based iWAM test, adding further scientific rigor to the use of the tool. JobEQ adheres to the testing standards set by the American Psychology Association and has partnerships with several universities for research based on jobEQ’s tools.
iWAM is easy to use. By simply accessing a secure and confidential online environment called jobEQ, each participant answers 40 questions at their leisure, taking approximately 30-40 minutes to complete.
Each person using iWAM receives unique personal reports, representing their individual results statistically, graphically, and also descriptively. These reports also highlight extreme preferences and combinations of thinking styles, those that are key to fulfilment and success, and those that have a low preference or are even ‘blind spots’, that may be completely outside of conscious awareness.
Team Comparison Reports and Graphs are also useful for looking at themes and attitudes within a specific group, team, division, or across an organisation. Team reports are also useful for identifying the root causes and solutions to personal or inter-team conflicts.
Management Reports are also available for use by HR professionals, recruitment, coaching and leadership of team members who have taken iWAM. These reports include, task match-up for administration, management, customer service. Motivational language for 16+ different distinctions, and also a one page HR Summary.
While iWAM reports are personal, useful and meaningful on their own, the greatest value of iWAM is gained from a personal debrief that is facilitated by a trained iWAM professional coach. This facilitated debrief helps to focus awareness for specific roles, workplace problems and opportunities for optimal understanding and assimilation.
From this expert debrief, decisions can be made about candidate placements and 'ideal job fit', successions planning, career planning, and professional development planning.
Debriefs can be 30 minutes in duration for candidate placement, 2-hours for a one-to-one personal debrief,or a full day for a group facilitated debrief.Toyota, Colonial First State, Foster’s Beer, Abigroup, BOC Gas, BMW, Delfin Lend Lease, Style Tread, Mortgage Choice, Tourism NSW, University of Newcastle, Ultimate Achievers, Energy Australia, Fox Sports, XstrataCoal, Ford Motor Company, TV1 & Sci-Fi, Fast Profits, John Holland Constructions, Be Learning, Event Emporium, and more.
Hall, L., & Bodenhammer, D. (2005). Figuring Out People. Reading people using meta-programs. Clifton: Neuro-Semantic Publications.
Harshman, L. Carl, (2009). Decoding behavior to improve results,using iWAM to unlock motivational and attitudinal patterns. Brendwood: iWAM. Institute.