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DECASPersonality profile

in "Big-Five" version

DEVELOPED BYFLORIN ALIN SAVA (coord.) - PsihoProiect

REPORT DRAFTED FORExample Profile

AGE: 22GENDER: femaleOCCUPATION: not specified

QUESTIONNAIRE SUBMITTED UNDER LICENCEPsiholog: Ciopec Adela OanaDate: 29/09/2010

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DECASPersonality profile in "Big-Five" version

REPORT STRUCTURE

This report has been generated to help you interpret the obtained personality profile as correctly as possible. It contains:

- useful information for interpreting the report- answers to items and raw scores- the test validation degree- the DECAS profile- short psychological characterization- detailed psychological characterization (only for the standard and business type reports)- recommendations for the HR consultant (only for business type reports)

USEFUL INFORMATION FOR REPORT INTERPRETATION

The DECAS personality inventory is underlain by the Big-Five personality model, which represents the world's most

expanded and scientifically validated theory. The five personality dimensions assessd through this instrument are:

- DISPOSITION (OPENESS) to experience things identifies independent, creative persons having rich generaleducation and striving for the debate of ideas and theories. At the lower end we find pragmatic and conformablepersons, who prefer conservative, traditional values.

- EXTRAVERSION typifies exuberant, sociable, energetic person, who easily make themselves conspicuous within agroup. At the lower end there are quiet, shy and formal conduct persons, who take a passive and reserved stand.

- CONSCIENTIOUSNESS is associated with disciplined persons evincing a high sense of duty and a strong need ofprofessional fulfillment. At the lowerr end we find flexible persons, who tend to postpone tasks or to give up easily ifthey come up against problems.

- AGREEABILNESS typifies tolerant, understanding persons, who display team spirit. At the lower end we findindividualistic, persons, who are less confident in others, with a high competitive spirit and task-centred at theexpense of human relationships.- Emotional STABILITY is associated with emotional maturity. These persons are calm, self-confident and cope withstress. At the lower end there are vulnerable and emotionally unstable individuals, who lose heart easily or growangry easily in front of hindrances.

The obtained results are read through two types of standard scores: the T standard scores and percentiles. These arereckoned out by setting the evaluated person against a representative norm. Quantitatively speaking, the five dimensionsmay be read as following:

- very low results (T scores between 20.00 and 34.99; percentiles between 1 and 7);- low results (T scores between 35.00 and 44.99; percentiles between 8 and 30);- medium results (T scores between 45.00 and 55.00; percentiles between 31 and 69);- high results (T scores between 56.01 and 65.99; percentiles between 70 and 93);- very high results (T scores between 66.00 and 80.00; percentiles between 94 and 99).

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ANSWERS TO ITEMS

1. F

2. F

3. T

4. T

5. F

6. T

7. F

8. F

9. T

10. T

11. F

12. F

13. F

14. F

15. F

16. F

17. T

18. T

19. F

20. T

21. F

22. T

23. F

24. F

25. T

26. T

27. T

28. F

29. F

30. T

31. F

32. T

33. F

34. T

35. T

36. T

37. T

38. T

39. F

40. F

41. F

42. T

43. F

44. F

45. F

46. T

47. T

48. T

49. T

50. T

51. T

52. T

53. T

54. T

55. F

56. T

57. F

58. T

59. F

60. T

61. T

62. T

63. F

64. F

65. T

66. F

67. T

68. F

69. T

70. F

71. T

72. F

73. T

74. T

75. T

76. T

77. T

78. T

79. F

80. T

81. T

82. T

83. F

84. T

85. F

86. F

87. T

88. F

89. T

90. F

91. F

92. T

93. F

94. F

95. T

96. F

97. T

RAW SCORESD: 13 E: 12 C: 19 A: 11 S: 15 SD: 18 RD: 5 AP: 52

DEGREE OF CONFIDENCE IN THE TEST RESULTS

Socal desirability (SD): The answers have not been distorted. (T=56.70 Percentil=75.00)

Random answers (RD): The answers have not been distorted. (T=45.30 Percentil=32.00)

Endorsement (AP): The answers have not been distorted. (T=51.70 Percentil=57.00)

DECAS PROFILE Accomplished scoring based on the norm: GENERAL - WOMEN (BETWEEN 16 AND 25)

80

70

60

50

40

30

20

creative, imaginative,progressive

talkative, active, domineering organized, meticulous,ambitious

understanding, compliant,cooperative

calm, confident, laid-back

pragmatic, limited,conservative

quiet, passive, shy confused, disorderly,inconsistent

selfish, harsh, competitive unstable, tense, vulnerable

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SHORT PSYCHOLOGICAL CHARACTERISATION

Disposition to experience / Openness to experience (D) T = 64.00 Percentil = 92.00

Advantages

Developed practical sense, orientedtowards action implementation; he /she shows respect for tradition; he /she does enduring routine work.

RisksDifficulties in adapting to changes,limited interests; excessivelyconformist regarding the authorities.

20 30 40 50 60 70 80

Advantages

Creative, endowed with artistic senseand/or sundry intellectual interests;open to change, tolerant andfuture-oriented

RisksNon-conformist, dreamy, with richimagination; he / she lacks practicalsense and does not go beyond thestage of ideas.

Extroversion (E) T = 51.00 Percentil = 54.00

AdvantagesQuiet, he / she prefers intimacy overlarge gatherings; he / she acts

independently; reflexive and enduresboredom.

RisksStanding aloof from the others he/she cannot enjoy life; he / she shiesaway from leadership roles.

20 30 40 50 60 70 80

AdvantagesEnthusiast, active and optimistic, he /she is a good mixer regarding social

contacts and is close to people; he /she can be easily picked out from thegroup.

RisksGlib-tongued, domineering and bossyleanings; he / she gets bored quickly.

Conscientiousness (C) T = 80.00 Percentil = 100.00

AdvantagesHigh flexibility, tolerance regardingunstructured tasks; spontaneity;casual in conduct and with adventurespirit.

RisksHe / she does not capitalise on his /her potential; he / she may breakrules or disregard responsibility andhas self-discipline problems.

20 30 40 50 60 70 80

AdvantagesOrganised and ambitious, with highstandards; meticulous and tenaciousbefore hindrances; reliable; cautiouswhen making decisions.

RisksHe / she winds down with difficulty,may neglect personal life, stiff, he /she lacks spontaneity and flexibility.

Agreeableness (A) T = 55.50 Percentil = 71.00

AdvantagesCompetitive spirit, independent inthinking; a fighter who likes comingout to the front.

RisksCynical and distrustful in front ofothers, arrogant and selfish,excessively task-oriented at theexpense of his / her relationship, he /she clashes with others quickly.

20 30 40 50 60 70 80

AdvantagesHe / she prefers harmony overcompetition; modest, sincere,generous; he/ she evinces team spirit.

RisksNaive and gullible, he / she finds itdifficult to stand up for his/ herviewpoint and often gives up toothers.

Emotional stability (S) T = 64.70 Percentil = 93.00

AdvantagesSensitive and mindful of other; needs,he/ she will show his/ her humanenature; with foresight

RisksStressed-out, easily affected by theproblems that come up; he / she willfeel helpless and fearful entertainingunrealistic, overweeningexpectations.

20 30 40 50 60 70 80

AdvantagesCalm, laid-back, highly self-confident;he / she will cope with stress and willentertain realistic expectations

RisksIndifferent and tactless regarding theothers, insensitive to others; needs,he / she will underrate the upcomingproblems.

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TEST READING BASED ON COMBINING TRAITS

As a result of combining the five personality traits one can sort out relevant formation on the evaluated person personality.

The set out information covers wide sections of human existence such as:

A. General aspects

Orientation in life (D & E)Orientation in society (D & A)

B. Emotional aspects and aspects on interrelation with others

Interaction with people (E & A)Dominant emotions (E & S)Reaction in conflictual circumstances (A & S)Reaction in stress circumstances (A & D)

C. Aspects related to work style

Cognitive style (C & D)Attitude towards work (C & S)Mode of task commitment (C & E)Character type (C & A)

USEFUL INFORMATION

A person's test result is signalled through a small yellow circle (in the coloured printed version) or through a white circle (inthe black and white printed version).

For each factor combination we set out fur characterizations and provide a three descriptive adjective set. The submitteddescriptions do not have absolute truth value, rather they have a probabilistical validity. They set out an evaluated person's

preferred (usual) behaviour. This does not rule out the possibility that under certain circumstances the person in question canbehave in another way than the the typical one of his personality profile.

The most relevant decriptions of a certain person are those closer to the person's result signalled through the yellow (white)circle.

The farther away from the drawing centre this circle lies along a diagonal direction against the two axes, the more typical thedescription is of the evaluated person.

If the result lies far away from the image centre, but close to one of the axes, there is a possibility that both descriptions lyingon both sides of the respective axis are true.

If the result lies at the centre of the image, this means that the tested person does not have a clearly outlined style for any ofthe four descriptions. In this case there is an approximately equal probability for one to adopt any of the reactions set out inthe four quadrants.

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ORIENTATION IN LIFE

Extroversion T = 51.00 Percentil = 54.00

Disposition to experience / Openness to experience T = 64.00 Percentil = 92.00

80

20

5020 80

The pragmatic type

He / she prefers group activitieswhich should implement solutionsaccepted and valued by society. Hesows interest for all that isfashionable. He / she makes effortsnot to lag behind and to climb up thesocial ladder.

The experimenter type

In what he / she does prefersinnovative approaches. He / she is insearch of novel sensations andexperience I which he / shepassionately gets involved, but ofwhich he / she quickly gets bored. He/ she easily stands out and prefers

circumstances that make him / herthe centre of attention.

The philosopher type

He / she sems interested in ideas andemotions ore than in people. He / sheprefers solitary activities such aswriting or the art of photography. He /she has rich imagination, but whichoften remains mere phantasy.

The household type

He / she prefers practical, concreteactivities carried out on one's own orin a family context at the expense ofextravagant social reunions or culturalpursuits. Changes and risk taking areshunned as stability is preferred.

E+

E-

D+D-

He / she gets involved in social activities

Spontaneous

Casual

Inventive

He / she prefersinnovative approaches

Analytical

Profound

Bohemian

He / she goes in for solitary activities

Lonely

Sober

Conventional

He / she prefersconventional approaches

Shallow

Pragmatic

Person of action

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ORIENTATION IN SOCIETY

Agreeableness T = 55.50 Percentil = 71.00


80

20

5020 80

The traditional type

He / se is sensitive to the traditionalsociety values such as the famly orchurch. He / she is often of theopinion that observing the traditionsand moral values without castingdoubt on them is beneficial and evennecessary for one to have a healthy

society.

The progressive type

He / she is an open-minded idealist,who shows trust in the favourablesociety evolution an in the positiveside of human nature. He believesthat education contributessignificantly to the devepment ofsociety. He / she is tolerant and in his

/ her turn encourages any form oftolerance and opinion diversity.

The sophist type

He / she can moot any issue criticallygrasping the existing advantage andthe disadvantage without emotionalinvolvement. He / she prefers to holda different opinion from his / herpeers and to adduce winning rational

counterarguments even at theexpense of disregarding the peers'sensitivity irked by this attitude.

The fundamentalist type

He / she sets out in his / herjudgement from many preconceivedideas for which he / she passionatelystands up and which he finds hard togive up no matter what the submittedproof may be.

A+

A-

D+D-

Gentle, close

Understanding

Romantic

Tolerant

Progressive

Rational

Dissolute

Demanding

Tough, distant

Unsympathetic

Vengeful

Biased

Conservative

Religious

Obedient

Compassionate

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INTERACTION WITH PEOPLE



80

20

5020 80

The authoritarian type

He / she prefers giving orders tofollowing them. He / she often takesup confrontational stances when theothers contest his / her decision. He /she may choose bold solutions and ifsuccessful he / she tends to takecredit for it.

The popular type

They prefer the others' companystriking up new acquaintances andmaking friends. They often becomegroup leaders being appreciated bythe peers because they know howmake the others like them. They setgreater store by relations and

friendship than by tasks.

The understanding type

He / she prefers to do what he / sheis told without baulking. He / sheoften gives in, which may allow theothers to try and profit by his'kindness'. Being a tranquil nature he/ she hardly ever clashes openly with

the others.

The competitor type

He / she chooses to stand aloof fromthe others, rarely taking the initiativeof contacting them, even his dearones. He chooses to work on his ownand in his interactions with theco-workers he prefers respect to

friendship and task-centredness torelationship-centredness.

E+

E-

A+A-

Active, he / she takes initiative

Sociable

Generous

Friendly

Oriented towards theothers' needs

Obedient

Lenient

Soft

Passive, waiting for the others' initiatives

Reserved

Sullen

Distrustful

Centred on his / her ownneeds

Petulant

Strict

Tough

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DOMINANT EMOTIONS

Emotional stability T = 64.70 Percentil = 93.00


80

20

5020 80

The phlegmatic type

He / she display an attitude ofindifference. He / she is little affectedby negative events, but is not able torelish positive things either. Wheninteracting personally with the othershe comes on as cold and reservedbringing along the rational side and

not the emotional side into anyrelationship.

The optimistic type

Future-oriented he / she belongs tothe category of life relishers, whoknow how to enjoy positive eventswithout allowing the negative eventsto get to them. He / she cannot sulkfor long as people want to hangaround him / her on account of his /

her displayed mirth and optimism.

The actor type

He / she gets excessively involved inhis/ her own emotional experienceand in his / her relationhip to theothers shuttling easily betweenpositive and negative feelings. His /her interaction with the others isstormy and flustering because of theintense emotional experience. He /

she is eager to draw attention, to liveout strong sensations and hasdifficulty in containing his / herimpulses.

The melancholic type

He / she falls under the category ofpeople that see the glass half-emptyalmost always focusing o theproblems and much more rarely onthe opportunities. He / she gets littleinvolved in the relationship with the

others. He / she often feels sadnesslacking stamina and the joy of life.

S+

S-

E+E-

Self-possessed, calm

Merry

Optimistic

Amusing

Energetic, exuberant

Enthusiastic

Noisy

Impatient

Wavering, tense

Sad

Pessimistic

Sobre

Passive, reserved

Indifferent

Calm

Impassible

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REACTION IN CONFLICTUAL EVENTS



80

20

5020 80

The executor type

He / she is a rational, coled-bloodedperson, who does not act on the spurof the moment, but contains his / herfury or frustration. When interactingwith others, he / she can resort to anymeans, including manipulation orunderhand ways in order to reach his

/ her goals.

The tranquil type

He / she gets angry very seldom, andwhen he / she does it, he / she caneasily get over anger or frustration.Being easy-going he / she prefers notto take all the trouble caused by theothers to heart and to seekconsensus in cases of conflict.

The sensitive type

He / she seldom gets angry when inconflict. On the contrary he / she isdriven by the wish to help others andnot to hurt them being easilyimpressed by their dramas. Whenconfronted with problems he / she

tends to blame and punish himself /herself looking for an emotionalsupport from the others.

The touchy type

He / she flies easily off the handleconstruing the others' actions asill-meant. In the case ofself-restrained people tension buildsgradually up into later sudden intenseoutbursts. In the case of open people

dissatisfaction is often utteredthrough choleric or even aggressivereactions.

S+

S-

A+A-


Relaxed

Sensitive

Serene

Oriented towardsothers' needs

Sentimental

Compassionate

Shy

Wavering, tense

Envious

Critical

Cynical

Centred on the ownneeds

Logical

Insensitive

With a lot of nerve

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REACTION IN STRESSFUL EVENTS



80

20

5020 80

The compliant type

He / she remains at the mercy of fatepreferring to get used to and acceptthe emerging problem rather thantrying to alter the facts. His / herpremise is that the stress sourcecannot be eliminated. In order torelieve emotional distress he / she

tends to belittle the problemseriousness at the perceptive level.

The rationalising type

In order to eliminate th source ofstress he / she analyses the situationobjectively and comes up withoriginal solutions to overcome theemerging problem. If this is notpossible he readjusts his outlookresorting to humour or finding

secondary benefits for the givensituation.

The fanciful type

He / she prefers isolation andchooses to scape fro the real worldinto a phantasy world in which thethings would have gone differentlyand in which some excentricsolutions would have been possible.

He / she shows lots of sensitivity andgives full vent to his / her imaginationoverinterpreting the others' deedsand actions.

The evasive type

In order to ease off tension built offstressing circumstances he / she willoften shirk and drive away negativethoughts as way of coping withstress. Another way of reacting is thetendency to underrate and ignore the

emerging problems. Thus the evasivetype comes in contact with his / heremotions to a lesser extent.

S+

S-

D+D-


Intelligent

Open to novelty

Educated

Idealistic,imaginative

Bohemian

Sensitive

Unstable

Wavering, tense

Reserved

Contemptuous

Narrow interests

Realistic,pragmatic

Unsophisticated

Impassible

Stable

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COGNITIVE STYLE

Conscientiousness T = 80.00 Percentil = 100.00


80

20

5020 80

The conformist type

When solving job tasks he / sheprefers a methodical approach, whichfollows the assigned workmethodology without fail. However he/ she comes up against difficultieswhen the problem is less structuredor when there is no clear solution

being fearful of ambiguouscircumstances.

The analyzing type

He / she puts his / her personal touchon the assignd jobs by reshuffling thereceived materil in a logical andpersuasive manner. Having aself-fulfilment motivation andshooting high, the analyzing type bestachieves in independent work

circumstances characterized by clearobjectives and work procedures.

The designer type

He / she capitalizes on his / hercreativity and intuition spawning mnyideas and projects being interested inall that is new. However, he hasdifficulties in implementing hisproposals as the latest ones remain

mere projects being abandoned infavour of new ones.

The refractory type

He / she prefers simple tsks, whichpresuppose traditional means ofsolving problems. He / she does notlike putting in intellectual effortchoosing action over analysis. He /she baulks at learning new things

settling for the application of what he/ she already knows. He / she is oftendisorderly and asks for deadlineextensions.

C+

C-

D+D-

Organised, serious

Profound

Analytical

Educated

Idealistic,imaginative

Erudite

Excentrical

Dreaming

Disorderly, absent-minded

Superficial

Rash

Narrow interests

Realistic,pragmatic

Stiff

Traditional

Rational

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ATTITUDE TOWARDS WORK



80

20

5020 80

The laid-back type

He / she often needs outwardincentives in order to be motivated.He / she displays flexibility in actiondoing a better job in newcircumstances than in a stable,well-structured environment withclear rules. Although he / she is less

scrupulous about the jobs he / shecarries out, he / she seems satisfiedwith the quality of the job done.

The persevering type

He / she is ambitious about followinghis / her goals. He / she hardly givesup in front of the obstacles even if thedeployed effort is bigger than thebenefit. He / she will defer meting outrewards until the agreed on pln hasbeen carried through. He / she goes

by the principle keep on walkingstraight ahead no matter what'showing little flexibility.

The fretful type

He / she denies himself / herselfbeing oriented towards meetingothers' needs rather than fulfilling his/ her own wishes. He / she strives forperfection and goes by hard to reachstandards. He / she is often

dissatisfied and tries to relieve thisconviction by sticking to staunchrules of the type: one must...'

The impulsive type

He / she contains his / herimpulsiveness with difficulty find ithard to resist any temptations. As aconsequence thereof he / she doesmany things he / she alter regrets. He/ she tends to go down easy paths

giving very quickly up if he / shecomes upon hindrances. He / sheindulges in the present momentacting on his / her feelings of themoment.

S+

S-

C+C-


Determined

Responsible

Competitive

Organised,serious

Apprehensive

Obsessed

Helpless

Wavering, tense

Laisser faire

Impulsive

Confused

Disorderly,mused

Daring

Carefree

Intelligent

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THE MODE OF TASK COMMITMENT



80

20

5020 80

The entertainment-lover type

He / she finds it hard to channel his /her energy in a clear direction, thuswasting his /her energy. He / she isspontaneous and loves entertainmentbeing more efficient in jobs thatinvolve unstructured socialinteractions than in solitary, high

accuracy, low autonomy-levelactivities.

The initiator type

He / she has an entreneurship mettle.He / she knows exactly what to dosetting up a programme which he /she implements. In pressurecircumstances he / she tends to pushthings and to impose his / her style tothe others. He / she sees the cropped

up snags as challenges which, onceovercome, will lead up to the choiceof new, more difficult tasks.

The cautious type

He / she works at his / her ownslower pace. If he / she is not in ahurry, he / she will not havedifficulties in meeting the imposeddeadlines so long as these are knownin due course and are not altered

arbitrarily. On the other hand, ifchanges occur, he / she will adapt tothe newly framed context withdifficulty.

The passive type

He / she very seldom takes initiativesand musters energy with difficulty tomeet deadlines often working at thelast moment. He / she becomesenthusiastic for hardly anything anddisplays a passive, indifferent

attitude. Within team work he / sheseldom contributes interventions andoften lags behind with the jobs to bedone.

E+

E-

C+C-

Energetic, exuberant

Competitive

Knwoledgeble

Determined

Organised,serious

Stiff

Conventional

Cautious

Passive, reserved

Self-indulgent

Helpless

Careless

Disorderly,reserved

Amusing

Informal

Daring

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CHARACTER TYPE



80

20

5020 80

The career making type

Due to self-centredness andorganization he / she comes on as atask-oriented, career-oriented andpersonal success-oriented person. Ifhis / her own interests overlap withthe group's interests to which shebelongs, then he / she can be high

achiever. If not, he / she will place his/ her own interests above the group'sinterests.

The loyal type

He / she is a reliable person, alwaysready to give a helping hand to thoseasking for it. He / she mustersself-discipline and effort being a goodteam co-worker. He / she willvolunteer for activities without askingfor any personal benefit in return for

them.

The receptive type

He / she is driven by good intentionswanting to get involved and help theothers but because of the lack oforganisation and structure, he / shewill often fail to live up to his promisesin their entirety. He / she needs to be

shielded by the others and needs toentertain relationships grounded intrust and common-sense.

The comfortable type

He / she is difficult to rely on, beinghard to motivate to set about anaction. Even when he / she setsabout doing the job he / she may giveup easily if something does not suithim / her. Being centred on his / her

comfort he is less interested inothers. He / she may flaunt theexisting rules if this brings him alongsome additional benefits.

C+

C-

A+A-

Organised, serious

Responsble

Ready to give a helping hand

Modest

Centred on the others'needs

Sensitive

Lenient

Delicate

Disorganised, absent-minded

Negligent

Lazy

Rebellious

Centred on his / herown needs

Stern

Exacting

Stiff

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INTERPRETATION GROUNDED IN PROFESSIONAL CAPABILITIES EVALUATION

This section is based on two information sources: (a) the empirical results obtained after the DECAS test was submitted to anorganisational environment; (b) the correlation between the personalit traits and several professional capabilities as it is setout in the special field bibliography especially through the stance expressed by Howard and Howard (2001).

* Howard, P.J., Howard, J.M. (2001). The Owner's Manual for Personality at Work. Austin, AT: Bard Press.

The monitored professional capabilities refer to a set of non-cognitive qualities that have an impact on the person's ability toadapt to certain environment requirements and pressures.

The list of the 16 monitored capabilities and a brief description thereof follow below:

Capability Description

Leadership He / she takes on the leadership role; he / she likes taking on responsibility that envisage big changes;

good at taking decisions and at drawing his team near to his view. Please do not mix it up with themanagement issue which especially envisages one's capacity of solving problems efficiently.

Stress management He / she is capable of working efficiently under stress and pressure; he / she answers with calmness and

has conflictual and other difficult matters under control.

Problem solving He / she holds a realistic, objective perspective regarding the matters; he / she likes coming up abreast

the problems and overcoming them instead of steering clear of them.

Critical thinking He / she is quality-oriented, maintains high standards and efficiently monitors achievements; because of

his / her analytical nature, he / she identifies improvement areas of the present state of things.

Motivating others He / she brings out the best in others, rewards them objectively and consistently those who deserve it

and shows that he cares about the others.

Motivation for self-development He / she is ambitious and interested in professional development; likes learning new things and is

dedicated and passionate about he / she does.

Interpersonal skills He / she entertains favourable relationships with the other people, cooperates easily and evinces flair in

the relationships with the others.

Integrity He / she keeps information confidential, wins credibility in front of the others by stability, loyalty and

consistency in action. He / she is not tempted to engage in backstairs affairs in order to reach his / her

goals. Do not mix it up with one's leaning towards breaking the law.

Perseverance in routine jobs Keen on details, he / she tends to avoid committing mistakes, keeps documents in an orderly manner

and copes with routine jobs successfully.

Entrepreneurship He / she works well under stress and uncertainty, the wish for success makes him / her tick, he / she is

ready to take on new risks and is in search of new action areas.

Discipline and rule observance He / she can resist temptation, is not impulsive, follows the schedule and the received indications,

complies with the bosses' decisions and evinces a high regard for laws and rules.

Flexibility and innovative spirit He / she is capable of offering new solutions is willing to change priorities if necessary, can play different

roles and fill sundry positions and easily adapts to changes.

Team work He / she places the groups' needs, to which he / she belongs, above his / her own ones and sincerely

enjoys the fact that he is a part of the team and shows availability regarding the others' needs.

Independence in one's job He / she acquits himself well of the tasks which involve work on one's own, does not need the others'

supervision, he gets by on his own as he does not need anyone assigning tasks to him.

Orientation towards human

relationships

He / she is oriented towards interacting with the others, towards the group process and less towards

results. He / she is forthcoming about the others' needs, shows selflessness and high availability to offer

selfless help to the others.

Result-orientedness Rational and prudent he / she is keen on quality standards and profit maximization; if necessary he / she

will go to extremes to reach the sought-after result.

A BRIEF INTERPRETATION GUIDE

Three development levels have been set up for each capability:

- Development area (between 0% and 40%)- Efficient working (between 40.1% and 70.0%)- Advanced qualities (between 70.1% and 100%)

The capabilities ranging within the interval devoted to the development area may be improved by coaching and sustainedeffort of personal development. The capabilities ranging within the efficient working area point out to an optimal developmentlevel of these, but without an excellence level in the direction concerning the tested capability. The capabilities ranging withinthe interval of advanced qualities stand for the strong points of the evaluated person.

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THE DEVELOPMENT DEGREE OF PROFESSONAL CAPABILITIES

Name of the evaluated person: Example Profile

Age: 22

0 40 70 100

58.33%Leadership (Rank 9)

Development area Efficient working Advanced qualities

0 40 70 100

66.67%Stress management (Rank 4)


0 40 70 100

50%Problem solving (Rank 14)


0 40 70 100

64.1%Critical thinking (Rank 6)


0 40 70 100

61.11%Motivating others (Rank 7)


0 40 70 100

75%Motivation for self-development (Rank 2)


0 40 70 100

58.97%Interpersonal skills (Rank 8)


0 40 70 100

78.79%Integrity (Rank 1)


0 40 70 100

55.56%Perseverance in routine jobs (Rank 11)


0 40 70 100

56.41%Entrepreneurship (Rank 10)


0 40 70 100

66.67%Discipline and rule observance (Rank 4)


0 40 70 10045.45%Flexibility and innovative spirit (Rank 15)


0 40 70 100

51.52%Team work (Rank 13)


0 40 70 100

66.67%Independence in ones job (Rank 4)


0 40 70 100

42.42%Orientation towards human relationships (Rank 16)


0 40 70 100

54.55%Result-orientedness (Rank 12)


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JOB-COMPATIBILITY INDEX

This section is based on the overlapping degree of the personality profile of the evaluated person with the ideal profile of thecandidate for the respective position.The ideal profile is sorted out by analyzing work and setting out from the determinationof the relevance degree of the 16 non-cognitive capabilities gauged by DECAS for the position under focus (jobspecifications). One sets out from the premise that a high degree of overlapping (coincidence) between the two profilesbetokens high compatibility regarding the position in question.


Age: 22

The sought-after position: Consultant financiar

Compatibility levels

0 20 30 40 60 70 80 100

65.66%

Extremely low Very low Low Medium High Very high Extremely high

Highly relevant (essential) capabilities:

- Interpersonal skills

- Perseverance in routine jobs

- Orientation towards human relationships

Very relevant (important) capabilities:

- Problem solving

- Motivating others

- Integrity

- Discipline and rule observance

- Team work

Average relevance (useful) capabilities:

- Stress management

- Motivation for self-development

- Entrepreneurship

- Flexibility and innovative spirit

- Independence in ones job

- Result-orientedness

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OVERVIEW


Age: 22

Short description

They thrive on complex tasks that need very good analyzing skills.

He / she behaves in a genuine, open way, lacking conflicts with the others.

He / she are independent and action-autonomous, being a person needing a high degree of freedom of decision.

He / she stands out through his / her being accountable as he / she is a trustworthy person able to extend help to those who need it.

He / she stands out as a high perseverance level person willing to put in an intense effort and lots of work.

He / she has a very good psychological state feeling comfortable both regarding himself herself and the fellow beings.

Most probably the others perceive him / her as a ... person

profound, analytical, with rich general education

tolerant, idealistic, understanding, empathetic

intelligent, educated, being in control of the action;

loyal, accountable (responsible), honest

ambitious, persevering, goal oriented

laid-back, stable, without worries and internal problems

In professional activities he / she can contribute especially through

his / her analytical spirit and attention paid to details;

his / her pursuit for self-improvement and self-teaching style;

his / her commitment to and passion for work;

he / she encourages others to look at things from multiple angles;

he / she musters patience and shows understanding for the others problems;

he / she has a democratic way of asking for others opinions;

he / she is compromise- and consensus-oriented as ways of negotiating at the expense of confrontation;

his / her independent work style needing no constant supervision;

his / her proved efficiency when he / she tackles unstructured tasks, for which there is no pre-etablished work procedure;

the interest and confidence shown during the solving of cmplex challenging problems, which do not guarantee success;

the setting of personal targets and the working out of a career development strategy which will help him / her not to waste his

resources in sectors which do not represent a priority for him / her;

the availability to help the others and to volunteer for tasks that do not fall under the job description category;

the importance granted to the fulfillment of assumed obligations and of the formulated promises;

taking responsibility for the action and obtained results;

focus on the task without disregarding the others needs;

task-perseverance as he / she is a fighter, who does not give up in front of hindrances;

his / her capacity of postponing immediate rewards for more important goals to be carried out on a long term basis;

the logical, orderly way of thinking and the tendency to increase work efficiency and labour productivity;

his / her injunctive, pragmatic work style focusing on planning and reaching the set goals;

the tendency to value and reward ambition, determinedness and achievements obtained by other people;

high stress-resistance, high resistance to working under pressure;

ability to tackle possible emerging conflicts calmly;

ability to make psychological comfort rub off on the work team;

ability to solve conflicts peacefully and to think about problems positively.

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In order to make his / her work more efficient he / she needs to:

he / she should be able to tell important from unimportant aspects to avoid wasting time over insignificant aspects;

he / she should learn how to stand aloof and delegate tasks to his peers;

he / she should give up his habit of complicating things and splitting hairs;

he / she should acknowledge the importance of structures and work procedures;

he / she should carefully study the real world in order to have his / her idealism level reduced when tackling the tasks to carry out;

he / she should understand that corrective feedback can be as effective as praise;

he / she hould realize that sometimes a firm approach can be useful in making others meet the deadlines and / or reach their targets;

he / she should drop the impression that he / she knows everything and should ask for feedback more often from the others for the job

done;

he / she should bestow more importance on the organization goals against his / her own ones;

he / she should pay more attention to his / her habit of underestimating the opponents of the emerging problem;

he / she should avoid the temptation of taking on too many tasks and duties;

he / she should realize that aloofness regarding the problem may sometimes be useful leading to new original solutions;

he / she should develop flexibility, interpersonal tact and availability to listen to other opnions diverging from the personal ones;

he / she should pay as much attention during his / her feedback to the things working going well as to the things that do not go well;

he / she should display higher tolerance to the unconventional methods and procedures;

he / she should react faster if it is necessary not to allow the problem get more serious;

he / she should learn the fact that for certain people permissiveness does not lead to efficiency; on the contrary, if you apply a little

pressure, this may lead to their increased job efficiency.

Socially speaking, he / she can be disturbed by the persons who

who are less committed to task solving coming across as rather unmotivated;

who work superficially rushing to action right away without analyzing the given case;

who see the things in a simplistic way by displaying a back-and-white type of thinking, without nuances;

who show indifference or an excessively critical attitude regarding the achievements of others;

who prefer the formal, bureaucratic, result-based approach at the expense of the principled approach and of the one grounded in the

human interaction;

who display a passive attitude towards work waiting to be told what to do;

who tend to check on the carried out activity and to impose rules meant to shrink the action autonomy;

who show indifference and / non-commital attitude towards the activities carried out;

who focus exceedingly on the self choosing other solutions than those agreed on;

who give up easily or those on whom you cannot rely are disorganized and impredictible;

who focus too much on problems and shortcomings instead of focusing on solutions;

who prefer to not take responsibilities or to not defend theirs view on a particular matter

who always focus on the negative aspects of a problem;

who repeatedly make exceptions to the set rules and procedures;

personality profile example

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