Workplace Attitudes Test™ Results
The cumulative warning score for
this individual is 74
The nine attitudes relate to disruption in the
workplace and scores of 70 or above (70 is shown as the red line in
the chart) may indicate potential problems. Our research suggests
that these attitudes help determine behavior toward customers,
clients, fellow workers, supervisors, and work in general.
We also calculate a cumulative warning score,
shown above the chart, that is
based on a formula using the top three scores. A cumulative score of
70 or above should be of concern. See "Workplace Attitudes Test
Interpretation" sheet at the bottom of the page for more information on interpreting
The score for each attitude in the chart is as
It has been said that people are hired for their
qualifications and fired for their attitudes. If you pay careful
attention to warning signals, you are unlikely to make a mistake in
is the scoring key.
0 to 29
30 to 69
70 to 100
The bar chart shows nine attitudes related to
disruption in the workplace and scores of 70 or above indicate
potential problems. Our research suggests that these attitudes help
determine behavior towards customers, clients, fellow workers,
supervisors, and work in general.
High warning signals suggest a propensity for
confrontation meaning that the respondent may have difficulty
getting along with others in the work environment. Low or moderate
warning signals suggest the opposite and the respondent will likely
be sensitive to the needs of others in a work environment.
If there is only one high warning signal, this
should be discussed in greater detail with the applicant. If you are
satisfied with the explanations, you may still want to work with
this person. Note that low warning signals tend to mitigate a single
When looking at work-related attitudes it is
important to understand your own work environment. For example, a
formal organization may desire an employee who is low on
"risk-inclined." An informal organization may desire an
employee who is low on "undisciplined" so the person can
work in teams and without much supervision.
Some organizations may prefer a certain
combination of attitudes. For example, law enforcement may expect
high on "judgmental" but it should be coupled with
moderate or low on "egocentric." Remember that you are
looking for a good match for your organization. Overall, pay careful
attention to high warning-signals.
Attitudes test should be used in
conjunction with good interviewing techniques and other good
practices related to hiring and promoting. There are no warranties
or guarantees, and there are none implied.
Copyright 2006 - Allegiance Research Group - All Rights