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Understand What Drives You, Free 36-Question Motivation Profile

Take the free Self-Determination Theory motivation assessment online. Discover your autonomy, competence, and relatedness needs and how well your work satisfies them. 36 questions, instant results.

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Podstawy

Czym jest SDT Motivation Profile?

Self-Determination Theory (SDT), developed by psychologists Edward Deci and Richard Ryan, is one of the most influential and empirically supported theories of human motivation. It identifies three universal psychological needs, autonomy, competence, and relatedness, whose satisfaction predicts intrinsic motivation, well-being, and sustained performance.

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Autonomy is the need to feel that your actions are self-directed and aligned with your values. Competence is the need to feel effective and capable in your activities. Relatedness is the need to feel meaningfully connected to others. When all three are met, people experience genuine, lasting motivation. When they are thwarted, motivation deteriorates into compliance or disengagement.

JobCannon's 36-question SDT Motivation Profile measures how well your current work and life context satisfies each of these three core needs, and identifies which specific need-thwarting factors are undermining your motivation and energy.

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Co ujawnia ten test

How well your three core psychological needs are currently satisfied
Whether your work feels genuinely self-directed or externally pressured
Your sense of competence and mastery in your role
How connected and valued you feel in your work environment
The specific need gaps draining your intrinsic motivation
Practical changes to restore motivation based on your SDT profile

Pytania i odpowiedzi

Najczęściej zadawane pytania

7 pytań

  • SDT is a macro-theory of human motivation developed by Deci and Ryan since the 1970s. It distinguishes between intrinsic motivation (driven by genuine interest and values) and extrinsic motivation (driven by rewards or pressure), and identifies the three basic psychological needs, autonomy, competence, relatedness, that support intrinsic motivation.

  • SDT research shows motivation erodes when core needs go unmet. A micromanaging environment thwarts autonomy. Repetitive tasks without growth thwart competence. Isolation or poor team dynamics thwart relatedness. Identifying which need is blocked is the first step to restoring motivation.

  • Unlike Maslow's hierarchy or simple reward-punishment models, SDT is supported by decades of experimental research across cultures. It distinguishes between types of motivation (not just amounts), explaining why some rewards improve performance while others undermine it.

  • Yes, completely free. You get your full need-satisfaction profile across all three dimensions with personalized recommendations — no signup required.

  • Yes. SDT measures need satisfaction in your current context, not a fixed trait — so your profile shifts when your circumstances do. A new manager, a role change, or a more autonomy-supportive environment can move a thwarted need into a satisfied one. That's the practical point: the profile shows what to change, not a verdict you're stuck with.

  • Start with the most blocked need. If autonomy is low, look for where you can reclaim choice over how you work, even in small ways. If competence is low, seek out stretch tasks with clear feedback. If relatedness is low, invest in one or two genuine connections rather than broad networking. SDT research suggests targeted change to the weakest need tends to lift overall motivation more than working on an already-satisfied one.

  • They're connected but distinct. Chronically thwarted needs are one well-studied driver of disengagement and exhaustion, so a low SDT profile and rising burnout often appear together. If you want to see where you sit on depletion specifically, pair this with the Burnout Risk assessment; to map when and how you work best, the Energy & Flow Profile is the natural companion.

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