Work Style Questionnaire (SM)
How does he/she prefer or tend to work?
The "Work Style" questionnaire (Constantin et al., 2010) allows the assessment of 10 psychological characteristics, relevant to employees' workplace behaviours.
Work style (individual way of relating to work or to the organizational context and of approaching professional tasks) depends on a set of individual psychological dimensions resulting from the combination of personality traits, attitudinal patterns, motivational or behavioural preferences (Constantin et al., 2010). Through their combination, these dimensions determine a personal style of carrying out our professional tasks, a unique way, specific to each person, of relating to his or her work, to professional objectives (individual and organizational) and a personal style of acting in a professional context.
Based on the analysis of theoretical models and similar scales (Borman, Kusibiak & Scheinder, 1999; Adams, 2001; Feuerstein & Nicholas, 2005), followed by a series of in-depth interviews conducted with Romanian employees (Constantin et al., 2010), a standardized psychological instrument was constructed in several stages to assess the essential psychological characteristics relevant to the work context.
The "Work Style" (SM) questionnaire contains 70 dichotomous items, statements with two possible response options (forced choice), including an intermediate response option ("?") for the undecided or those who do not fit into either of the two dichotomous options.
The factors of the MS Questionnaire, according to which we can define an "individual profile" or a "work style" relevant to the work context, are :
Adaptive - Innovative
Planned - Spontaneous
Dependent - Independent
Individualistic - Collectivistic
Dedicated - Detached
Relaxed - Tense
Impulsive - Controlled
Intuitive - Analytical
Demotivated - Motivated
Energetic - Exhausted
Knowing the work style, the preferred behaviours that are activated by each person in a professional context, can lead both to a better/optimal management of current employees("awareness" of personal preferences and their optimal use in relation to organisational objectives) and to a more "inspired" selection of future employees.
In the recruitment and selection process, candidates can be identified who, together with technical skills, have the optimal psychological characteristics to perform in a given organisational context, in a given professional position. Furthermore, the 'fit' between these candidates and the team already formed can be analysed or valuable insights can be provided on how to manage resources more effectively in an already formed team.
Work style (individual way of relating to work or to the organizational context and of approaching professional tasks) depends on a set of individual psychological dimensions resulting from the combination of personality traits, attitudinal patterns, motivational or behavioural preferences (Constantin et al., 2010). Through their combination, these dimensions determine a personal style of carrying out our professional tasks, a unique way, specific to each person, of relating to his or her work, to professional objectives (individual and organizational) and a personal style of acting in a professional context.
Based on the analysis of theoretical models and similar scales (Borman, Kusibiak & Scheinder, 1999; Adams, 2001; Feuerstein & Nicholas, 2005), followed by a series of in-depth interviews conducted with Romanian employees (Constantin et al., 2010), a standardized psychological instrument was constructed in several stages to assess the essential psychological characteristics relevant to the work context.
The "Work Style" (SM) questionnaire contains 70 dichotomous items, statements with two possible response options (forced choice), including an intermediate response option ("?") for the undecided or those who do not fit into either of the two dichotomous options.
The factors of the MS Questionnaire, according to which we can define an "individual profile" or a "work style" relevant to the work context, are :
Adaptive - Innovative
Planned - Spontaneous
Dependent - Independent
Individualistic - Collectivistic
Dedicated - Detached
Relaxed - Tense
Impulsive - Controlled
Intuitive - Analytical
Demotivated - Motivated
Energetic - Exhausted
Knowing the work style, the preferred behaviours that are activated by each person in a professional context, can lead both to a better/optimal management of current employees("awareness" of personal preferences and their optimal use in relation to organisational objectives) and to a more "inspired" selection of future employees.
In the recruitment and selection process, candidates can be identified who, together with technical skills, have the optimal psychological characteristics to perform in a given organisational context, in a given professional position. Furthermore, the 'fit' between these candidates and the team already formed can be analysed or valuable insights can be provided on how to manage resources more effectively in an already formed team.
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