Organisational Culture assessment

Culture is defined by the attitudes and behaviours of the majority of people in the organisation. this includes what is encouraged, discouraged, accepted, or rejected within the group. It is the day to day of the collective, and because of that, it is hard to change. Culture can support and promote the organisation strategy or hinder it. When aligned with personal values, drives, and needs, culture can unleash significant amounts of energy toward a shared purpose and a thriving organisation.

This assessment is based on the Competing Values Framework, developed by Robert Quinn and Kim Cameron and it gives a classification of four organisational cultures, which indicate how an organisation operates, how employees collaborate and what the organisation’s core values are. 

 

org culture

Participation:  The online results of this “ORGANISATIONAL CULTURE” assessment can gives you a taste of what is possible when awareness is there and invites you to continue to explore the link between culture, people engagement and productivity. If you want to explore how cultural awareness can be used in your organisation including an example of an organisational level report Get In Touch!

By taking this test you are agreeing with our privacy policy.

 

References:

  1. Kim S. Cameron etc: DIAGNOSING AND CHANGING ORGANIZATIONAL CULTURE, third addition

 

 

 

Interests self assessment

Interest directly reflects your goals, values, and aspirations as they represent a series of choices that are closely linked to achieving your goals. Increased awareness of your interests combined with dipper understanding of your abilities, values and personality traits will help you find meaningful and fulfilling work. Many studies have shown that aligning your work with your Interests can positively influence the amount of energy you invest in a certain goal, your learning motivation, the level of attention you invest on a task, your level of engagement, and the likelihood for you to take initiative, seek out training opportunities, take on extra work responsibilities and persist until goals achieved.

 

Participation:  The online results of this “INTERESTS” self-assessment, do not provide an exhaustive explanation of your personality, are not a career advice of any kind and come with no guarantee of accuracy or fitness for a particular purpose. It can, however, help you to learn more about your unique personal interests and help you decide where to focus your energy and attention using your interests effectively.

The test: the test consists of 80 questions that you rate how much you like/dislike to do these activities. The scale has 5 points where 1=strongly dislike, 2=dislike, 3=natural, 4=like, 5=strongly like.  It takes most people about 10 minutes to complete. Once you submit your answers you will be able to see your results online.

By taking this test you are agreeing with our  privacy policy.

 

Source: This self-assessment based on the Oregon Vocational Interest Scales (ORVIS; Pozzebon, et al., 2010)

References:

  1. Pozzebon, J.A., 2013. VOCATIONAL INTERESTS: CONSTRUCT VALIDITY AND MEASUREMENT.
  2. Su, R., 2012. The power of vocational interests and interest congruence in predicting career success (Doctoral dissertation, the University of Illinois at Urbana-Champaign)

 

TO LEARN MORE AND RECEIVE YOUR FULL AND COMPREHENSIVE REPORT, JOIN ONE OF OUR DISCOVERY WORKSHOPS

Personality Traits Self Assessment

The “BIG FIVE” is the most broadly accepted framework of personality traits. The framework basically claims that there are five broad, dimensional factors of personality: Extroversion, Neuroticism, Conscientiousness, Agreeableness and Openness. Factor means there are not “yes or no” factors but rather that all individuals are described by each factor to some extent. You can be a little bit or a lot more (or less) Extroverted than average, but it wouldn’t be accurate to say that you have no Extroversion. The five factors grew out of decades of personality research and are becoming the most accepted model of describing personality traits (style). 

Participation:  The online results of this “BIG FIVE”self-assessment, do not provide an exhaustive explanation of your personality, are not the psychological or psychiatric advice of any kind and come with no guarantee of accuracy or fitness for a particular purpose. It can, however, help you to learn more about your unique personality and help you decide where to focus your energy and attention using your personality temperament effectively.

The test: the test consist of 81 questions that you should rate how true they are as a description of yourself. The scale has 6 points where 1=very inaccurate, 2=moderately inaccurate, 3=slightly inaccurate, 4=slightly accurate, 5=moderately accurate, 6=very accurate. It takes most people about 10 minutes to complete. Once completed you will be able to see online where you are on the scale for each factor relative to the rest of the population.

By taking this test you are agreeing with our  privacy policy

This self-assessment based on the BIG FIVE FACTOR personality traits is available thanks to David Condon, PhD of Northwestern University ¹

Source: ¹ Condon,  D.M.  (2017).  The  SAPA  Personality  Inventory: An empirically derived,  hierarchically organized self-report personality assessment model.

 

TO LEARN MORE AND RECEIVE YOUR FULL AND COMPREHENSIVE REPORT, JOIN ONE OF OUR DISCOVERY WORKSHOPS