Sally Service 01/01/2012

Career Drives

- Group Score:

53.70

Not results focused

Wants Results

Satisfaction gained from achieving results, likely to be a good worker.

Low concern with remuneration

High concern with remuneration

Financial reward is less of a motivation than many other factors at work.

Lacks ambition

Entrepreneurial

Good level of ambition usually means conscientious and committed worker.

Not independent

Very independent

Highly values independence, probably full of good ideas but will want to do things their way. May have difficulty fitting into organisation life unless the role provides autonomy.

Likely low self-esteem

Seeks recognition

Wants to be recognised, and would endeavour to maintain quality and standards.

Conflict Management Style

- Group Score:

60.60

Passive

Argumentative

Addresses conflict where appropriate, and likely to provide management feedback.

Not competitive

Strongly competitive

Likely to be verbally competitive when appropriate.

Not collaborative

Very collaborative

Very collaborative, appreciates the value of win/win outcomes.

Does not compromise

Too willing to compromise

Generally knows when and how to compromise for benefit of all.

Coping

- Group Score:

56.70

Not security conscious

High need for Job security

A low or moderate concern for job security provides confidence to speak out, and to accept change.

Unwilling to take responsibility

Over responsible

Usually a responsible and conscientious person who would enjoy a challenge, and a chance to grow.

Stressed

Relaxed

Generally handles pressure well.

Insensitive

Over sensitive

Generally sensitive and not upset easily.

People Orientation

- Group Score:

56.80

Socially distant

High need to be liked

Likes to socialise and have good relationships at work, would enjoy customer contact duties.

Individualistic

High need for teamwork

Likely to respond well in a team environment.

Introverted

Extraverted

Generally sociable and open, but knows when to concentrate on the job.

Avoids closeness at work

Wants close relationships

Strikes a balance between friendships at work and being objective.

Power and Influence

- Group Score:

43.80

Not persuasive

Highly persuasive

Can be persuasive, and likely to be suited to customer service and low level sales duties.

Reluctant to give orders

Over-leads others

Little desire to be directive or a leader.

Problem Solving

- Group Score:

46.50

Not innovative

Very innovative

Likely to be innovative and flexible and prefers variety in the job.

Procrastinating

Impulsive

Slow to make decisions, may procrastinate in order to get everything right.

Reactive

Proactive

Generally thinks before doing, and concerned with quality and quantity of output.

Not prefer analytical work

Highly analytical

Reasonably analytical and interested in problem solving.

Values

- Group Score:

58.10

Look after own interests

Highly caring

Strikes a balance between providing support and remaining objective. Usually understands how decisions impact others. Likely to help and support workmates.

Low need for trust

High need for trust

In relation to others has an average need for trust and openness at work.

Loyalty not an issue

Loyalty very important

In relation to others issues of loyalty at work are of average importance.

Pragmatic

Conservative

In relation to others places conforming with the views of society ahead of being pragmatic.

Workplace Management

- Group Score:

56.50

Does not need workplace structure

Over conscientious

Generally conscientious and respectful.

Low attention to detail

High attention to detail

Gives attention to detail, likely to be concerned about quality of work.

Disorganised

Highly organised

Highly self-organised, appropriate to management support or specialist role.