motivational analysis of organizations

Scoring the Instrument
The scoring sheet indicates which answers receive a score of one point. The rest of the
answers receive a score of zero. The total of the scores in the first half of the instrument
is plotted on the vertical axis, and a horizontal line is drawn through the point. The total
of the scores in the last half is plotted on the horizontal axis, and a vertical line is drawn
through that point. The point of intersection of the two lines indicates the domain of the
respondent.
Interpreting the Scores
The next four paragraphs give an interpretation of the four end points of the axes in the
Learning Model for Managers. Following these are explanations of the four domains in
the model.
Cognitive Learning
A person who scores low on the cognitive-affective axis shows a marked preference for
learning through thought or other mental activity. People who intellectually grasp very
quickly what they are trying to learn or who simply prefer to use controlled thought and
logic will be found on the cognitive end of this axis. Rationality appeals to these
individuals, as do logic and other thinking skills that are necessary for this type of
learning. Although this statement is not based on hard research, it appears that a high
cognitive orientation correlates with a high task orientation rather than with a people
orientation. The research about possible left-versus-right brain functioning correlates a
cognitive orientation with individuals who are leftbrain dominant. Therefore, the left
side of the axis was deliberately assigned to the cognitive orientation to serve as an easy
reminder.
Affective Learning
A person who scores high on the cognitive-affective axis shows a marked preference for
learning in the affective realm. Such an individual is more comfortable with and seeks
out learning from his or her emotions and feelings. These individuals desire personal
interaction and seek to learn about people by experiencing them in emotional ways. This
type of learner would potentially be highly people oriented. A manager with this
orientation would probably seek out social interaction rather than focus exclusively on
the task components of the job. In right-brain research, affective learners are said to be
more intuitive, more spontaneous, and less linear. They seek out feelings and emotions
rather than logic.
Concrete Life Experiencing
People with a preference for the concrete enjoy jumping in and getting their hands dirty.
Handson experiences are important to them. As managers, these people want to keep
busy, become directly involved, and physically approach or touch whatever they are
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The Pfeiffer Library Volume 19, 2nd Edition. Copyright © 1998 Jossey-Bass/Pfeiffer