Staff Culture Orientations Questionnaire

iibp-admin

  • Version
  • Download 0
  • File Size 76.98 KB
  • File Count 1
  • Create Date 16-March-2020
  • Last Updated 16-March-2020

Note: This test review was published by BPS on 6th October 2008

Description of the 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’.

Authors: Centre for Corporate Culture

Test Publisher: Centre for Corporate Culture