QO2: Opportunity Orientation Profile


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Note: This test review was published by BPS on 2nd March 2006

Description of the Test:

The Opportunity Orientation Profile is described by the authors as “a measure of the balance of energy people put into seeing either the rewards or the potential pitfalls associated with new opportunities”. The Team Management Questionnaire, by the same author, has four scales which correspond to four of the five dimensions described by the 5-factor model of personality. This measure adds the missing fifth dimension, but instead of covering all aspects of neuroticism-stability, it focuses on an area  "within the bounds of reasonable emotional stability where no serious pathologies exist". It therefore has face validity for a managerial and professional population. Feedback couched in non-clinical terms, is acceptable and relevant to the typical person in the workplace.  It is clearly stated that the measure is intended for development purposes rather than assessment for recruitment or selection, and that all who take the measure have the right to obtain feedback.

QO2 assesses one bipolar attribute through two primary scales : Seeing Opportunities and Seeing Obstacles. These are assessed independently. They are expressed as a ratio of one another to provide the QO2 score that is fundamental to the measure. Items for the two scales are based around 5 aspects or facets that are used to define this construct. These are: - Moving Towards Goals (MTG) energy - Multi-Pathways - Optimism - Fault-finding - Time Focus. There are 50 items in total which are answered in a four point rating from strongly agree to strongly disagree. Each of these facets is scored as a subscale of the measure, although it is recognised that they are not independent. There are a further two derived scores that can be obtained which are: the Hope Index (from MTG Energy, Multi-Pathways) and Handling Change (from Optimism, Fault-Finding, Time Focus).

Scoring of the measure can be achieved only by computer (using either the TMS bureau service or dedicated PC software) and the primary output is a 15-page report combining narrative with some graphics. The report is presented in a straightforward format. Emphasis is given in the Ethical Guidelines that preface the Facilitator’s Guide for the need to provide appropriate feedback support to individuals. The report provides interpretation for all of the scores that can be obtained and offers some development guidance.

Authors: Dr. D. J. McCann

Test Publisher: TMS Development International Ltd.

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