Responses for Discussion

The given questionnaire seem to be quite investigative as it relates to who I am. After filling the questionnaire, I summited to the scale values that completed for the certain changes. After the calculation, the four seven traits indicated the outcome as “Resourcefulness =25, Adaptability =26, Optimism =24, Confidence =26, Adventurousness =23, Tolerance for Ambiguity = 26 and Passion/Drive =27.” When I went through the average calculation, I got to know that I am optimal range because my trait score values range between 23 and 37 and the optimal range lies between 22 and 26.

According to resourcefulness, I trust that is sufficiently resourceful to create and come up with a strategy and possibilities that I can employ in order to attain my targets (Hays, 2015). In terms of optimism, I have realized that am not that bad when it comes to observing any chance available and possibilities to certain matters.  Basing on adventurousness, I don’t seem to be any good in taking risks which is exactly right concerning me.  My passion or drive according to the outcome showed that I am self- driven in what I normally undertake and not even forced to do whatsoever am willing to attempt.  Also, according to adaptability, I realized I am good at adjusting in any environment I go since it indicated higher score. My confidence keeps me moving and through the test, I was able to understand that I trust in myself and undertake what I always do. Tolerance for ambiguity indicated what I had never imagined of. After completing the questionnaire I realized I am goo in tolerating issues.

Generally, the questionnaire was very resourceful to me because I acknowledged I had some readiness character that I never imagined and thought of.  I then recommend such questionnaire to be used to individuals to allow them to seek out for the sort of readiness character they have in order to make the training in some issues to be simper. For instance, training a football team, volleyball team, basketball, and rugby team. 

References

Hays, J. (2015). Chaos to capability: Educating professionals for the 21st century.

Fatima, M., Riaz, A., Mahmood, H. Z., & Usman, M. (2020). Linking employees change-related self-efficacy, change readiness and commitment to change. Pakistan Journal of Commerce and Social Sciences (PJCSS), 14(1), 334-367.

Norcross, J. C., Krebs, P. M., & Prochaska, J. O. (2011). Stages of change. Journal of clinical psychology, 67(2), 143-154.

Valmohammadi, C., & Amidi, M. (2020). Modeling influence of change readiness on knowledge acquisition process: A case study. Cognitive Systems Research, 61, 14-31.