The Reiss Profile of Fundamental Goals and Motivational Sensitivities is a comprehensive measure of personality and human motivation. Motivational needs predict behavior. If you want to
predict what people will do, find out what they fundamentally desire and predict that they will try and get it.

Breakthrough development

Four generations of senior professors at Harvard University – William James, William McDougall, Henry Murray, Gordon Allport, and David McClelland – taught that strivings (psychological needs) motivate the development of personality traits and make us individuals. At nearby Brandeis University, Abraham Maslow expressed this idea in a developmental context. .

The Reiss Profile is a comprehensive, standardized, objectively validated instrument that assesses 13 basic psychological needs. Everybody embraces all 13 basic needs, but to different extents. How an individual prioritizes the 13 basic needs accurately predicts how that person will behave at work.

	Acceptance, the need for approval
	Curiosity, the need to think
	Family, the need to raise children
	Honor, the need to be loyal to the traditional values of one's clan/ethnic group
	Idealism, the need for social justice
	Independence, the need for individuality
	Order, the need for organized, stable, predictable environments
	Physical Activity, the need for exercise
	Power, the need for influence of will
	Social Contact, the need for friends (peer relationships)
	Status, the need for social standing/importance
	Tranquility, the need to be safe
	Vengeance, the need to strike back

Based on studies with more than 10,000 ordinary people, nearly all motives reduce to some combination of these 13 needs.

Practical

The Reiss Profile questionnaire can be administered in about 12 minutes via paper and pencil, personal computer, or Internet. The printout includes a graphic display of standardized scores for each of 13 psychological needs/strivings and plain-English interpretive paragraphs (usually 2-8 pages in length). The paragraphs link the person's needs/strivings to values, personality traits, motives, strengths, potential problems, behavior, and biases in judging others.

Human Development/Self-discovery

The Reiss Profile helps people understand what they need to be happy and to live fulfilling, meaningful lives. Many people who have taken the Reiss Profile were enthusiastic about their results. When the Reiss Profile was used with Myers Briggs (more than one thousand tested), people overwhelmingly perceived the two instruments as complementary. People who are tested on both instruments like to select the results they find most meaningful.

Business Coaching..

The results help clients clarify their personal goals, solve problems, and plan life-work balance. Since the results are stated in plain language (no technical jargon), business clients can understand, appreciate, and use them.

Hiring Decisions..

The Reiss Profile accurately assesses many traits relevant to hiring decisions, such as trustworthiness, work ethic, organizer, leader, competitor, and so on. It is virtually impossible to fake good because the participant does not think in terms of motivations, does not know how the test is scored, and is clueless as to what are high, average, or low scores on each scale. Depending on the job, an employer might be looking for a certain trait (orderliness) or its psychological opposite (spontaneity), which further complicates the task of faking good. Even experts on the instrument have not been able to fake good with any consistency.

Corporate Teams

You should not marry someone just because he/she believes in marriage. Similarly, you should not try to form teams with people who believe in teamwork, but rather with people who are compatible and get along naturally. Shared values produce team cohesiveness, whereas conflicted values lead to divisiveness and hidden agendas. The Reiss Profile is used to identify shared versus conflicted values among members of a team so that trainers can build on the former and weaken the latter.

Underachievement

By definition, underachievement is a motivational issue. Underachievers have one of these six results on the Reiss Profile, or any combination of these six results.

	Students with low need for curiosity have little intrinsic need for cognition and may be action-oriented. They underachieve in school because thinking deeply frustrates them, so they don't pay attention in class.
	Students with little achievement motivation score low on the Reiss Profile need for power scale. They underachieve because they have other priorities, so they don't apply hemselves in school.
	Students with high need for acceptance are highly sensitive to failure and criticism. They underachieve because they hold back effort, and they hold back effort because they do not expect to do well. (Failure hurts less when you don't try.)
	Students with low need for honor act out of self-interest. They underachieve because they shirk duties (e.g., homework) when nobody is watching. Students with low honor are impressed with people who get away with things. They are irresponsible people.
	Students with low need for order like spontaneity. They underachieve because they go in too many different directions at once. They also are disorganized.
	Students with high vengeance are looking for a fight. They underachieve when getting into trouble distracts them from their studies.

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