Staff Culture Orientations Questionnaire

Centre for Corporate Culture

Summary of Test Review

General description of Test


Test Review Summary

Test Name:Staff Culture Orientations Questionnaire
Author of Original Test: Centre for Corporate Culture
Local test distributor / publisher:Centre for Corporate Culture
Date of Current Review:August 2008
Date of Publication of Current Review / Edition:06 Oct 2008
Type of Test:Organisational Function
Work attitudes and preferences
Main Area of Use:Work and Occupational
Constructs Measured:The 14 Orientation Scales are:

1. Compliance – acceptance of the formal requirements and expectations set by the organisation and management
2. Social Conformity – easily fits in with others’ social expectations and demands
3. Self-Reliance - strong preference for working with minimum levels of guidance
4. Team Working – motivation to make a strong contribution to the team
5. Efficiency – responsible for the way they use organisation resources
6. Adaptability – adapt well to new demands, circumstances and the need to change
7. Work Style – systematic, methodical, organised and conscientious in their approach to work
8. Personal Development – interested in improving their own competence and effectiveness at work
9. Company Commitment – strongly identifies with their organisation
10. Social Relations – strong need to create and maintain excellent working relations with others
11. Balanced Outlook – cope well emotionally in a range of work situations
12. Giving Service – strong motivation to serve other people (do things for others)
13. Achievement – strive for high levels of accomplishment in all key aspects of their work
14. Action – energetic at work and enjoy being physically active

5 Combined Culture Orientations:

1. Accommodation – accepting others’ expectations and demands
2. Self-Sufficiency – capacity to meet challenges
3. Results Driven – concern for productive outputs
4. People Effectiveness – working effectively with others
5. Balanced Outlook – keeping things in perspective
Administration Mode:Supervised Group administration
Computerised locally-installed application - supervised/proctored
Response Mode:Paper and pencil
General Description of Test:The Staff Culture Orientations Questionnaire (SCOQ) forms one part of the Culturemetrics® Assessment System (CAS), a computer based system which assesses an individual’s work 'mindset' by eliciting the core work attitudes and beliefs that underpin their orientation towards work. It aims to measure an individual's 'mental and emotional' orientation towards key aspects of work. The authors' intention is to produce a practical culture diagnostic tool with psychometric properties that can be used at the individual level (e.g. for selection decisions), the team level (e.g. for team development) and the organisation level (e.g. to inform human resource strategy). The SCOQ focuses on work attitudes at the staff level and a second instrument, the Management Culture Orientations Questionnaire (MCOQ) (already reviewed), assesses the work mindset of managers. The SCOQ is not based on theory rather it is founded on the authors' practical and qualitative observations and research using the repertory grid methodology. The questionnaire was developed following the analysis of repertory grids that were used to identify factors important to superior work performance, involving several thousand managers and staff in a range of organisations, jobs and industries. The SCOQ measures 14 work orientations via a ‘semi-ipsative’ format. Work orientations include: Compliance – acceptance of the formal requirements and expectations set by the organisation and management, Achievement – striving for high levels of accomplishment in all key aspects of their work Adaptability – adapting well to new demands, circumstances and the need to change. The SCOQ also clusters these 14 orientations into 5 areas, including: 'Self-Sufficiency' the capacity to meet challenges and 'Results Driven' a concern for productive outputs. The questionnaire can be taken in a paper-and-pencil or on-screen version and in both cases it is scored by computer. A computer generated report communicates both what one might expect to observe from the individual for each dimension and the type of working environment they are likely to be suited to. It is also possible for an individual’s profile to be matched against a ‘target profile’. The target profile is created by identifying the optimal range of scores for the most relevant orientations for a given role. The individual’s profile is matched against this benchmark to provide the user with an analysis of ‘fit’.

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