MAPP - Managing Attitudes & Performance Potential

www.oscarmurphy.comTHE ASSESSMENT W RLD


Managing

Attitude &

Performance

Potential

Oscar Murphy Life Strategists Pvt LtdPRESENTS


Your Vision will become clear only when you can look into your own heart!

Who Looks Outside, Dreams; Who Looks Inside, Awakes – Carl G Jung

www.oscarmurphy.comwww.theassessmentworld.com

FITS4C’s

PPC 20

CPA

BPA

LEAP

Assess to LOOK Inside


Identification of Potential For Performance

The success of your organisation depends a lot on how well you identify people’s performance potential and their right attitudes.

The hidden potential and attitudes often play a very crucial role in enabling people to excel in certain jobs and careers.

It is time for you to make use of objective measures that help you with a clear understanding of your people’s capability/potential and competence.

You should be in the driver’s seat with a total knowledge of their current competency and their potential to develop the talent for your organizational success.



Willingness To Perform Is the Key

The performance problem is bothering every organization. Global competition makes it a must for organisations to get people who perform better and faster.

The problem may not be because of lack of knowledge or skills to perform the given task or job.

They CAN DO

the job in most cases

They are ABLE-TO-DO

the job with adequate training or coaching in many situations.

Some of them even WANT-TO-DO it.

The problem with the performance most often is

WILLING-TO-DO aspect


Performance Potential

Abi

lity

Will

ing n

e ss

Why Organizations Are faced With Challenges In Performance?

The organizations while recruiting or performance appraisal can understand or measure the CAN DO, ABLE TO DO & WANT TO DO aspects either by evaluating their performance or by asking relevant questions. However, the challenge arises in understanding the willingness as it can be disguised easily.

The willingness of the individual is influenced by attitude, personality and belief system can be understood and measured objectively through the use of psychometric assessments which are unbiased, fair, objective, and anti-discriminatory (e.g. performance is based on skills and competencies not race, gender, physical appearance etc.)

The willingness of the individual is influenced by attitude, personality and belief system can be understood and measured objectively through the use of psychometric assessments which are unbiased, fair, objective, and anti-discriminatory (e.g. performance is based on skills and competencies not race, gender, physical appearance etc.)

What an employee can do•Knowledge & Education•Skills•Experience •Degree of Proficiency

What s/he will be able to do•Learning capacity•Aptitude•Intelligence•Ambiguity management

What s/he is willing to do•Attitude•Beliefs•Values & Principles•Personality

What s/he wants to do•Career goals•Interests & Motives


Psychometric Assessments To Understand An Individual

THE ASSESSMENT W RLD

Heredity and Environment play an equally important role in shaping an individual’s personality. The way each person views others, organize lives, gather information and communicate is also influenced by personality.

People’s personality is heavily influenced by the heredity, emotional response to the environment from the early years of development, their nurtured communication patterns, behavioral patterns to varying situations in the environment and competency developed over the years.

A single assessment reflects a certain aspect of an individual’s persona and can be compared to a magnifying glass focusing on only one aspect of the personality.

A set/ combination of assessments provides a holistic view into the many colors of an individual’s persona by taking into account both hereditary, situational, upbringing and environmental influences. Both these aspects play a crucial role in shaping an individual’s Behaviour, Attitude & Thinking.


Benefits Of Using Psychometric Assessments

Objective know-how to make people

perform better

Unbiased view of people’s strengths &

areas of improvement

Enhanced team

collaboration and

coordination for greater harmony

Improvement in ownership

and leadership responsibility

in all key areas

Organisational development

with a right approach to get the right

person for the right job

Accomplishing results

smarter, better and

faster

Total clarity in understanding

one’s true capabilities for better career

growth

Identifying and learning

the use of one’s

Strengths to open up success

opportunities

Understanding and learning to deal with

inherent weaknesses to

prevent setbacks

Learn how to respect other

people for their

performance strengths

Acceptance of other people’s

weaknesses with a

supportive team-work

attitude

Transforming oneself to be a

competent contributor and a team performer



OMI’s powerful battery of psychometric assessments will help individuals/leaders understand their inner strengths and competencies, appreciate individual differences and the resultant flexibility that is absolutely essential for individuals to enhance performance, personal growth and productivity.

FITSInherent

Potential/ Heredity

4 CChildhood

Environment / Motivation

Factors

PPC 20 Work

environment

Let’s get INSIGHT into Battery (Set) of 5 Assessments (BAT 5)

OMI’s Battery (Set) Of Psychometric Assessments To Understand An Individual

BPASituational changes in Behaviour

CPACommunication

Pattern


Successful interpersonal relations, is a result of our personalities and how others perceive us.

Carl Jung, the famous Swiss psychiatrist and psychoanalyst classified four major personality types in his research on "Psychological Types". Personalities are formed by inherited genes and each of these distinctive personality types has unique attributes, strengths and drawbacks ranging on a continuum from effective to ineffective.

Personality style is representative of the dominating traits present in each individual that represents their attitudes and readiness for different functions/specializations.

The Personality Style Assessment helps discover inherent personality style and assists in learning the art and science of influencing others. In addition, valuable tips on recognizing other personality types are given. Individuals are taught to Flex their style to maximize impact while interacting with different personality types.

A Personality Profiling Inventory (F.I.T.S. ) – Carl Jung Theory


Success at work while leading a group comes from knowing the hereditarily acquired behaviour patterns(FITS) and adapting them to meet the needs and demands of the situations since young(4C). 4Cs is a profile which indicates 4 dimensions of the individual’s behaviour, Controlling, Convincing, Conforming and Consistent, in order to assess various aspects like drive to overcome barriers, ability to persuade etc. These preferences dictate effective management of people and responsibilities.

Through the results of this assessment it is possible to identify ideal environmental factors, which will trigger higher productivity and maximize satisfaction in every aspect of life.

A Profile That Indicates Individual Motivational Preferences 4 C Factors Of Behaviour – William Marston


It categorizes individuals as “People Oriented” or “Task Oriented”, which in turn reflects their style of getting work done. It demonstrates whether an individual would typically give importance to efficiency and quality or to developing the functional maturity and professional competence of the staff. It also helps find out if an individual is “Initiator” or “Responder” to the environment and people. Hence, it shows whether an individual would lead by providing a vision of future possibilities or by making best possible use of available opportunities.

A Profile That Indicates Individual Motivational Preferences 4 C Factors Of Behaviour – William Marston


This comprehensive assessment test based on the work of well recognized psychologists & management specialists like David McClelland, Boyataziz, Kirton, Mintzberg assesses 5 Meta Performance Competencies namely; Managing Change, Planning and Organizing, Interpersonal Dynamics, Result Orientation and Leadership, which are further subdivided into 20 core competencies, on a ten-point scale.

Planning and Organizing

Managing Change

LeadershipResult Orientation

Interpersonal Relationships

INDIVIDUAL PERFORMANCE

•Initiative•Risk Taking Ability•Innovation•Flexibility

•Analytical Thinking•Decision Making•Planning•Quality Focus

•Oral Communication•Sensitivity•Relationships•Teamwork

•Achievement•Customer focus•Business Awareness•Learning Orientation

•Authority/Presence•Motivating Others•Developing people•Resilience

Planning and Organizing

Managing Change

LeadershipResult Orientation

Interpersonal Relationships

INDIVIDUAL PERFORMANCE

•Initiative•Risk Taking Ability•Innovation•Flexibility

•Analytical Thinking•Decision Making•Planning•Quality Focus

•Oral Communication•Sensitivity•Relationships•Teamwork

•Achievement•Customer focus•Business Awareness•Learning Orientation

•Authority/Presence•Motivating Others•Developing people•Resilience

People Performance Competency ( PPC-20)


Human beings have a huge repertoire of behaviours. Specifics of a particular situation govern the way an individual presents him/herself in the situation per se. This tool brings to light the operational range of behaviour across situations. It is an effective tool that helps identify various patterns and styles that one assumes both at the work and on the personal front. It also throws clarity on how different or similar are the work and personal styles of the individual, thereby demonstrating either his/her ability to flex or to maintain consistency. This increased self-awareness of behaviour patterns facilitates a process of self exploration and an analysis of various factors present in the differing environment which induce similar/dissimilar behaviour.

Behavior Pattern Analysis B.P.A. – B F Skinner

.

B.P.A.


Communication Pattern Analysis, C.P.A- Dr. Eric Berne & Douglas McGreggor

Effective communication is an essential component of organizational success whether it is at the interpersonal, inter-group, intra-group, organizational, or external levels.

Communication Pattern Analysis (CPA) would evaluate the way a person interacts, which is learnt from the environment and his/her upbringing.

This assessment is based on Eric Berne’s Transactional Analysis & Douglas McGreggor’s Theory X & Y, which assesses the impact of various factors like upbringing, environmental influences etc. that establishes certain communication habits of the individual. This assessment would help deal with others at work and off work in an effective manner.

All the above 5 assessments provide an insight into an individual from different perspectives and are best used in conjunction with each other. As one’s external and obvious competencies and the inner underlying capabilities are interconnected.


The BAT 3 assessments give an insight into the hereditary potential, the environmental influence right through the childhood and the competencies developed over the years. This can be given to understand the basic make up of the individual. Thus fresher or trainees can be assessed using these assessments.

However, BAT 5 assessments give a deeper insight into the communication pattern developed over years and also the effect of situational dynamics on to ones behavior. These assessments throw light about the people management skills of the individual which is essential at a leadership level. Thus BAT 5 would be essential in assessing senior leaders.*The number of assessments recommended is customized on the roles and responsibilities of the candidate.

BAT 3 Or BAT 5 Assessment?


Benefits of Using OMI’s Battery of Assessments

Holistic Objective and Comprehensive measurement is often through a battery of assessments as it throws light on both heredity and environmental influences.

It gives a clear picture of whether the individual can be trained or groomed on the areas essential for their job role.

This helps in objectively identifying the strengths and areas that would need reflection and development, facilitating the individuals to perform optimally.

This information can be used for Individual Performance Development Plan(IDPD), performance evaluation, gap identification, appraisal, coaching and a score of other such dimensions.





Date post:	23-Jan-2018
Category:	Leadership & Management
Upload:	sree-nidhi-s-k
View:	73 times
Download:	7 times

MAPP - Managing Attitudes & Performance Potential

Leadership & Management