Drivers and Motivations Flashcards
7 cards from real Korn Ferry Assessment practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Drivers and Motivations flashcards as text
An employee with a strong 'Financial Reward' driver is asked to take on a stretch assignment with no additional pay. What outcome does Korn Ferry's model predict?
Answer: Likely disengagement or reduced effort due to driver misalignment
When a primary driver like financial reward is not activated, the individual is less likely to find the assignment fulfilling.
In a Korn Ferry Potential assessment, drivers are evaluated alongside which other three dimensions?
Answer: Competencies, Experiences, and Traits
Korn Ferry's Leadership Architect framework includes four pillars: Competencies, Experiences, Traits, and Drivers and Motivators.
Which of the following best distinguishes intrinsic drivers from extrinsic drivers in Korn Ferry's model?
Answer: Intrinsic drivers come from internal satisfaction; extrinsic drivers come from external rewards
Intrinsic drivers (e.g., intellectual challenge, purpose) are internally satisfying, while extrinsic drivers (e.g., pay, recognition) depend on external rewards.
A hiring manager notices a candidate's driver profile shows extremely high 'Achievement' but low 'Affiliation.' Which role would be the BEST fit?
Answer: Individual contributor sales role with clear performance metrics
High Achievement with low Affiliation suits roles where individual performance is measurable and teamwork is not the primary mode of work.
Why might two candidates with identical competency scores receive different job satisfaction outcomes in the same role?
Answer: Because their underlying drivers may differ, affecting what motivates and engages them
Competency scores measure capability, but drivers determine whether the role's rewards and culture sustain motivation over time.
According to the Korn Ferry framework, which factor is MOST likely to cause a high-potential employee to leave an organization?
Answer: Persistent misalignment between their core drivers and the role or culture
Persistent driver misalignment creates chronic disengagement, which is the leading cause of voluntary high-potential attrition per Korn Ferry research.
A Korn Ferry consultant recommends redesigning a role to better 'activate' a key employee's drivers. What does this process typically involve?
Answer: Modifying role responsibilities, rewards, or environment to align with the employee's core motivators
Role redesign for driver activation means reshaping what the job offers—tasks, flexibility, visibility, or rewards—to match what energizes the individual.