make a assignment based on submited documents page number 1 to 153

2. Are you Introverted or Extroverted?

3. Are You a Sensing or Intuitive Type?

4. Understanding Your Score on the Schwartz’s Dominant Values Scale

5. What Are Your Dominant Values?

6. Individualism-Collectivism Scale

7. What Is Your Level Of Power Distance?

8. Assessing Your General Self-Efficacy

9. How Much Perceptual Structure Do You Need?

10. Assessing Your Emotional Empathy

11. What Is Your Emotional Personality?

12. How Do You Rate Your Emotional Intelligence?

You must complete 10 assessments. They are below

· Profile complete 2pts

· You must then research the assessment and discover how these characteristics show up in the workplace. Clear articulate description of the assessments in your own words no cut and paste – no lists - you must explain. You must use Academic quality of resources. 2pts

· The strengths and weakness of your profile, given the context of a rapidly changing workplace with great diversity in culture. 2pts

· What actions you could do the strengthen your profile to prepare you for a rapidly changing workplace with great diversity in culture. 2pts

· Apa compliant fully referenced and cited with academically quality references. 2pts

File must be submitted into Turnitin and should not be more than 7 pages.

1. What is Your Big Five personality?

Source:

G. Saucier. (1994). Mini-markers: A brief version of Goldberg's unipolar big-five markers. Journal of Personality Assessment, 63 (3), 506-516

[Ed: Please add any other permission notation as required.]

Instructions

The five-factor model (FFM), also known as the “Big Five” personality dimensions, provides the most robust set of personality groups available. These five personality dimensions cluster dozens of personality traits into five categories.

This self-assessment estimates your self-assessed tendencies regarding each of these Big Five personality dimensions. To complete this instrument, indicate the extent to which each of the 40 words listed below accurately or inaccurately describes you. Think of yourself generally or typically, as compared with other persons you know of the same gender and of roughly your same age.

Scale Items and Responses

[Ed: Please use the words and response levels provided below to create the online scale. The responses should likely be shown as a pull-down menu beside each word. The response menu should show only the response words (e.g., “Extremely Inaccurate”), NOT the numbers shown above the responses.]

Scoring

[Ed: This instrument produces five (5) scores, one for each dimension, each consisting of eight words, as indicated below. Also, some words are reverse scored on the 9-point scale, also as indicated.]

Direct scoring: (as shown above: 1=Extremely inaccurate to 9=Extremely accurate)

Reverse Scoring (R): (reverse of above: 9=Extremely inaccurate to 1=Extremely accurate)

NOTE: (R) indicates that word’s response has reverse scoring.

Dimension: Consciousness

Careless (R)

Disorganized (R)

Efficient

Inefficient (R)

Organized

Practical

Sloppy (R)

Systematic

Dimension: Agreeableness

Cold (R)

Cooperative

Harsh (R)

Kind

Rude (R)

Sympathetic

Unsympathetic (R)

Warm

Dimension: Neuroticism

Envious

Fretful

Jealous

Moody

Relaxed (R)

Temperamental

Touchy

Unenvious (R)

Dimension: Openness to Experience

Complex

Creative

Deep

Imaginative

Intellectual

Philosophical

Uncreative (R)

Unintellectual (R)

Dimension: Extraversion

Bashful (R)

Bold

Energetic

Extroverted

Quiet (R)

Shy (R)

Talkative

Withdrawn (R)

Scale Reporting

[Ed: The student’s scores and interpretation on each of the five personality dimensions should appear both numerically and in the graphic feedback bar found in past McShane OLC and Connect materials. The graphic bars should NOT have any divisions or sections, just a red arrow showing the person’s score and “Low” and “High” at each end of the range. The results should also show the individual’s actual score as a number. All scales have a range from 8 to 72.

Understanding Your Score on the Big Five Personality Self-Assessment

[Ed: Along with the scores described above, please insert the following documentation on the debriefing web page. Insert each description immediately above or below the graphic and numerical score corresponding to that dimension.]

Conscientiousness

Conscientiousness is characterized by people who are more industrious, reliable, goal-focused, achievement striving, dependable, organized, thorough, and persistent. Among the five broad personality dimensions in the five factor model, conscientiousness is the best predictor of overall job performance. People with high conscientiousness are more motivated because they are more goal-oriented and an internal drive to achieve. They also have a stronger sense of duty in employment relationships, so try harder and behave more dependably because these behaviors are consistent with their self-concept. Norms vary from one group to the next. The average score on this dimension for one large group of students was 50.

Agreeableness

Agreeableness represents a person’s tendency to feel and show warmth, friendliness, kindness, and empathy in social interactions. People with high agreeableness are sensitive to and show empathy towards others, give high priority to the needs and expectations of others, and avoid behaviors that harm others. This personality dimension consists of both an emotional affiliation with others and a more reasoned consideration of and respect for others’ needs and desires. People with high agreeableness tend to be effective and enjoy working in positions that require care and reducing conflict with others. Norms vary from one group to the next. The average score on this dimension for one large group of students was 57.

Neuroticism

Neuroticism refers to people who tend to feel more anxious and stressed, and form more negative expectations and attitudes toward themselves and situations. People with higher neuroticism tend to have more difficulty handling challenging situations and are less paced in their analysis of problems or opportunities. Norms vary from one group to the next. The average score on this dimension for one large group of students was 33.

Openness to Experience

Openness to experience is the least well-understood of the “Big Five” dimensions, and has not been as good a predictor of performance or other job outcomes. People with higher openness to experience tend to be more imaginative, independent, and variety seeking.  They like to discover new places, ideas, and practices, whereas those with low openness to experience prefer the stability and predictability of known and conventional practices and events. Those with high openness to experience are usually more creative and dislike protocols and routine procedures. Norms vary from one group to the next. The average score on this dimension for one large group of students was 53.

Extraversion

Extroversion characterizes people who are outgoing, talkative, sociable, and assertive. It includes several facets, including friendliness, gregariousness, assertiveness, activity level, excitement-seeking, and cheerfulness. The opposite of extroversion is introversion, which refers to the personality characteristics of being quiet, shy, and cautious. Introverts are more inclined to direct their interests to ideas than to social events. Norms vary from one group to the next. The average score on this dimension for one large group of students was 47.

2. Self-Assessment: Are you Introverted or Extroverted?

The source of this scale is: Adapted from instruments described and/or presented in: Goldberg, L. R., Johnson, J. A., Eber, H. W., Hogan, R., Ashton, M. C., Cloninger, C. R., & Gough, H. C. (2006). The International Personality Item Pool and the future of public-domain personality measures. Journal of Research in Personality, 40, 84-96.

One of the most widely studied and discussed personality dimensions in the Five-Factor (Big Five) model of personality is introversion-extroversion. Introversion characterizes people who tend to be quiet, shy, and cautious. Extroversion characterizes people who tend to be outgoing, talkative, sociable, and assertive.

Instructions:

Please read each of the statements below and indicate the extent to which each statement accurately describes you. The official name for this scale is the “IPIP Introversion-Extroversion Scale” This instrument has 10 items.

1. I feel comfortable around people.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

2. I make friends easily.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

3. I keep in the background.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

4. I don’t talk a lot.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

5. I would describe my experiences as somewhat dull.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

6. I know how to captivate people.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

7. I don’t like to draw attention to myself.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

8. I am the life of the party.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

9. I am skilled in handling social situations.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

10. I have little to say.

· Very accurate description of me

· Moderately accurate

· Neither accurate nor inaccurate

· Moderately inaccurate

· Very inaccurate description of me

Understanding Your Score on the IPIP Introversion-Extroversion

Scoring:

To find where you stand on the “IPIP Introversion-Extroversion Scale,” please refer to the following scoring guide:

(Extroversion - Questions 1, 2, 6, 8, and 9)

Very accurate description of me – 4 points

Moderately accurate – 3 points

Neither accurate nor inaccurate – 2 points

Moderately inaccurate – 1 point

Very inaccurate description of me – 0 points

(Extroversion – Questions 3, 4, 5, 7, 10)

Very accurate description of me – 0 points

Moderately accurate – 1 points

Neither accurate nor inaccurate – 2 points

Moderately inaccurate – 3 point

Very inaccurate description of me – 4 points

Extroversion characterizes people who are outgoing, talkative, sociable, and assertive. It includes several facets, including friendliness, gregariousness, assertiveness, activity level, excitement-seeking, and cheerfulness. The opposite of extroversion is introversion, which refers to the personality characteristics of being quiet, shy, and cautious. Extroverts get their energy from the outer world (people and things around them), whereas introverts get their energy from the internal world, such as personal reflection on concepts and ideas. Introverts are more inclined to direct their interests to ideas than to social events.

This is the short version of the IPIP Introversion-Extroversion Scale, so it estimates overall introversion-extroversion but not specific facets within the personality dimension. Scores range from 0 to 40. Low scores indicate introversion; high scores indicate extroversion. The norms in the following table are estimated from results of early adults (under 30 years old) in Scotland and undergraduate psychology students in the United States. However, introversion-extroversion norms vary from one group to the next; the best norms are likely based on the entire class you are attending or with past students in this course.

3. Self-Assessment: Are You a Sensing or Intuitive Type?

The source of this scale is: Steven L. McShane, University of Western Australia.

Nearly a century ago, Swiss psychiatrist Carl Jung proposed that personality is primarily represented by the individual's preferences regarding perceiving and judging information. Jung explained that perceiving, which involves how people prefer to gather information or perceive the world around them, occurs through two competing orientations: sensing (S) and intuition (N).

Instructions:

This self-assessment estimates whether you have a preference for sensing or intuition when perceiving the world around you. Indicate the point that best places you between the two opposing labels of each scale. There is no exact "in-between" option, so you need to indicate which label describes you better, even if only very slightly. This survey has 10 statements.

1. I think of myself as:

· 1 inventive

· 2

· 3

· 4

· 5

· 6 realistic

2. I tend to pay more attention to:

· 1 specific evidence

· 2

· 3

· 4

· 5

· 6 the big picture

3. Most people who know me would describe me as:

· 1 practical

· 2

· 3

· 4

· 5

· 6 theoretical

4. I prefer thinking about:

· 1 future possibilities

· 2

· 3

· 4

· 5

· 6 current realities

5. I prefer:

· 1 data/ information

· 2

· 3

· 4

· 5

· 6 concepts

6. When making sense of a situation, I rely more on:

· 1 my general impression/ feeling

· 2

· 3

· 4

· 5

· 6 facts/ observations

7. Most people who know me would say I pay more attention to:

· 1 being accurate

· 2

· 3

· 4

· 5

· 6 developing ideas

8. I tend to focus on:

· 1 the future

· 2

· 3

· 4

· 5

· 6 the here and now

9. Most people who know me would describe me as:

· 1 concrete

· 2

· 3

· 4

· 5

· 6 abstract

10. When making sense of things, I put more weight on:

· 1 my hunches

· 2

· 3

· 4

· 5

· 6 hard facts

Understanding Your Score on the Jungian Sensing-Intuition Type Self-Assessment

Jung's theory proposes that perceiving involves bringing data to a person's consciousness. It relates to how people prefer to gather information or perceive the world around them. Perceiving occurs through two competing functions: sensing (S) and intuition (N).

Sensing: This function involves perceiving information directly through the five senses; it relies on an organized structure to acquire factual and preferably quantitative details. People with a clear preference for sensing focus on the present. They prefer working with tangible, specific data rather than conceptual information.

Intuition: This function relies on insight and subjective experience to see relationships among variables. Intuitive types focus on future possibilities. They prefer information that is theoretical and abstract.

Scoring:

To find where you stand on the “Jungian Sensing-Intuition Type Self-Assessment,” please refer to the following scoring guide:

(Sensing-Intuition Type - Questions 1, 4, 6, 8 ,10)

(Sensing-Intuition Type – Questions 2, 3, 5, 7, 9)

4. Understanding Your Score on the Schwartz’s Dominant Values Scale

Values are stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations. They are perceptions about what is good or bad, right or wrong. Values influence our choice of goals and the means for achieving those goals. We arrange our personal values into a hierarchy of preferences, called a value system. Each person's unique value system tends to be stable and long lasting because it was developed and reinforced through socialization from parents, religious institutions, friends, personal experiences, and the society in which we live.

This instrument estimates your preferences for a broad range of personal values. These values are grouped into 10 broad domains of values. Scores on each domain potentially range from -1 to +7. However, you are unlikely to have such an extreme score on any domain because the self-assessment asked you to use the extreme responses sparingly. Instead, the results shown here give you an estimate of your value system. They indicate your relative preference across the broad range of values.

POWER: Social status and prestige, control or dominance over people and resources

ACHIEVEMENT: Personal success through demonstrating competence according to social standards

HEDONISM: Pleasure or sensuous gratification for oneself

STIMULATION: Excitement, novelty, and challenge in life

SELF-DIRECTION: Independent thought and action — choosing, creating, exploring

UNIVERSALISM: Understanding, appreciation, tolerance, and protection for the welfare of all people and for

BENEVOLENCE: Preservation and enhancement of the welfare of people with whom one is in frequent personal contact

TRADITION: Respect, commitment, and acceptance of the customs and ideas that traditional culture or religion provide

CONFORMITY: Restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms

SECURITY: Safety, harmony, and stability of society, of relationships, and of self

Scoring:

To find where you stand on the “Schwartz’s Dominant Values Scale,” please refer to the following scoring guide:

(POWER – Values List I: 3, 12, 27 / Values List II: 16)

(ACHIEVEMENT – Values List II: 4, 9, 13, 25)

(HEDONISM – Values List I: 4 / Values List II: 20, 27)

(STIMULATION – Values List I: 9, 25 / Values List II: 7)

(SELF-DIRECTION – Values List I: 5, 16 / Values List II: 1, 11, 23)

(UNIVERSALISM – Values List I: 1, 24, 26, 29, 30 / Values List II: 5, 8)

(BENEVOLENCE – Values List II: 3, 15, 19, 22, 24)

(TRADITION – Values List I: 18 / Values List II: 2, 6, 21)

(CONFORMITY – Values List I: 11, 20 / Values List II: 10, 17)

(SECURITY – Values List I: 8, 13, 15, 22 / Values List II: 26)

The source of this scale is: T. M. Singelis, H. C. Triandis, D. P.S. Bhawuk, and M. J. Gelfand, "Horizontal and Vertical Dimensions of Individualism and Collectivism: A Theoretical and Measurement Refinement," Cross-Cultural Research 29 (August 1995), pp. 240-75.

Cross-cultural values have become an important part of organizational life due to globalization and an increasingly multicultural workforce. Organizational behaviour researchers have studied several cross-cultural values, but none has had as much attention as the two measured in this self-assessment: individualism and collectivism.

Instructions:

Read each of the statements in this instrument and select the response that you believe best indicates how well these statements describe you.

1. I often do “my own thing”.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

2. The well-being of my coworkers is important to me.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

3. One should live one’s life independently of others.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

4. If a coworker gets a prize, I would feel proud.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

5. I like my privacy.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

6. If a relative were in financial difficulty, I would help within my means.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

7. I prefer to be direct and forthright when discussing with people.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

8. It is important to maintain harmony within my group.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

9. I am a unique individual.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

10. I like sharing little things with my neighbours.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

11. What happens to me is my own doing.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

12. I feel good when I cooperate with others.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

13. When I succeed, it is usually because of my abilities.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

14. My happiness very much depends on the happiness of those around me.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

15. I enjoy being unique and different from others in many ways.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

16. To me, pleasure is spending time with others.

· Does not describe me at all

· Does not describe me very well

· Describes me somewhat

· Describes me well

· Describes me very well

Understanding Your Score on the Individualism-Collectivism Scale

This self-assessment estimates your level of individualism and collectivism. At one time, experts thought that these two cross-cross-cultural values were opposites. Now, we understand that they represent separate values that are generally unrelated to each other. Each scale has a potential score ranging from 8 to 40 points. Higher scores indicate that the person has a higher level of each cross-cultural value.

Individualism

Individualism refers to the extent that you value independence and personal uniqueness. Highly individualist people value personal freedom, self-sufficiency, control over their own lives, and appreciation of their unique qualities that distinguish them from others. The following graph shows the range of individualism in general. However, keep in mind that the average level of individualism is higher in some cultures (such as Canada) than in others.

Collectivism

Collectivism refers to the extent that we value our duty to groups to which we belong, and to group harmony. Highly collectivist people define themselves by their group membership and value harmonious relationships within those groups. The following graph shows the range of collectivism in general. However, keep in mind that the average level of collectivism is lower in some cultures (such as Canada) than in others.

Scoring:

To find where you stand on the “Individualism-Collectivism Scale,” please refer to the following scoring guide:

(Individualism – Questions 1, 3, 5, 7, 9, 11, 13, and 15)

Does not describe me at all – 0 points

Does not describe me very well – 1 point

Describes me somewhat – 2 points

Describes me well – 3 points

Describes me very well – 4 points

(Collectivism – Questions 2, 4, 6, 8, 10, 12, 14, and 16)

Does not describe me at all – 0 points

Does not describe me very well – 1 point

Describes me somewhat – 2 points

Describes me well – 3 points

Describes me very well – 4 points

Self-Assessment: What Is Your Level Of Power Distance?

The source of this scale is: This scale has been adapted from: Sources: P. W. Dorfman & J. P. Howell, (1988) "Dimensions of national culture and effective leadership in patterns," Advances in International Comparative Management, 3: 127-150; P. C. Earley & M. Erez (1997). The transplanted executive. New York: Oxford University Press; M. L. Maznevski, J. J. DiStefano, C. B. Gomez, N. G. Noorderhaven, & P. Wu (1997) 'The Cultural Orientations Framework and International Management Research', paper presented at Academy of International Business Annual Meeting; R. M. Richardson, & S. W. Smith (2007), "The influence of high/low-context culture and power distance on choice of communication media: Students' media choice to communicate with Professors in Japan and America," International Journal of Intercultural Relations 31, pp. 479-501.

Some employees value obedience to authority and are comfortable receiving commands from their superiors without consultation or debate. Others expect to receive equal status and authority with their manager. This power distance orientation varies from one person to the next; it also varies across cultures.

Instructions:

This self-assessment estimates your power distance orientation. To complete this instrument, read the nine statements and indicate how accurately each statement describes you.

1. Managers should make most decisions without consulting subordinates.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

2. Employees should enjoy equal status with their bosses in the workplace.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

3. Employees should tell their manager (privately) when the manager does something wrong or poorly.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

4. Employees should follow orders from their boss without questioning those orders.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

5. Managers have a right to expect obedience from subordinates regarding work-related matters.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

6. Managers should consult with their employees before making decisions that affect them.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

7. Organizations function better when employees respect and follow management's wishes.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

8. Managers often need to use their power and authority over subordinates.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

9. Employees should not disagree with their managers.

· Strongly Agree

· Moderately Agree

· Slightly Agree

· Neither Agree nor Disagree

· Slightly Disagree

· Moderately Disagree

· Strongly Disagree

Understanding Your Score on the Power Distance Orientation Self-Assessment

This instrument estimates your power distance orientation. Power distance refers to the extent to which people accept unequal distribution of power in a society. Those with high power distance accept and value unequal power. They value obedience to authority and are comfortable receiving commands from their superiors without consultation or debate, and prefer to resolve differences through formal procedures rather than directly. In contrast, people with low power distance expect relatively equal power sharing. They view the relationship with their boss as one of interdependence, not dependence; that is, they believe their boss is also dependent on them, so they expect power sharing and consultation before decisions affecting them are made.

Scoring:

To find where you stand on the “Power Distance Orientation Self-Assessment,” please refer to the following scoring guide:

(High Power Distance Orientation – Questions 1, 4, 5, 7, 8, 9)

Strongly Agree – 6 points

Moderately Agree – 5 points

Slightly Agree – 4 points

Neither Agree nor Disagree – 3 points

Slightly Disagree – 2 points

Moderately Disagree – 1 point

Strongly Disagree – 0 points

(High Power Distance Orientation – Questions 2, 3, 6)

Strongly Agree – 0 points

Moderately Agree – 1 point

Slightly Agree – 2 points

Neither Agree nor Disagree – 3 points

Slightly Disagree – 4 points

Moderately Disagree – 5 points

Strongly Disagree – 6 points

Self-Assessment: Assessing Your General Self-Efficacy

Source: G. Chen, S.M. Gully, and D. Eden, “Validation of a New General Self-Efficacy Scale,” Organizational Research Methods, 4 (January 2001), pp. 62-83.

Purpose:

This exercise is designed to help you understand the concept of self-efficacy and to estimate your general self-efficacy. Overview:

Self-efficacy refers to a person’s belief that he or she has the ability, motivation, and resources to complete a task successfully. Self-efficacy is usually conceptualized as a situation-specific belief. You may believe that you can perform a certain task in one situation, but are less confident with that task in another situation. However, there is also evidence that people develop a more general self-efficacy if they perform tasks in a variety of situations. This exercise helps you to estimate your general self-efficacy. Instructions:

Read each of the statements below and circle the response that best fits your personal belief. Then use the scoring key in Appendix B of this book to calculate your results. This self-assessment is completed alone so that students can rate themselves honestly without being concerned about comparisons. However, class discussion will focus on the meaning of self-efficacy, how this scale might be applied in organizations, and the limitations of measuring self-efficacy in work settings.

1. I will be able to achieve most of the goals that I have set for myself.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

2. When facing difficult tasks, I am certain that I will accomplish them.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

3. In general, I think I can obtain outcomes that are important to me.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

4. I believe I can succeed at any endeavour to which I set my mind to.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

5. I will be able to successfully overcome many challenges.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

6. I am confident that I can perform effectively on many different tasks.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

7. Compared to other people, I can do most tasks very well.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

8. Even when things are tough, I can perform quite well.

· Strongly Agree

· Agree

· Neutral

· Disagree

· Disagree Strongly

Understanding Your Score on the General Self-Efficacy Scale

Self-efficacy refers to a person’s belief that he or she has the ability, motivation, and resources to complete a task successfully. This particular scale is called a “general” self-efficacy scale because it estimates a person’s self-efficacy in a broad range of situations. The average general self-efficacy score varies from one group of people to the next. For example, managers tend to have a somewhat higher general self-efficacy than young undergraduate psychology students. The following table allows you to compare your general efficacy score to the range of scores among undergraduate psychology students in the United States (77% female; average age 23).

Scoring:

To find where you stand on the “General Self-Efficacy Scale,” please refer to the following scoring guide:

(High Self-Efficacy – All Questions)

Strongly Agree – 4 points

Agree – 3 points

Neutral – 2 points

Disagree – 1 point

Disagree Strongly – 0 points

Self-Assessment: How Much Perceptual Structure Do You Need?

The source of this scale is: M. M. Thompson, M. E. Naccarato, and K. E. Parker, "Assessing Cognitive Need: The Development of the Personal Need for Structure and the Personal fear of Invalidity Scales," Paper presented at the Annual meeting of the Canadian Psychological Association, Halifax, Nova Scotia (1989).

Some people need to "make sense" of things around them more quickly or completely than do other people. This personal need for perceptual structure relates to selective attention as well as perceptual organization and interpretation. This self-assessment is designed to help you to estimate your personal need for perceptual structure.

Instructions:

Read each statement in this instrument and select the response that best indicates the degree to which you personally agree or disagree with that statement. This instrument has 12 statements.

1. It upsets me to go into a situation without knowing what I can expect from it.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

2. I’m not bothered by things that interrupt my daily routine.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

3. I enjoy being spontaneous.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

4. I find that a well-ordered life with regular hours makes my life tedious.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

5. I find that a consistent routine enables me to enjoy life more.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

6. I enjoy having a clear and structured mode of life.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

7. I like to have a place for everything and everything in its place.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

8. I don’t like situations that are uncertain.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

9. I hate to change my plans at the last minute.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

10. I hate to be with people who are unpredictable.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

11. I enjoy the exhilaration of being in unpredictable situations.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

12. I become uncomfortable when the rules in a situation are not clear.

· Strongly agree

· Moderately agree

· Slightly agree

· Slight disagree

· Moderately disagree

· Strongly disagree

Understanding Your Score on the Personal Need for Structure Scale

Some people need to "make sense" of things around them more quickly or completely than do other people. This personal need for perceptual structure relates to selective attention as well as perceptual organization and interpretation. For instance, people with a strong personal need for closure might form first impressions, fill in missing pieces, and rely on stereotyping more quickly than people who don't mind incomplete perceptual situations.

The Personal Need for Structure (PNS) Scale estimates the extent to which people are motivated to structure their world in a simple and unambiguous way. Scores range from 12 to 72 with higher scores indicating a high personal need for structure, that is, a higher need to quickly and unambiguously make sense of the world.

PNS norms vary from one group to the next. For instance, a study of Finnish nurses reported a mean PNS score of 34 whereas a study of 236 male and 303 female undergraduate psychology students in the United States had a mean score of 42. This graph shows your score on the PNS scale compared with results from the U.S. sample of undergraduate psychology students.

Scoring:

To find where you stand on the “Personal Need for Structure Scale,” please refer to the following scoring guide:

(High Personal Need for Structure – Questions 1, 5, 6, 7, 8, 9, 10, 12)

Strongly agree – 5 points

Moderately agree – 4 points

Slight agree – 3 points

Slightly disagree – 2 point

Moderately disagree – 1 point

Strongly disagree – 0 points

(High Personal Need for Structure – Questions 2, 3, 4, 11)

Strongly agree – 0 points

Moderately agree – 1 points

Slight agree – 2 points

Slightly disagree – 3 point

Moderately disagree – 4 point

Strongly disagree – 5 points

Self-Assessment: What Is Your Emotional Personality?

The source of this scale is: T. J. Huelsman, R. C. Nemanick Jr, and D. C. Munz, "Scales to measure four dimensions of dispositional mood: Positive energy, tiredness, negative activation, and relaxation," Educational and Psychological Measurement, 58 (October 1998), pp. 804-19.

Our emotions are influenced by both the situation and our own personality. This instrument estimates your dispositional mood, that is, the level of emotion that you naturally experience as part of your personality. It consists of 20 words representing various emotions that you might have experienced.

Instructions:

For each word presented, indicate the extent to which you have felt this way generally across all situations over the past six months. You need to be honest with yourself to receive a reasonable estimate of your dispositional mood.

1. Active: To what extent have you felt this way generally across all situations over the past six months?

2. Calm: To what extent have you felt this way generally across all situations over the past six months?

3. Aggravated: To what extent have you felt this way generally across all situations over the past six months?

4. Exhausted: To what extent have you felt this way generally across all situations over the past six months?

5. Energetic: To what extent have you felt this way generally across all situations over the past six months?

6. Peaceful: To what extent have you felt this way generally across all situations over the past six months?

7. Agitated: To what extent have you felt this way generally across all situations over the past six months?

8. Fatigued: To what extent have you felt this way generally across all situations over the past six months?

9. Lively: To what extent have you felt this way generally across all situations over the past six months?

10. Relaxed: To what extent have you felt this way generally across all situations over the past six months?

11. Hostile: To what extent have you felt this way generally across all situations over the past six months?

12. Tired: To what extent have you felt this way generally across all situations over the past six months?

13. Vigorous: To what extent have you felt this way generally across all situations over the past six months?

14. Serene: To what extent have you felt this way generally across all situations over the past six months?

15. Irritable: To what extent have you felt this way generally across all situations over the past six months?

16. Weary: To what extent have you felt this way generally across all situations over the past six months?

17. Tranquil: To what extent have you felt this way generally across all situations over the past six months?

18. Upset: To what extent have you felt this way generally across all situations over the past six months?

19. Worn out: To what extent have you felt this way generally across all situations over the past six months?

20. Uptight: To what extent have you felt this way generally across all situations over the past six months?

Understanding Your Score on the Disposition Mood Scale

This self-assessment is designed to help you estimate your dispositional mood, that is, your general emotional tendency based on your personality. The four dispositional mood categories created in this scale are positive energy, relaxation, negative arousal, and tiredness. These four categories are distinguished in two ways: (1) positive affectivity versus negative affectivity and (2) high activation and low activation. Thus, the four subscales are consistent with the affect circumplex model shown in the textbook. The only difference is that this scale measures your emotional personality rather than emotions in a specific setting.

Positive energy

People who score high on positive energy have positive affectivity and high activation. Positive affectivity is the tendency to experience positive emotional states. It is very similar to extroversion, a personality trait depicting people who are outgoing, talkative, sociable, and assertive. Positive energy also includes high activation, meaning that people who score high on this scale experience more energizing or motivating positive emotions. Scores on this scale range from 1 to 5. From a sample of hospital employees, the average score was 3.0.

Relaxation

People who score high on relaxation have positive affectivity and low activation. Positive affectivity is the tendency to experience positive emotional states. It is very similar to extroversion, a personality trait depicting people who are outgoing, talkative, sociable, and assertive. Relaxation also includes low activation, meaning that people who score high on this scale experience more passive (less energizing) positive emotions. Scores on this scale range from 1 to 5. From a sample of hospital employees, the average score was 2.6.

Negative arousal

People who score high on negative arousal have a tendency toward negative affectivity and high activation. Negative affectivity is the tendency to negative emotions. Negative arousal also includes high activation, meaning that people who score high on this scale experience negative emotions that demand our attention (e.g., anger, upset). People with negative arousal tend to be more distressed and unhappy because they focus on the negative aspects of life. Scores on this scale range from 1 to 5. From a sample of hospital employees, the average score was 2.1.

Tiredness

People who score high on tiredness have a tendency toward negative affectivity and low activation. Negative affectivity is the tendency to negative emotions. Tiredness also includes low activation, meaning that people who score high on this scale experience more passive (less demanding) negative emotions. Scores on this scale range from 1 to 5. From a sample of hospital employees, the average score was 2.3.

Scoring:

To find where you stand on the “Emotional Empathy Scale,” please refer to the following scoring guide:

(Positive Energy – Questions 1, 5, 9, 13)

(Relaxation – Questions 2, 6, 10, 14, 17)

(Negative Arousal – Questions 3, 7, 11, 15, 18, 20)

(Tiredness – Questions 4, 8, 12, 16, 19)

Self-Assessment: How Do You Rate Your Emotional Intelligence?

The source of this scale is: Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. New York: Bantam.

Emotional intelligence (EI), also known as emotional quotient (EQ), differs from mental intelligence (IQ) in that EI involves “awareness and insights into emotions rather than into other mental functions…[and] refers to measurements of an individual’s ability to understand and manage his or her emotions and interpersonal relationships.” (Source: Abramovitz, M. (December 2011). What’s your emotional IQ? Current Health 2, 13.

Instructions:

EI can be measured in many different ways based on a variety of competencies. You will be completing a simple 20-statement questionnaire that will provide you with insight as to how you rate in the following basic dimensions of emotional intelligence:

· Self-Awareness: the ability to recognize and identify your feelings

· Self-Management: the ability to handle your feelings in a productive and appropriate manner

· Self-Motivation: the ability to set and achieve goals, delay the immediate gratification of an impulse, and maintain a positive outlook

· Empathy: the ability to be sensitive to and understand other people’s feelings

· Social Skills: the ability to interact with others in a positive and productive manner

Indicate the extent to which you agree or disagree with each of the 20 statements. Upon completing the statements, you will receive a description of your emotional intelligence along with some insights on how you can improve your emotional intelligence, an area that can affect your mental and physical well-being, and your ability to get along with others and succeed in many other areas of your life.

1. I am usually aware – from moment to moment – of my feelings as they change.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

2. I think before I act.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

3. I am impatient when I want something.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

4. I bounce back quickly from life’s setbacks.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

5. I can pick up subtle social cues that indicated others’ needs or wants.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

6. I’m very good at handling myself in social situations.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

7. I’m persistent in going after the things I want.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

8. When people share their problems with me, I’m good at putting myself in their shoes.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

9. When I’m in a bad mood, I make a strong effort to get out of it.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

10. I can find common ground and build rapport with people from all walks of life.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

11. I recognize how my feelings affect my performance.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

12. I deal calmly with stress.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

13. I set measurable goals.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

14. I control and restrain my impulses.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

15. I can accurately read other’s moods or nonverbal cues.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

16. I encourage a friendly, cooperative climate in groups or organizations.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

17. I anticipate obstacles to goals.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

18. I listen attentively to others.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

19. I am aware of my own strengths and weaknesses.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

20. I have close friendships with many different people.

· Strongly disagree

· Disagree

· Neither agree nor disagree

· Agree

· Strongly agree

Assessing Your Emotional Intelligence

Overall Score

Scoring:

To calculate your overall score, add up your total Your Ranking score for each of the five EI competencies.

My EI experts agree that the five EI competencies measured in this assessment are not set in stone at birth and individuals can learn and improve their EI throughout their lives. In fact, many schools and businesses offer training programs to help their students and employees improve in these five competencies to help them perform effectively in all aspects of life.

Begin sharpening your emotional intelligence behaviours and attitudes by evaluating your individual responses in each EI category. You will be directed to specific help in improving those competencies that you would most benefit from improving.

YOUR INDIVIDUAL RESPONSES FOR SELF-AWARENESS

Most of us know individuals who are ruled by their emotions, who seem oblivious to their weaknesses, or who do not capitalize on their strengths. Someone with low self-awareness is not normally on our “favourite people to spend time with” list, and certainly is not the kind of person we would like to have as our manager or spend 40 hours a week working side-by-side with on the job.

To confirm your responses on these items, you may want to ask a trusted friend or a family member to rate you so you can see if your rating matches theirs. The difficulty in evaluating our own self-awareness is that many times we have blind spots related to our self-awareness, and a large gap can exist between how we see ourselves and how others see us.

Self-Awareness

Related Statement: “I am usually aware – from moment to moment – of my feelings as they change.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “When I’m in a bad mood, I make a strong effort to get out of it.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I recognize how my feelings affect my performance.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I am aware of my own strengths and weaknesses.”

Best Ranking: 5

Your Ranking:

Difference:

TOTALS FOR SELF-AWARENESS

Best Ranking: 20

Your Ranking:

Difference:

Scoring:

Strongly disagree – 1 ranking points

Disagree – 2 ranking points

Neither agree nor disagree – 3 ranking points

Agree – 4 ranking points

Strongly agree – 5 ranking points

To calculate your total score, subtract the Best Ranking score from the Your Ranking score.

YOUR INDIVIDUAL RESPONSES FOR SELF-MOTIVATION

Do you prefer spending time with lazy people who accomplish little if anything in a given day, or ambitious individuals who have goals and are productive, getting the most out of each day? Self-motivation comes from inside you, meaning if you possess this quality, you will do and be your best even if no one is watching or demanding anything from you.

Self-motivation begins the same way for everyone with the same decision everyone has to make every day: when will you choose to get out of bed – at 5 a.m., or at 7 a.m., or at noon. You then choose, as everyone else does, how you will spend your time, how much effort you will expend, and how good a job you will do at the tasks upon which you choose to work.

Individuals who lack self-motivation will never excel at anything. Who ever heard of anyone wanting to win the “Most Admired Individuals Who Do Just Enough to Get By” award? To be the best at anything has at its root the EI competency of self-motivation, with which you will be amazed at what you can accomplish. This competency, balanced with the other EI competencies, plays a role in helping individuals add value wherever they go and impact others in meaningful ways.

Self-Motivation

Related Statement: “I am impatient when I want something.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I’m persistent in going after the things I want.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I set measurable goals.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I anticipate obstacles to goals.”

Best Ranking: 5

Your Ranking:

Difference:

TOTALS FOR SELF-MOTIVATION

Best Ranking: 20

Your Ranking:

Difference:

Scoring:

Strongly disagree – 1 ranking points

Disagree – 2 ranking points

Neither agree nor disagree – 3 ranking points

Agree – 4 ranking points

Strongly agree – 5 ranking points

To calculate your total score, subtract the Best Ranking score from the Your Ranking score.

YOUR INDIVIDUAL RESPONSES FOR EMPATHY

Why is it important to you to be empathetic – understanding others’ situations, feelings, and motives?

One response to that question is that being a good communicator is very dependent on how much you understand your audience so that you can present your message in a way that will result in the response you desire from your audience, whether that audience is one individual or a thousand.

Another response to the importance of empathy is that if you are empathetic, it is a given that you are a good listener because listening is the major means by which you come to understand others’ situations, feelings and motives. In addition, listening is an important way you let others know you value them and care about them; thus your relationships can improve through your empathy.

Practicing empathy can help you show you care and are connected with those around you and can help you improve your ability to recognize others’ feelings and thus be able to effectively manage others’ emotions in positive ways that will enhance the relationships you have – whether at home, work, school, or social occasions.

YOUR INDIVIDUAL RESPONSES FOR SOCIAL SKILLS

Individuals who score high in the other four categories – self-awareness, self-management, self-motivation, and empathy will normally be able to apply those competencies to their ability to effectively manage themselves in both formal and informal social situations.

Because your social skills are often on display, you must be comfortable conversing with all types of people, demonstrate appropriate etiquette in different social settings, and enhance the level of cooperation among individuals in groups where you are a member, whether in work-related or social situations.

Social Skills

Related Statement: “I’m very good at handling myself in social situations.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I can find common ground and build rapport with people from all walks of life.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I encourage a friendly, cooperative climate in groups or organizations.”

Best Ranking: 5

Your Ranking:

Difference:

Related Statement: “I have close friendships with many different people.”

Best Ranking: 5

Your Ranking:

Difference:

TOTALS FOR SOCIAL SKILLS

Best Ranking: 20

Your Ranking:

Difference:

Scoring:

Strongly disagree – 1 ranking points

Disagree – 2 ranking points

Neither agree nor disagree – 3 ranking points

Agree – 4 ranking points

Strongly agree – 5 ranking points

To calculate your total score, subtract the Best Ranking score from the Your Ranking score.