(More On Psychometric Testing Cont.)
Introduction
A core part of psychometric testing is to identify underlying behaviours, values and emotions of people at work so there is higher engagement, better workplace culture and higher levels of congruence between staff, their jobs and the organisation. This can be achieved by:
"...- matching individuals with an organisation/job where they are likely to be engaged and motivated
- creating a healthy work culture
- understanding how to motivate each individual
- clarifying when and where reward and recognition is most important, and what form it should take for specific people
- identifying the sorts of environments that will keep them engaged or potentially demotivate and stress them.
Matching an individual's values against those of the organisation......highlights where they are most likely to be at odds. Reverse/opposite values between the two, unless properly addressed, can lead to problems further down the line..."
Chris Schutte, 2023b
Align factors between the individual and the organisation
| Motivators/demotivators |
Individual |
Organisation |
| Major motivators | independence financial security*i predictable environment*iii variety*iii physical activity*i close relationships prestige |
business ethics artistic appreciation financial security*i concern for others risk*iii cultural identity physical activity*i |
| Minor motivators | financial rewards concern for others physical challenges cultural identity artistic appreciation business ethics creativity |
close relationships financial rewards authority social interactions prestige achievement independence |
| Possible demotivators (source: Chris Schutte, 2023b) |
freedom of lifestyle*ii personal development*ii ability utilisation*ii social interaction achievement risk*iii authority |
freedom of lifestyle*ii variety*iii personal development*ii physical challenges creativity ability utilisation*ii predictable environment*iii |
Notes
i) major motivator
ii) possible demotivator
iii) reverse/opposite
Some common work psychological hazards
Some of these include:
"...- high and/or low job demands
- low job control
- poor support
- low role clarity
- poor organisational change management
- low reward and recognition
- poor workplace relationships including interpersonal conflict
- remote or isolated work
- poor environmental conditions
- traumatic events
- violence and aggression
- bullying
- harassment including sexual harassment..."
Chris Schutte, 2023b.
Failing to address these hazards can lead to work-related stress, psychological or physical injuries, lost productivity, poor workplace culture, low morale, etc.
Summary
The aim is to take out the guesswork and to identify the real causes behind psychological and psychosocial issues at work and find the best solutions before it is too late:
"...It is important to assess and predict where issues are likely to occur, as prevention is always better than finding a cure. Using psychometric assessments and profiling will enable businesses to identify risk, measure people's behavioural characteristics, align them more easily with the organisation and engage them in their work..."
Chris Schutte, 2023b