Leolingham2000
Management Consultant
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Avin_mc
**********
Satyavegi
Hr Manager
Mstad
Human Resources Practitioner

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hi all Can you suggest few question to judge ones attitude in an interview satya vegi
DEAR SATYA,
ONE METHOD TO JUDGE ATTITUDE IS TO CONDUCT TESTS LIKE
MBTI
LEARNING STYLE
LISTENING STYLE
ASSERTIVENESS TEST
LOCUS OF CONTROL TEST
MACHIAVELLIANISM TEST ETC.
ANOTHER METHOD IS JUST PUT SOME QUESTIONS IN THE INTERIVIEW. TO JUDGE THE ATTITUDE, THE INTERVIEWER MUST BE STRONG IN THE DOMAIN OF ATTITUDES. BEWARE, THE INTERVIEWER SHOULD BE UNBIASED.
1. ASK A LONG QUESTION WITH AS MUCH CLARITY FROM THE INTERIVEWER'S SIDE AND CHECK WHETHER THE CANDIDATE IS ATTENTIVE.
2. TALK ABOUT SOME ISSUE THAT HAS A SOCIAL IMPLICATION AND ELICIT HIS/HER VIEWS AND CHECK THE BIAS.
3. GIVE HIM A PANICKY SITUATION AND LEARN HIS RESPONSE. EVALUATE THE RESPONSE IN TERMS OF POSITIVISM OR NEGATIVISM.
4. CHECK THE PERSON'S SENSE OF HUMOR.
5. ENQUIRE ABOUT THE INDIVIDUAL'S CAPACITY TO WORK INDEPENDENTLY VIS-A-VIS TEAM WORK. GIVE A SITUATION AND CRITICISE IT.
MAY BE THIS CAN HELP U TO FRAME FURTHER.
CHEERS,
DR. PRAGEETHA

I think the best way to check one's attitude is by asking the person how she sees other people. For example, ask her during the interview how is her realationship with her boss and ask her to describe the latter. You could also ask her about the person she's having a difficult time getting along with or the person she likes or admires the most . Ask her to explain further why she dislikes or admires the person. Give follow up questions if necessary.
People's views of the people around them can give you an insight on what their attitude is.

Hi Satya,

One of my colleague shared this article on measurement of ATTITUDE..hope this helps..

Cheers,

Rajat

Measurement Techniques on ATTITUDE

Pl note: It is easy to measure Production, QC, Marketing, Purchase, Projects, etc. results and performance, but it is very difficult to measure one’s Attitude. Attitude can be felt and experienced but how to measure it, because only the evidential data can support any rewards or monetary benefits. Almost all HR managers find difficult to measure or quantify the Attitude of an employee. I also made a lot of research and thinking. Something I can guide you on quantification of Attitude. This is only a start-up and simple format, only you will have to re-design and enlarge as per your vision.

Rules:

-First-of-all, you must bring what are all Attributes come under Attitude Column.

- How to quantify it with Performance?

- How to classify whether it is Positive and Constructive or Negative and Destructive?

- How to take Corrective Action and thus Preventive Action?

- What are all the factors to be trained on Attitude thro Preventive/

Predictive/Brake-down Maintenance Training/Counseling Schedules?

ATTRIBUTES/TRAITS TO BE TAKEN UNDER ATTITUDE

1. Punctuality/Leave Plan

2. Personal Cleanliness/Hygiene Practices/Good Manners

3. House-keeping /Follow Safety norms strictly

4. Learning/Good Listening Skills

5. Sharing Knowledge

6. Participative Approach

7. Total Involvement and Commitment

8. Develop and Practice Hygiene Motivational Factors

9. Innovation/Continuous Improvement on Attitude/Knowledge/Skill/Performance

10. Money alone is not the Motivational Factor – This kind of approach

11. Fit-in Organisation/Corporate Culture Practices

12. No deviation from Quality Standards Practices

13. Organisation/Duty is my first Priority

14. No compromise Approach

15. Presentation of Papers/files/data

(Select this kind of micro level Attitudinal factors and put in a nutshell/heading)

Bring all micro level attitudinal factors and classify it under crisp and separate sub-headings under Attitude. Define and supplement explanations on the expected level on each sub-heading. Do not leave the explanations to HODs/Line Managers because each one should not have their own approach and interpretations. Only the HR Manager is to explain and put it in the Corporate Culture fit-in Mould.. He is to make a correct link between the Corporate Culture and Attitudinal Explanations.

Measurement:

Spread the Measuring Scale on Attitude as follows:

Positive/Constructive to Static/Reached Maximum level to Negative/Destructive

Excellent to V.Good to Good to Satisfactory to Poor to Destructive

Total Rating: Maximum 5 to 0 to -5 (Co-relate with Results)

Sample Format:

S.No. Traits wrt Attitude Data Available Ratings

1. Punctuality

2. Attendance & Leave Plan

3. House-keeping

4. Personal Cleanliness

5. Good Manners

6. Learning

7. Participative Approach

8. Total Involvement

9. Sharing Knowledge

10. Adhere to Quality Standards

Total

Comments by HOD:

To: HR Manager for Action Plan: (For Training/Counseling/Monitoring

Data Available can be compared and jotted on a Graph sheet with Corporate culture Expectations on Attitude.

Remember Attitude is very important. Because, Attitude is the starting point for all Results. Even a smallest deviation in Attitude will bring aggravation in Team Morale and quality deterioration in Product or Service. Management/HR Manager must give a special thought on measuring the Attitudinal Skills of their employees.

Workplace Attitudinal Assessment

Dimension Assessments

ATTITUDE cannot be value judged, like good and bad.

ATTITUDE is the state of mind , influenced by many factors

such as values, family orientation, socio economic influence,

personal experience, group exposure etc.

HENCE CANNOT BE EVALUATED.

WHAT YOU CAN DO IS DETERMINE THE VELOCITY

OF SWING --HARD OR MODERATE OR LIBERAL-SOFT

TOWARDS ANY SUBJECT.

SAY AS AN EXAMPLE in INDIA,

THE ATTITUDE OF HINDUS TOWARDS PEOPLE OF ISLAMIC FAITH

-some fanatically oppose them at all time, without reason or rhyme.

-some have moderate views

-some are very liberal with all religious beliefs

-some really don't care.

IN OTHER WORDS, THE ATTITUDE SWINGS ON A SCALE OF

0------------------------------------------------------------------------------------100.

IN THE SAME MANNER, AT THE WORKPLACE , THE EMPLOYEES

HAVE VARIOUS LEVELS OF ATTITUDE ON VARIOUS FACTORS.

THE INTERVIEWER MUST POSITION THE QUESTIONS TO

ELICIT THE ATTITUDE TOWARDS MANY FACTORS

-EMPLOYEES VIEWS.

SOME Indicators:

Assertiveness

Influencing Others

Steadiness / Dependability

Attention to Detail (Gestalt)

Work Pace (Kinesthetic)

Attitude Towards Customer Service

Energy

Working With Supervisor Attitude

Theft / Honesty

Drug / Substance Abuse

Violence / Emotion

Diversity

Risk / Safety

Tenure

Values / Dependability

===============================================

Definitions and questions for assessing the attitude.

Assertiveness - Identify how aggressive he / she is in work related relationships. A person who is assertive is disposed to, or characterized by bold and confident actions.

*Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?

--------------------------------------------------------------------------------------------------------------------------

Influence - Attitudes towards influencing the behaviors and interests of others, as well as a need for recognition.

Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.

----------------------------------------------------------------------------------------------------------------------------------

Steadiness / Dependability - Measures attitude toward quality work, loyalty, discipline and results orientation at work.

* Describe a situation in which you had to arrive at a compromise or guide others to a compromise.

--------------------------------------------------------------------------------------------------------------------------

Attention to Detail - Reflects an individual's close attention to detail, often at the expense of getting a job done quickly. Where precision is required, Gestalt is a highly desirable characteristic.

*Describe a time when you had many projects or assignments due at the same time. Some projects required close attention to details .What steps did you take to get them all done?

-------------------------------------------------------------------------------------------------------------------------------------

Work Pace (Kinesthetic) - Reflects an individual's inclination towards quickness, sometimes with reduced attention to details. Highly desirable where work is repetitive and speed counts.

Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.

Tell me about a time when you had too many things to do and you were required to prioritize your tasks.

------------------------------------------------------------------------------------------------------------------------

Customer Service - Focuses on the applicant's attitude toward helping and taking care of the customer.

*Tell of the most difficult customer service experience that you have ever had to handle-perhaps an angry or irate customer. Be specific and tell what you did and what was the outcome.

-----------------------------------------------------------------------------------------------------------------------------------------

Energy - Positions requiring long hours and sustained levels of intensity benefit from high energy workers. Matching level of energy to the amount required for a position.

*Recall a time when you were assigned what you considered to be a complex project. THE time required to complete the project was nearly twice the allocated days. Specifically, what steps did you take to prepare for and finish the project? Were you happy with the outcome? What one step would you have done differently if given the chance?

-----------------------------------------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------------

Supervisor Attitude - Focuses on the applicant's attitude toward helping and working with a supervisor.

*In a supervisory or group leader role, have you ever had to discipline or counsel an employee or group member? What was the nature of the discipline? What steps did you take? How did that make you feel? How did you prepare yourself?

--------------------------------------------------------------------------------------------------------------------

Negative Indicators

Theft / Honesty - Attitude towards workplace theft is a strong indicator for future conduct on the job and the likelihood that he or she will engage in theft once hired.

*What is your opinion about people, who often pinch office stationary for domestic issue?

-----------------------------------------------------------------------------------------------------------------------------

Drug Avoidance - Attitude toward the use of illegal drugs in the workplace or drinking on the job.

*Do you believe drugs/ drinking should be banned at the workplace?

*Should the people who offends this , after three warnings, should be sacked from the job?

-------------------------------------------------------------------------------------------------------------------------------

Violence / Emotion - Attitudes in prospective employees who have acted with violence in the workplace or believe such actions are acceptable.

*Should violence at the workplace be treated with ''ZERO TOLERANCE '' ?

What is your view on this ?

---------------------------------------------------------------------------------------------------------------

Diversity - Attitude towards racial, ethnic and gender diversity in the workplace.

*DO you believe racism ethnicty exists ?

*DO you think they are good for the society?

*HOW are they benefical to the workplace?

----------------------------------------------------------------------------

Risk / Safety - Measures and quantifies attitudes toward risk, safety and their attitude toward authority in the workplace. Also, quantifies the likelihood that what applicants find acceptable in themselves and others can create safety problems and injuries to themselves and others.

*What are your views on the workplace safety issues?

*DO you believe every worker should be trained in safety aspects?

-----------------------------------------------------------------------------------------

Tenure - Measures the applicant's toward staying or quitting a job soon after being hired.

*Tell me about some situations,

-where things did come up to expectations

-where you were too frustrated with things around

WHAT DID YOU DO UNDER THIS CIRCUMSTANCES?

--------------------------------------------------------------------------------------------------

Values / Dependability - Measures the applicant's attitude toward showing up for work on time and consistently.

*Do you believe in effictive time management"?

*If your staff turns up late regularly , what action will you take?

----------------------------------------------------------------------------------

Customer / Supervisor - Quantifies attitude toward supervision, with an emphasis on identifying antagonistic or negative reaction to supervision in a workplace environment.

*Recall a time from your work experience when your manager or supervisor was unavailable and a problem arose. hat was the nature of the problem? How did you handle that situation? How did that make you feel?

================================================== ===============================

REGARDS

LEO LINGHAM

Gr8 suggestion Sir :roll::roll::roll::roll::roll::roll::roll::roll::roll::roll::roll::roll::roll:
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