Stuart Reid - Motivated or Motivating? What Sort of Tester Are You? - EuroSTAR 2013
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Stuart Reid, TSG Motivated or Motivating? What sort of tester are you? www.eurostarconferences.com @esconfs #esconfs
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EuroSTAR Software Testing Conference 2013 presentation on Motivated or Motivating? What Sort of Tester Are You? by Stuart Reid. See more at: http://conference.eurostarsoftwaretesting.com/past-presentations/
Transcript of Stuart Reid - Motivated or Motivating? What Sort of Tester Are You? - EuroSTAR 2013
Stuart Reid, TSG
Motivated or Motivating? What sort of tester are you?
www.eurostarconferences.com@esconfs#esconfs
Motivated or Motivating? What sort of tester
are you?
Stuart Reid
Testing Solutions Group
117 Houndsditch
London EC3A 7BT
Tel: 0207 469 1500www.testing-solutions.com
©Stuart Reid, 2013
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
Agile
Waterfall / V-model
Iterative
Maintenance
Other
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
Perceived Motivation
stronglydisagree
disagree neitheragree nordisagree
agree stronglyagree
“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
-30
20
70
120
170
220
270
320
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 Scores
0.29
0.18
0.13
0.27
0.30
Variety
Identity
Significance
Autonomy
Feedback
MPS Factors
Feedback 1Feedback 2Feedback 3
Autonomy 1Autonomy 2Autonomy 3Autonomy 4
Significance 1Significance 2
Identity 1Identity 2Variety 1Variety 2
0.250.21
0.190.17
0.060.25
0.210.08
0.120.22
0.060.10
0.39
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
Integrating Theories
Motivation
Variety
Feedback
Significance
Identity
Mastery
Purpose
Autonomy
Environment
Non-MPS Factors
Mastery 1
Mastery 2
Mastery 3
Purpose 1
Purpose 2
Specified Variety
Environment
0.31
-0.11
0.33
0.24
0.08
0.12
0.38
MPS and MAP and MAPFV and…
0.40
0.36
0.41
0.44
0.5
MPS
M'+A+P *
M+A+P
M+A+P+F+V
Top 4 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
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%
Exploratory
Test
Design
Execution
Automation
Reviewing
Management
Improve-
ment
Env't
Support
Test Consultant
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
Different Life Cycles…
All Roles AgileWaterfall /
V-modelIterative (e.g. RUP)
Maintenance
90
95
100
105
110
115MPS MAP MAPFV TOP 4 Perceived
Different Organization Sizes…
90
95
100
105
110
115
All Sizes 1 person 2-10
people
10-50
people
50-250
people
250-1000
people
More than
1000people
MPS MAP MAPFV TOP 4 Perceived
Different Experience Levels…
70
80
90
100
110
120
All
Periods
Less than
one year.
1 to 3
years.
4 to 6
years.
7 to 10
years.
More than
10 years.
MPS MAP MAPFV TOP 4 Perceived
Different Organization Types…
MPS MAP MAPFV TOP 4 Perceived
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?
What Demotivates Testers?
How Do You Motivate?
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
![Closed Captioning in Games ● Reid Kimball ● Games[CC] ● reid@rbkdesign.com reid@rbkdesign.com ● .](https://static.fdocuments.in/doc/165x107/56649e565503460f94b4e219/closed-captioning-in-games-reid-kimball-gamescc-reidrbkdesigncom.jpg)
