Archive for the ‘Work Expectations’ Category

Comparing The Work Expectations Profile to The DiSC Classic 2.0 Profile.

Wednesday, December 1st, 2010

Work Expectations ProfileResearch was conducted to determine what relationships, if any, existed between the ten work expectations that impact today’s employment relationships—structure, diversity, recognition, autonomy, environment, expression, teamwork, stability, balance, career growth—and the four DiSC Dimensions of The DiSC Classic Profile—Dominance, Influence, Steadiness, and Conscientiousness.

Respondents to the Work Expectations Profile with high Dominance “D” or Influence “i” have high expectations in the following areas:

  • Career Growth because of their desire to control or influence their environment.

  • Expression and Autonomy because they perceive themselves as more powerful than their environment, therefore they prefer an environment that allows them to be themselves and want to make their own decisions.

High “D” respondents also have high Diversity and Recognition expectations.  High “D” respondents want to be in charge of their situation and may seek recognition from colleagues as an affirmation of their power.  Additionally, the correlation between diversity expectations and High “D” respondents may be explained by the fact that people with high diversity expectations realize that different views can lead to conflict, and they are eager to face challenges and overcome obstacles.  Handling multiple perspectives from diverse sources may offer High “D” respondents new opportunities for challenges.

High “i” respondents have high Diversity expectations.  They see their environment as favorable and tend to expect and enjoy interactions with different types of people.

Respondents with high Steadiness “S” and Conscientiousness “C” consider themselves less powerful than their environment and prefer to work within existing systems.  Additionally, these respondents dislike change due to their lack of control over their environment.  Respondents with High “S” and “C” tendencies have high Structure and Stability expectations.

High “S” respondents tend to see their environment as favorable and also expect their personal time to be valued by the organization.  They have high Environment and Balance expectations.

Finally, because respondents with both High ”i” and “S” tend to focus on their interactions with others, they have high Teamwork Expectations.

Tags: ,
Posted in Blog Categories, DiSC Profiles, Work Expectations | No Comments »

Employee Retention, Job Satisfaction, and The Work Expectations Profile.

Monday, October 18th, 2010

What The Research Shows

Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee retention, job satisfaction and job commitment.  Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.

The Ever Changing Workplace

In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life.  Employees now face much more uncertainty in the workplace.  In today’s fast-paced, uncertain, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.

Work Expectations Profile OnlineHow Using The Work Expectation Profile Helps

The Work Expectations Profile provides a method for employers and employees to establish a process for identifying, understanding and managing work expectations.

When employees are encouraged to openly discuss their expectations and make updates to their unspoken psychological contract, working relationships become more effective.  Research shows that the key to managing expectations is that they be spoken.

Even if an employee’s expectations are not met, having the opportunity to learn why can decrease or eliminate the negative consequences for both the employee and the organization.  The process of helping employees become aware of and communicate their expectations is clearly linked to improved attitude toward work, increased productivity, job satisfaction and reduced turnover.  The Work Expectations Profile is key to this process.

Tags: , ,
Posted in Employee Retention, Job Satisfaction, Work Expectations | No Comments »