Management

“When you’re a Spy, your job title can be anything, from Manager to Waiter, even criminal. The reason for the multitude of names? As a Spy, your job is to gather information from a range of sources, and you need to do it in any way you can. That includes putting on a disguise.

There are a few different paths that you can take to get into this career, and you can focus on a range of specialties, from technical to languages. The title “Spy” isn’t really used anymore. Instead, you’re now called a Covert Investigator or, more broadly, a CIA Agent. Whatever the title, it means you investigate and protect US interests abroad.

You investigate things like terrorism, fraud, corrupt governments, and a wide variety of other crimes. Your job is to keep Policymakers and the President of the United States aware and informed on the happenings around the world.

You can find the information you need in a lot of different ways. You might get to go undercover and pretend to be a different person, but for the most part, your job is much more routine. You carry out interviews with informants and allied Agents, analyze data, and read through research. You look for possible international problems, such as civil unrest, war, famine—anything that can cause problems for the United States.

This job involves a lot of collaboration and communication. You work with other Agents, international police forces, or informants. The informants you work with are usually average people, so the ability to speak their language is a big plus.”

http://www.insidejobs.com/careers/spy

This employee is located around the fourth tier of a hierarchical chart. The top of the organization would be the President. Under the President would be the Policymakers followed by the head of the organization. Then us as the employee’s boss and then the employee.

Working Attitudes (satisfaction and commitment)

Job satisfaction is an attitude that reflects the extent to which an individual is gratified or fulfilled by his or her work. (from powerpoint). Organizational commitment is an attitude that reflects an individual’s identification with and attachment to an organization. (from powerpoint).

There are many factors that lead to job satisfaction. Those factors are compensation, growth, supervisor relationship, peer relationship, feedback/recognition, company policies, and work itself. When it comes to compensation our employee is at a 5.4 which shows that the employee is between agrees moderately and agrees very much with the compensation that the employee receives. When it comes to growth the employee sored a 4. This shows that the employee only agrees slightly that there is room to grow with our company. When it comes to supervisor relationship is a 5. This correlates with agrees moderately to the relationship between the employee and the supervisor. Looking at peer relationships our employee scored a 5. This means that when it comes to the questions about peer relationships our employee tends to agree moderately. Feedback/recognition is scored at a 3.3. This shows that our employee disagrees slightly and agrees slightly with the items that are asked about feedback/recognition. Company policies were scored at a 3.7. This one has the same type of scoring as feedback/recognition. Though our employee is more aligned with agree slightly. Work itself is scored at a 4.7. This puts our employee in the agree slightly and agree moderately.

The commitment survey divides surveys into two distinct types; affective commitment and continuance commitment. Affective commitment is how much an employee likes or feels as if they are part of the organization. ( www.employmentcrossing.com/employers/article/900006766/The-Three-Types-of-Organizational-Commitment-of-Employees/ ). Continuance commitment deals with the costs that an employee would associate with leaving the organization. ( www.employmentcrossing.com/employers/article/900006766/The-Three-Types-of-Organizational-Commitment-of-Employees/ ). Our employee scores pretty high on affective commitment. Our employee also scored high on continuance commitment.

Job Performance Appraisal

Our employee continues to perform above expectations in almost all factors of his job performance appraisal. The employee does need to work on his expense management. Though this will not negatively affect our satisfaction with the work he does.

Personality

Five factor model: Includes description of extroversion, conscientiousness, agreeableness, emotional stability, and intellect. All of these are measured on a 100 point scale. The average score ranges are based on young adults ages 18 -35. For extroversion the average score range is 56 – 78. Our employee scored an 83 on extroversion. This means that our employee shows high levels of social facility, ambition, energy, enthusiasm, dominance, and positive affectivity. This also means that our employee has a predisposition for the employee’s actions to be positive, emotionally satisfying, and effectual. Our employee tends to be more enthusiastic and energetic in social settings.

For conscientiousness the average score range is 63.6 – 82. Our employee scored a 100 on conscientiousness. This means that our employee exudes cautiousness, orderliness, persistence, dependability, responsibility, carefulness, and preferences for predictability. Our employee shows high levels of perseverance, low impulsiveness, and a strong disposition towards achievements. Our employee also shows traits associated with planning, organizing and task completion.

Looking at agreeableness the score range is from 64.6 – 86.2. Our employee scored a 63. This score is below the average score range. It shows that our employee has a tendency to be a little more antagonistic over friendly, skeptical over helpful, and competitive over cooperative.

Emotional stability the average score range is 42-62.4. Our employee scored an 89. This shows that our employee has a strong ability to adapt to situations. Our employee is able to control impulses and to more effectively deal with stress.

Intellect or openness to experience score range is 63-82.2. Our employee scored 95. This shows that our employee has high intellectual activity, cultural sophistication, thoughtfulness, originality, imaginations, need for variety, and preference for cognitive complexity. Our employee is flexible and does not have difficulty understanding others’ views.

Emotional Intelligence

Self-emotion relates to our employees ability to understand is own deep emotion and to express it naturally. (jgxy.usx.edu.cn). Our employee scored mostly agrees when it came to these types of appraisals. Others emotions relates to our employees ability to observe and understand the emotions of the people around him. (jgxy.usx.edu.cn).Our employee scored mostly agrees and strongly agrees to these types of appraisals. Use of emotion is the ability of our employee to monitor and adjust his emotions and recover quickly from distresses and climaxes. (jgxy.usx.edu.cn). Our employee strongly agrees with these types of appraisals. Regulation of emotion is the ability to take his emotions and channel them into constructive activities and to his personal performance. (jgxy.usx.edu.cn). Our employee is very agreeable to this appraisals.

Motivational Drivers

Our employee is intrinsically motivated to knowledge and competence with an average score of 6.25.Our employee is not intrinsically motivated towards relatedness. Our employee is intrinsically motivated to stimulation/autonomy. Our employee is extrinsically motivated by identified goals and expectancy. Our employee is only moderately extrinsically motivated by justice.

Educational Background

Our employee is highly educated. The employee would have at a minimum a bachelor’s degree. The employee has to be able to blend into any situation so the employee is not only book smart but street smart as well. The employee would have a background and fluency in many different languages and dialects. The employee would have a well-rounded education so that the employee can be knowledgeable in any situation. Not only would the employee have to be highly educated our employee has gone through training to be able to blend in and not raise any type of suspicion with their work. The employee has been trained in etiquette, mannerisms, and nuances of different cultures based on where our employee is placed and who our employee would come in contact with.

Read and answer the Questions:

1) What are the ideal motivational practice(s) to boost this person’s morale?

2) How do you improve (or sustain) the job satisfaction of the subject?

3) How do you assess performance? Provide recommendations to the appraisal provided.

Use this information to apply it on the question answer.

Motivation dictates attention, intensity, and persistence

Two groups of theories: Intrinsic versus Extrinsic

Extrinsic: Goal, Expectancy, & Equity

Intrinsic: Needs, reinforcement?, & satisfaction

Intrinsic might outperform extrinsic

Content of appraisal – what are you managing?

 Quality of data – are assessments objective?

 Validity of Results – can you demonstrate statistical support ?

 Standardization of procedures – Are measures and procedures properly standardized?