15FQ+ Personality Test has Working Edge in Predicting Performance in Chinese Workers
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ocal is not always better when it comes to using personality tests to hire or upskill workers in Asia, particularly China.
Personality tests are used mostly by those responsible for employee hiring decisions to predict the work performance and character of potential staff.
The use of these tests has steadily grown over the years with research evidence suggesting that they are more reliable than many other common forms of employee assessment.
Despite the growth in the use of personality tests as indicators of work performance, some Chinese researchers have criticized Western-developed personality tests used in China and throughout Asia.
They are concerned that Western-developed tests may have “blind-spots” in their assessment and thereby ignore potentially important cultural differences such as face, family-orientation and harmony.
However, research by award-winning organizational psychologist Dr. Graham Tyler has shown that translated tests from the West (such as Britain and the United States) can be more reliable and accurate than tests that have been developed by local publishers based on local theories of personality.
“Western-developed tests such as the 15FQ+ predicted performance, but, the CPAI, a Chinese test developed in Hong Kong did not”, Dr. Tyler said. He continued:
“Local researchers claimed a blind-spot in Western tests that would threaten their validity in China and other parts of Asia. Even if that blind-spot exists, our research indicates that a lot of work needs to be carried out to make locally-developed tests more reliable and valid in the local context.”
Dr. Tyler is Executive Director of PsyAsia International, a psychological testing and human resource training consultancy with offices in Hong Kong and Singapore. He also teaches MSc HRM at a Hong Kong university.
He said his research showed that country-specific personality tests may have no advantage, provided the wording and cultural concepts were accurately translated in Western-developed tests that are based on a well researched and validated model.
The 15FQ+ personality questionnaire used in his study was developed on the basis of Raymond Cattell’s renowned and empirically supported model of personality. The questionnaire assesses 15 of Cattell’s original 16 aspects of personality.
In addition, it assesses a further 5 major personality factors which have enjoyed cross-cultural validation within a model known as the “Big-5″ or “Five-factor Model”.
One of the major problems with the locally-developed test was that it was, on the whole, not a very reliable measure.
This means that it lacked consistency of measurement. If users cannot be confident that measurement will be consistent, they also cannot be certain that the test measures what it purports to measure (i.e., important Chinese personality traits).
So, whist statistical analyses showed that the 15FQ+ scales predicted aspects of participant’s performance such as customer service and time management ability, the CPAI did not do so.
The research involved 1040 individuals throughout Asia and Australia, working in nine organizations including a private hospital, an international airline, a shipping company, a security firm and luxury hotel.
They were administered the 15FQ+ and the CPAI and consented to providing their performance appraisal data from the current and previous years.
Additionally, pre-existing data from thousands of test respondents in Australia, New Zealand and the UK was analyzed.
Dr. Tyler said that this research has implications not only in Asia, but throughout the world given the large numbers of Asians (particularly Chinese) who have and who are continuing to emigrate all over the world.
The research was funded by an international scholarship award from the University of Queensland, Australia and supported by Dr. Peter Newcombe at the University of Queensland and Prof. Paul Barrett at the University of Auckland. PsyAsia International provided travel and subsistence expenses.
Dealing With The Dimensions Of Diversity
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When employed in the corporate world I recall vividly going through some of the first diversity training workshops put on by the company. These were all focused around the women versus men working together topic and the relevant issues which arose from that.
As things progressed the voices of individuals from the other many dimensions of diversity started to be heard and; now it is clearly acknowledged that we need to pay attention to employees from all of the dimensions Of diversity in order to craft out effective diversity strategies which lead organizations developing and maintaining a competitive advantage in the marketplace.
So what are these dimensions Of Diversity of which we speak? Well, there are many and here are some to consider:- thinking styles, language, ethnicity, religion, perspectives, experiences, nationality, job level, race, culture, skills, gender, physical abilities, sexual orientation, age and sex. These dimensions Of diversity lead to us acting in a particular fashion and carrying out our day to day work activities in our own particular style.
Each individual whilst acting within their particular style according to their view of the world have the basic needs of being appreciated and acknowledged. Their ideas of how a company should design and develop and product or service and; sell that product or service into the marketplace need to be incorporated into the decision making process. This is especially important when we bear in mind that the organization’s products and services are being sold into an ever increasing diverse marketplace.
With the makeup of the typical management structures of today’s companies it is critical to have the structure and processes in place which ensure that effective career progression, recognition, acknowledgment and reward for all employees. The higher level management will need to go through relevant training and to fully embrace diversity with the lead of the human resources department.
The way this is implemented will of course differ from organization to organization but we may well see management spending time with individuals in order to understand the world from their point of view. This could take the form of one of meetings and/or social events. However I would advise a mentoring / mentee relationship which gives both parties a view into each others world.
It may be the case that a high level corporate manager comes from a middle class background, attended private schools and went straight through to a prestigious university and from there through various programs is managing as expected. And it must be said, is well equipped to do so. However, this individual may well have no real life experience of dealing with members of the community that are not like themselves so, when they are faced with dealing with individuals like this within the workplace they are left outside of their comfort zones.
In the same organization you may have some other well educated individuals from say the black and ethnic minority communities who is very talented however, the manager may not have life experience of dealing with this type of individual.
(The above is for illustration purposes only, we could use an example where the managers are strictly religious and have to deal with employees who are well capable and may be in a gay relationship this could cause the manager not to value that individual and in turn that individual’s career may not be progressed as it otherwise would have and the company ends up not running in the most efficient way)
The way this individual’s ideas, suggestions and opinions are processed due to the manager’s bias may lead to inefficient development and marketing strategies. These will all in turn lead onto the company not operating in an as efficient a manner as it otherwise would be if all of the quality ideas and suggestions were taken on board.
This illustrated some of my thought processes behind devising an effective diversity strategy in bringing together the management team, human resources and individuals from the differing dimensions of diversity in order to improve company efficiency and overall employee satisfaction as well as enhancing the company’s competitive advantage.
Benefits Of Professional Talent Hunting
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Retained search is different than any other type of ‘talent hunting’ in the market. If done properly and professionally, it is much more effective than any other mechanism to find ‘the right fit’. Today there are more and more internet sites linking people and companies, on-line ads, networking sites for CV placements, popping up like mushrooms.
It is more than enough to convince you that everyone is on the Web job hunting, and if you’re not, well, you’ll lose that dream job that pays USD500K plus your own private jet to use the company villa in St Bart’s. Sad to say it doesn’t work like that- pasting CV’s all over the Internet dilutes one’s marketability, lowers credibility, and instead gives a patina of childish playfulness, not strategic marketing.
Companies, and candidates both partake of such posturing, but it has a very limited and passive effect; to stand back and see who comes a’knockin’ on your door. It reminds me of the cartoon ads decades ago that used to show a muscular man on the beach kicking sand at a wispy guy, telling you that if you want to be strong and confident, send in $10 and all your worries will be gone Ah, if only life (along with perfect abs and the perfect job) was that easy.
The best companies get the best talent by going out into the market and looking for it! Do you, as a hiring manager, really believe that you will find the best people to come into your organisation by taking out an ad and hoping your wishes are filled, or even by looking in a database and having an ‘ah ha’ moment, having found a perfect fit? Do you, as a strong candidate, think that the best companies will send you back a note on-line, telling you that you’re what they’re looking for, and the job is yours?
That is the attitude of ‘whoever comes along’..You are faced with a search process that warps the selection process; hiring those who come along rather than those you really think would be the best fit for the company.
Now, of course, I am aware that people have gotten jobs and companies have found people over the internet. I’m not a Luddite and think it is an amazing tool to get information. But the higher up one goes, the less likely that your next career move will be from the internet-it will be from your interpersonal ability to position and market yourself skillfully.
Part of that process is to work with a credible and trustworthy search firm. Whilst that is often synonymous with retained search, the truth is that a knowledgeable search firm mitigates a happenstance hire, and pivots towards the best content and the best fit.
Companies hire people based on their ability to think, not technical aptitude. Working with a like-minded search firm that can think, and allow a targeted search strategy to evolve, is antithetical to that passive approach. That, by the way, is why retained search often seems to be the last resort for companies, when it should logically be top of the list.
A good search firm will be able to consultatively understand not only the position, but the history of the role, organizational chart and how it works, the pluses and minuses, must haves, culture, future, growth, benefits, peers, and be able to articulate it [to the right people] better than the client!
For me personally, unless I have a mental picture of whom I’m looking for, I cannot do a successful search-it cannot get more intimate than that, yet unless you are truly under the skin of the organisation, you can’t explain, much less promote it, to a viable candidate.
Lesson #1-Don’t wait for whoever comes your way, whether you’re a client or candidate. Use the internet as much as you want, but it’s a chimera to think that technology will get you in the door.
The Power Of Thinking Positive In The Workplace
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As a manager, your staff look to you for guidance as well as leadership so they know where things are heading. However, we’re all human. We’re all affected by the day to day stresses that we just cannot escape from. Life can sometimes get us down but sooner or later we pick ourselves up again. Sometimes it happens quickly, other times it can take a little longer. There is one thing though that is so powerful that we tend to overlook a lot. That something is the power of positive thinking.
Positive thinking can help you realize things that you never thought were possible. Thinking big is indeed the Australian and American way and that’s what made our countries prosperous! Here are some tips to help maintain a positive mental attitude.
Recognize and embrace the thought that each moment is perfect, regardless of its outcome. Every time you hit on something that may appear too extreme, why not give it a shot and see if it will work? You will be surprised to see that there are other ways to get a task done in a reasonable time. If you are not pleased with the outcome, decide to use that moment to learn from and make the appropriate and required adjustments. Failure doesn’t have to be a negative thing. Use your failure to learn and grow … and to not do the same thing again!
Keep humor at the forefront of your thoughts, laughing at and with yourself when possible. You may find yourself quite entertaining when you loosen up! Life has too much to offer for you to mope around in self pity. Humor is very attractive, very passionate: life-giving. Not only that, people who are depressed or negative all the time are not pleasant to be around. You want to be a motivational force for your staff and not the opposite. I remember quite a few times at work throwing temper tantrums in my office over the most stupid little things. Most of the time other people heard me and started to laugh. Let’s face it. Someone throwing a tantrum is funny. So you can either see the humor in it or throw another one because people are laughing. I have known many people and I’m sure if you think about it you have too that just couldn’t laugh at themselves. Very sad I think. Life is too short to be super serious all the time. Needless to say there is a time and place for everything though.
Some people go through life thinking that everything in their life is screwed up. Who knows. Maybe it is. However, negative thoughts attract negative outcomes. Positive thoughts attract positive outcomes. Negative people attract negative people and positive people attract positive people. It’s a simple principal. So, think about it. If you have a positive outlook and attitude, literally anything is possible.
Tags: how to think positive, of positve thinking, positive attitude, positive thinking, positive workplace, power of positive thinking
What to Look For When Looking For An Employee
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This section will give you all of the tools you need for properly evaluating an employee.
What makes a good employee? There are several things you can look for during the application and interview processes that will help to ensure you hire good people the first time. The screening process should start with the initial application or resume.
One step you definitely shouldn’t skip is the background check.Though there may be a small cost involved in this, it’s important to make sure anyone you are considering hiring has supplied you with accurate information, and doesn’t have a criminal background (or has sufficient record of dismissal).
Here are a few alarming statistics from HireRight, a company that verifies resume information and conducts background checks:
1. 10 percent of applications and resumes contain serious background misrepresentation
2. 30 percent of job applicants exaggerate accomplishments to look good on paper
3. 34 percent of applications and resumes contain outright lies regarding ability, education, and experience.
As you can see, background checks are an important step in the hiring process.
Nice people make the best employees. In general, they are fast learners, easy to teach, and fun to be around. If it comes down to choosing between an exceptionally qualified and rude candidate, or a nice one who may need a bit of extra training to get up to speed, it’s in your best interests to choose the nice person every time.
Other than being nice, what qualities should good employees possess? Here are a few examples of qualities and characteristics to look for:
1. Responsibility: Seek people who will see their tasks through to the end, and will claim responsibility for their work and their actions on the job.
2. Initiative: Does the candidate demonstrate an interest in self-starting? Look for someone who will find something to do when they run out of work, rather than someone who’ll wait to be told what to do, and then rush through the assignment.
3. Discipline: Good employees are able to focus and complete a task or assignment thoroughly.
4. Positive: The best employees are generally cheerful, even when working on an assignment they don’t particularly enjoy.
5. Consistent: Look for employers who are dependable, show up on time, and will put in extra effort when necessary to finish the job.
6. Empathetic: Your employees should be able to recognize when coworkers or customers are having trouble, and be courteous and aware of their needs.
7. Modest: Look for people who give credit where credit is due, and don’t try to claim all the recognition for the work of the team.
This set of tricks for evaluating employees before you actually hire them should give you an extremely high chance of finding that perfect employee.
Tags: employee, hiring, hiring employee, interview
Using The Print Classifieds To Find That Perfect Employee
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This article will show you the tricks of the trade when using the newspaper classifieds to find good workers.
One of the oldest and most established methods of advertising open positions is through print classified advertisements. Many job-seekers still turn to the classified section of the newspaper or the back section of trade magazines to look for career opportunities.
Newspaper classifieds are generally inexpensive; trade magazine classifieds can run from a low to considerable cash outlay. If you intend to place a classified ad, it is important to make sure you compose an effective ad that will bring in the most qualified candidates, in order to make sure you get your money is worth.
How do you write an effective classified ad? In most cases, space will be limited to three or four lines (though you can typically get extra space for an additional charge). This means you will want to make every word count!
Here are the basics you need to include in your classified ad:
1. The job title you want to fill (manager, accountant, assembly, administrative assistant, etc.)
2. A brief description of the job duties
3. Pay rate: You do not necessarily have to list the exact amount you’re offering, and often it’s preferable to simply say competitive pay or salary DOE (depending on experience)
4. The name of your company
5. The name of the person to contact for an interview
6. A phone number, and an e-mail address, for the prospective employee to get in touch with you (it’s amazing how many classified ads forget to include contact information!)
Another important consideration when it comes to print classified ads is the publication in which it appears. If you’re looking for general employment, often the best place is the local newspaper. Trade magazines offer an advantage for filling specialized positions, in that few people who don’t have experience in the fields you need will be reading them.
It’s a good idea to ask the publication you’re considering placing a classified ad with for information on their circulation and demographics. That way, you’ll have a better grasp of the size and type of audience you’ll be reaching.
Those are the key points that you need to consider when using the paper to source workers in your business.
Great worker represent the difference from being in business temporarily or being in business for years to come, so please choose carefully.
I wish you the best in your search on hiring the right people.
Tags: classifieds, hiring, interviews, using classifies to find new employee
How Business Coaches Help In Team Building
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A Business Coach helps in the improvement of your business performance and image. The coach develops an agenda that works on improving your business strengths and honing your special skills. Business coaching though an individualized approach requires complete cooperation and transparency between the coach and the businessman, so that it ensures that the targets are achieved. The field was created to assist business owners to solve problems, increase strategic thinking, improve communication skills, create a business-savvy positive image and develop on-going goals.
Great athletes, political leaders, entertainers and musicians believe that the best way to reach higher goals is to work on performance, uncover talent and strengths and work effectively.
Business coaching is often associated with leadership. However, to be an effective leader, it is necessary to know yourself, your strengths and your weaknesses and the people around you. Business coaching helps leaders build a team of people who understand their objectives. Coaches also make it imperative for leaders to share the same commitment as that of the team. A leader must support each individual in that team, to perform to his very best.
The success of any business requires good teamwork at some time or another. Business coaches help owners build teams that work well together and motivate people to achieve success together. Since organizations and businesses are basically about people working together, creating and managing an effective team should be a priority for anyone looking to achieve success in business. Business coaching also teaches responsibility to owners and explains how improving the quality of your team and building management training could be the key to your success. Business coaches define a team as a group of people working together to achieve a common goal. Team building is the process of enabling that group of people to achieve a particular goal.
Team building activities are regarded as important management issues. A leader is only as strong as the team he or she leads. Business coaching that offers team building skills benefit managers and leaders, who are required to lead groups, teams or projects. Some of the issues you will be able to work on as part of an executive coaching program include:
. Understanding team leadership and its importance.
. Understanding how teams are formed and work together.
. Identifying and appreciating the use of different leadership styles.
. Creating effective teams through relevant team building exercises.
. Identifying methods of obtaining commitment from team members.
. Creating your own action plan to apply your team building skills.
The team building process is something you should be able to talk about with your coach, before you put it into practice. The basic stages involved are to clarify the goals of the team, identify any issues which may inhibit the team from achieving their goals and then address those issues, to enable the team to be successful. The essential skills you need are the ability to recognize the right issues and the ability to resolve them in an appropriate way. Your coach will be able to provide objective guidance and feedback at every stage.
Tags: building a team, buisness coach, business coaching, team building
