PDFDOC

Sample

Sally Service

General Workforce - Narrative Report

Career Drives

Achievement - Primary

The need for achievement is frequently an important aspect in contributing to career success, and today's workplace requires a strong end-results focus. Responses indicate that Sally gets satisfaction from achieving results, and would usually be clear in what she is trying to achieve. This aids in being productive, and wanting to see tasks completed satisfactorily. People with similar scores often have reputations as 'good workers'.

Remuneration - Secondary

For various reasons, today's workforce is more concerned with remuneration issues than traditionally. However, in line with most people in the workforce, responses indicate that Sally is not most motivated by money. She obtains more satisfaction from other factors at work, and probably regards money and financial remuneration packages on the basis of a fair return for results achieved. The fairness of a remuneration package is more likely to be judged on the basis of relativity to others inside the organisation, and on the open job market, rather than the quantum of the package.

Ambition - Primary

	Sally has strong personal ambition to do well, which usually translates into trying hard to achieve personal and career goals within their organisation. People with similar scores are generally conscientious and committed, and enjoy their jobs, and try to do their best.

Independence - Secondary

Sally values independence more highly than most other workers. People who value autonomy too highly can be a mixed blessing. In times of change, or in roles where a lot of challenging of the status quo is appropriate, they have a special contribution to make. They also usually have many good and original ideas and can be very forceful in seeing them implemented. Invariably, though, they want to do things their way, and conflict frequently erupts unless they have learnt to respect that others may do things well a different way. When they don't get their own way they may go underground to achieve their aims. Because of their high need for independence they often have difficulty fitting into organisation life unless the role gives them the independence that they need. They may go beyond their authority to achieve their wants, and believe it is easier to ask forgiveness than to seek permission, especially if they feel the answer will be 'no'. They are likely to strongly resent any perceived interference in the way they do the job. Notwithstanding, many of these people can and do make an outstanding contribution. Many highly independent people are self-employed or consultants or similar. SHADOW SIDE - If charismatic, some of these people can tend to be empire builders in an organisation by attracting followers to their point of view. Some may develop a reputation for being rebellious and difficult to manage.

Recognition - Secondary

	Sally would like to be recognised for her work, and respected in the workplace. She would strive to maintain standards, and would generally subscribe to a quality ethic. The reputation of the organisation that she works for is likely to be important, as there would be ego involvement which she would see as reflecting her personal values.

Conflict Management Style

Assertive - Secondary

	Responses indicate that Sally is sensibly assertive and adequately confident to address issues when there is a need to. By being willing to address conflict at the appropriate stage, situations don't escalate or deteriorate. Such people are also usually willing to provide feedback to management, and so make a contribution to better operations in their area.

Competitive - Secondary

Responses indicate that Sally is reasonably verbally competitive, and willing to have her say. This is desirable to provide management feedback, and to let others know your requirements. However, some people with similar scores need to ensure that they are being competitive in appropriate situations, and with appropriate people. Mostly in an organisation setting it is more appropriate to be seeking a win/win outcome, rather than a personal victory.

Collaborative - Secondary

	Responses indicate that Sally appreciates the value of win/win outcomes, and usually tries to be collaborative in her dealings with others. This tends to generate goodwill and trust in building relationships, as well as optimising gains available for all parties.

Compromising - Secondary

	Sally is generally willing to compromise, and this is increasingly appropriate in today's complex world where we frequently can't fulfil our own agenda, and have to be willing to trade-off with others. Compromising is a useful technique in gaining internal cooperation and negotiating, and in preserving good relationships with other parties when an issue is very important to them.

Coping

Security - Secondary

Whilst security is increasingly valued by many people in today's workplace, Sally has a modest concern for job security, in common with many career-orientated people who seem confident of their skills and employability, and rates other work factors ahead of security. This is appropriate in enabling making decisions without being paralysed by the fear of a making a mistake. People with similar scores tend to be willing to speak their minds, and embrace change rather than resist it. SHADOW SIDE - Some people with similar scores may be so confident in their security that if things don't go their way, they may have a tendency to leave. May be too outspoken and willing to disagree with authority.

Responsibility - Primary

	Sally seems to be a sensibly responsible person who can normally be relied upon to exercise good judgment in accepting workloads, and would be a conscientious worker. Sally would usually enjoy a challenge, and the opportunity to be stretched and acquire new skills. Sally would tend to know her limits, and generally accept and deal with mistakes in a positive and objective way.

Stress Resilience - Primary

	Responses indicate that Sally seems to be coping with her job to the same degree as most others in the workforce, in that some stress is evident, but not enough to compromise performance. People with similar scores probably get adrenalin from challenges, and enjoy some pressure. In relationships with others, such people are generally relaxed and able to make time to listen to others.

Sensitivity - Secondary

	Sally is generally sensitive to the needs of others, and does not get upset easily. Such people usually tend to be pleasant to work with, and a good sounding board.

People Orientation

Agreeable - Primary

Studies show that the social environment at work is one of the most important factors for many workers to get satisfaction from their jobs. Responses indicate that Sally wants good relationships with others at work, and such people generally try to be agreeable and pleasant, and are usually suited to public contact duties. They usually have a need to be liked, and to belong. SHADOW SIDE - May spend too much time socialising and talking about non-work issues, and productivity and commitment is likely to fall if the social environment does not suit them.

Teamwork - Secondary

Being part of a team is increasingly important in today's workplace. Sally enjoys being a member of a team, and would generally cooperate with others. People with similar scores are usually willing to be trusting and open, and understand the benefit of group consultation and involvement, and may concede their agenda for the greater good of the team. SHADOW SIDE - May need to keep an eye on team achievement, not just team participation.

Extraversion - Secondary

Responses indicate that Sally is probably neither strongly introvert or extrovert, which usually means that she can act as a good bridge between these ways of thinking, and contribute to a harmonious work environment. Such people are generally open, and approachable by others and are willing to listen to concerns, but know when to stop socialising and get down to work. They are usually aware of external factors likely to have a bearing on their job.

Intimacy - Secondary

	Responses indicate that Sally generally strikes a balance between forming friendships at work and remaining objective about relationship issues. Positive personal relationships can often accomplish much that may not have been possible through formal channels.

Power and Influence

Persuasive - Secondary

	Sally probably has reasonably good persuasive abilities, and would generally be willing to try to influence others to their point of view. People with similar scores frequently like customer service or sales duties, and enjoy some degree of public contact.

Directive - Secondary

Responses indicate that Sally has little desire to be a leader, and is not likely to be strongly directive or influencing of others. Whilst these qualities seem not to be needed for many non-managerial positions in the workforce, people with similar scores may be too submissive to get their voices heard when needed. This can extend to responsibilities for training others, or to dealing with difficult customers, where they are likely to be seen as too compliant or soft.

Problem Solving

Innovation - Secondary

	Today's general workforce tends to be more innovative, perhaps reflecting the proliferation of project team approaches. Responses indicate that Sally likes to be innovative, and would be good at coming up with ideas. People with similar scores often like variety in their work, and can become bored with routine or mundane tasks, and frustrated with red tape.

Decisive - Secondary

Responses indicate that Sally tends to be slow to make decisions, and is likely to procrastinate in order to get everything right. This can result in bottlenecks, lack of output, and excessive accumulation of work, and be frustrating for others who work with her. Sometimes indecisiveness is associated with security, and the need to obtain too much data through fear of making mistakes, and can be correlated with excessive analysing and attention to detail. People with similar scores often benefit by consciously deciding more quickly on minor issues so as to free attention for more important tasks. Sally may have difficulty varying her pace of work, and would probably tend to work longer hours rather than work faster.

Proactive - Secondary

	Sally would usually think about her work before jumping in and doing it, and is likely to be concerned with the quality of the output as well as the quantity. People with similar scores often foresee problems, and come up with improvements for ways of doing things.

Analysing - Secondary

	Responses indicate that Sally has a normal interest in problem solving and in being analytical, and would therefore usually be suited to most general workforce positions, except perhaps those specialised positions involving high complexity or considerable analytical aptitudes.

Values

Altruism - Secondary

Sally is a sensibly caring person who can usually remain objective about people and situations. People with similar scores generally consider the consequences of their actions regarding other people, and are respected and trusted by them for that. Such people usually like to help others, and generally support growth and personal development of others at work. They tend to be sensitive to people's personal needs at work, and listen to other's concerns. SHADOW SIDE - May sometimes seem insincere in listening to the problems of others if overworked or in need of approval. Others may lose confidence in confiding personal issues, especially if injudicious disclosures are made.

Trust - Secondary

	Trust and openness has emerged as quite an important issue for many people in today's workplace. Sally has a normal score for this category. This is likely to mean that she regards trust and openness at work as important. Sally is likely to be generally willing to trust, but others may have to earn that trust first.

Loyalty - Secondary

Issues of loyalty seem to have increased for most managers and workers of today's workforce. In relation to others Sally has a normal score for this category. This is likely to mean that issues of loyalty at work are of some importance to her, and she is likely to consider this factor when making decisions. Sally is likely to view loyalty as a two-way arrangement, and would normally return an organisation's loyalty. Similarly if she perceives that an organisation is not doing the right thing by her standards it is likely that she would be dissatisfied.

Conforming - Secondary

	In relation to others, Sally has a high score for this category. This is likely to mean that Sally places conforming to the views of society ahead of being pragmatic, and is likely to be conservative rather than break rules.

Workplace Management

Conscientious - Primary

Responses indicate that Sally generally likes to know her boundaries at work, and is comfortable working within the constraints normally imposed by a large organisation. People with similar scores are usually very careful and conscientious and respectful of authority. However, such people are more likely to maintain the status quo than be visionary and support reforms. SHADOW SIDE - May be too careful, and resist change, especially if not in own interests.

Detail - Primary

Generally speaking, the support staff role requires that good attention to detail be given to minimise errors and ensure quality of output. Responses indicate that Sally does give sufficient attention to detail, and would be very concerned with the quality of her work. People with high scores often work as professional or technical specialists, or in functions such as accounting or engineering where high attention to detail is appropriate. SHADOW SIDE - People with similar scores are often excessively worried about making mistakes, especially if security needs are also high. They sometimes have perfectionist tendencies, and could be very uncomfortable letting go detail, and may over-check work as a result.

Self Organisation - Primary

The multiplicity of demands in today's workplace requires workers to be more highly self-organised than in the past. Responses indicate that Sally is highly self-organised, and probably a strong believer in, and user of personal efficiency systems. This regimentation may serve her well in a management support role, or as a specialist in the organisation where high systemisation is appropriate. SHADOW SIDE - Sometimes people with similar scores may be seen as pedantic, over-organised and too fussy.

Disclaimer
The Apollo Profile reports are compiled from the responses of the candidate compared with others, and is intended for use as a *guideline only* for career assessment and development purposes. Inaccuracies of description may unavoidably be present, and comments should always be verified from other sources. Users are cautioned to ensure that they comply with relevant laws and regulations. Further interpretations to those provided in the reports may only be made by an accredited interpreter in accordance with the Apollo Profile Interpreter’s Manual. Whilst care has been taken with the design and information contained in the Apollo Profile, the Apollonean Institute Pty. Ltd. deny any liability for incidental or consequential damages resulting from the use of the Apollo Profile.
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