Summary Reflection Result

Q1.How do these assessments impact my perception of me?

a.How do these assessments impact my career aspirations?

b.How do these assessments impact my work style?

c. How do these assessments impact how I contribute to teams and an organization?

My total Result:

Company Alignment

Company Alignment

0

20

19

19/2019 out of 20

High company alignment

Company alignment estimates the extent to which you follow company procedures and have values congruent with company values. The greater the alignment, the more likely that you can abide by company practices while working alone and without direct supervision. While some deviation from company practices may be appropriate, remote workers need to agree with company values and provide work that is consistent with company expectations most of the time. Scores on this scale range from 4 to 20.

Low Social Needs at Work

Low Social Needs at Work

0

20

7

7/207 out of 20

Low

People with a high score on this subscale do not rely on co-workers to satisfy their social needs. Successful remote workers tend to score higher on this subscale (i.e. have lower social needs at work) because working from home offers less opportunity for social interaction with co-workers than when working in an office setting each day. Scores on this scale range from 4 to 20.

Independent Initiative

Independent Initiative

0

30

25

25/3025 out of 30

High

Arguably the most important characteristics of successful remote workers is that they are able to set their own work goals and maintain a productive work schedule without direct supervision. People who score higher on this subscale tend to have a higher degree of independent initiative. Scores on this scale range from 6 to 30.

Total Remote Work Disposition

Total Remote Work Disposition

0

70

51

51/7051 out of 70

Moderate remote work disposition

This overall score combines your results for company alignment, social needs at work, and independent initiative. A higher score indicates that you will probably be more satisfied and productive in a remote work arrangement than someone with a lower score on this scale. Specifically, people with high scores have higher alignment with company values and practices, lower social needs at work, and higher independent initiative. Scores on this scale range from 14 to 70.

Some people thrive in remote work arrangements, whereas others discover that it is neither a satisfying nor productive work environment for them. This scale assesses three personal dispositions that are identified in the literature as characteristics of effective remote workers: (a) high company alignment, (b) low social needs at work, and (c) independent initiative.

Avoiding Interruption

Avoiding Interruption

0

9

5

5/95 out of 9

5

Average score

People with high scores on this dimension have a strong tendency to let the speaker finish his or her statements before responding. Scores on this subscale range from 0 to 9. The average score among a sample of MBA students was 5.9.

Maintaining Interest

Maintaining Interest

0

9

4

4/94 out of 9

4

Average score

People with high scores on this dimension have a strong tendency to remain focused and concentrate on what the speaker is saying even when the conversation is boring or the information is well known. Scores on this subscale range from 0 to 9. The average score among a sample of MBA students was 4.6.

Postponing Evaluation

Postponing Evaluation

0

9

6

6/96 out of 9

6

Average score

People with high scores on this dimension have a strong tendency to keep an open mind and avoid evaluating what the speaker is saying until the speaker has finished. Scores on this subscale range from 0 to 9. The average score among a sample of MBA students was 5.4.

Organizing Information

Organizing Information

0

9

2

2/92 out of 9

2

Low score

People with high scores on this dimension have a strong tendency to actively organize the speaker's ideas into meaningful categories. Scores on this subscale range from 0 to 9. The average score among a sample of MBA students was 6.4.

Showing Interest

Showing Interest

0

9

6

6/96 out of 9

6

Average score

People with high scores on this dimension have a strong tendency to use nonverbal gestures or brief verbal acknowledgements to demonstrate that they are paying attention to the speaker. Scores on this subscale range from 0 to 9. The average score among a sample of MBA students was 5.7.

Active Listening

Active Listening

0

45

23

23/4523 out of 45

Active Listening23

Moderate active listening

People with high scores on this total score have a strong tendency to actively sense the sender's signals, evaluate them accurately and respond appropriately. Scores on this active listening total score range from 0 to 45. The average score among a sample of MBA students was 27.9.

Your textbook described several dimensions of active listening. Five of these dimensions are estimated in this self-assessment: Avoiding Interruption, Maintaining Interest, Postponing Evaluation, Organizing Information, and Showing Interest. Together, these five dimensions represent the total active listening score. Each subscale has a potential score ranging from 0 to 9 points; the total active listening score has a range from 0 to 45 points. Higher scores indicate that the person perceives that he or she has a higher level of each skill.

Encourager

Encourager

0

15

9

9/159 out of 15

Range8 to 11

Moderate preference

People who score high on this dimension have a strong tendency to praise and support the ideas of other team members, thereby showing warmth and solidarity to the group. The average score in a sample of MBA students is 10.25.

Gatekeeper

Gatekeeper

0

15

10

10/1510 out of 15

Range8 to 11

Moderate preference

People who score high on this dimension have a strong tendency to encourage all team members to participate in the discussion. The average score in a sample of MBA students is 10.0.

Harmonizer

Harmonizer

0

15

10

10/1510 out of 15

Range8 to 11

Moderate preference

People who score high on this dimension have a strong tendency to mediate intragroup conflicts and reduce tension. The average score in a sample of MBA students is 9.85.

Initiator

Initiator

0

15

11

11/1511 out of 15

Range8 to 11

Moderate preference

People who score high on this dimension have a strong tendency to identify goals for the meeting, including ways to work on those goals. The average score in a sample of MBA students is 9.79.

Summarizer

Summarizer

0

15

9

9/159 out of 15

Range8 to 11

Moderate preference

People who score high on this dimension have a strong tendency to keep track of what was said in the meeting (i.e., act as the team's memory). The average score in a sample of MBA students is 8.44.

The Team Roles Preferences Scale estimates your preferred roles in meetings and similar team activities. The instrument calculates your preferences on five team roles: Encourager, Gatekeeper, Harmonizer, Initiator, and Summarizer. These are among the most important roles in teams, but you keep in mind that teams have several other roles that are not measured by this scale. Scores for each of the five team roles subscales range from 3 to 15.