hi all Can you suggest few question to judge ones attitude in an interview satya vegi
From India, Mumbai
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1From India, Mumbai
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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 to put some questions in the interview. 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 interviewer'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. Inquire about the individual's capacity to work independently vis-a-vis teamwork. Give a situation and criticize it.
Maybe this can help you to frame further.
Cheers,
Dr. Prageetha
From India, Warangal
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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 to put some questions in the interview. 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 interviewer'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. Inquire about the individual's capacity to work independently vis-a-vis teamwork. Give a situation and criticize it.
Maybe this can help you to frame further.
Cheers,
Dr. Prageetha
From India, Warangal
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I think the best way to check one's attitude is by asking the person how they see other people. For example, ask them during the interview about their relationship with their boss and have them describe the latter. You could also inquire about the person they're having a difficult time getting along with or the person they like or admire the most. Ask them to further explain why they dislike or admire the person. Provide follow-up questions if necessary.
People's views of those around them can provide insight into their attitude.
From Philippines, Imus
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People's views of those around them can provide insight into their attitude.
From Philippines, Imus
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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.
From India, Pune
Acknowledge(0)Amend(0)
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.
From India, Pune
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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 times, 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 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 the 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 of 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 issues?
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 offend this, after three warnings, 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 ethnicity exists?
* Do you think they are good for society?
* How are they beneficial 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 workplace safety issues?
* Do you believe every worker should be trained in safety aspects?
Tenure - Measures the applicant's attitude toward staying or quitting a job soon after being hired.
* Tell me about some situations,
- where things did not come up to expectations
- where you were too frustrated with things around
WHAT DID YOU DO UNDER THESE CIRCUMSTANCES?
Values / Dependability - Measures the applicant's attitude toward showing up for work on time and consistently.
* Do you believe in effective 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 reactions to supervision in a workplace environment.
* Recall a time from your work experience when your manager or supervisor was unavailable and a problem arose. What was the nature of the problem? How did you handle that situation? How did that make you feel?
REGARDS
LEO LINGHAM
From India, Mumbai
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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 times, 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 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 the 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 of 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 issues?
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 offend this, after three warnings, 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 ethnicity exists?
* Do you think they are good for society?
* How are they beneficial 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 workplace safety issues?
* Do you believe every worker should be trained in safety aspects?
Tenure - Measures the applicant's attitude toward staying or quitting a job soon after being hired.
* Tell me about some situations,
- where things did not come up to expectations
- where you were too frustrated with things around
WHAT DID YOU DO UNDER THESE CIRCUMSTANCES?
Values / Dependability - Measures the applicant's attitude toward showing up for work on time and consistently.
* Do you believe in effective 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 reactions to supervision in a workplace environment.
* Recall a time from your work experience when your manager or supervisor was unavailable and a problem arose. What was the nature of the problem? How did you handle that situation? How did that make you feel?
REGARDS
LEO LINGHAM
From India, Mumbai
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18132027-Attitu de-Measurement. pdf
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