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Understanding the OPQ Personality Profile
Oct 6, 2024
Lecture Notes: Interpreting the OPQ Personality Profile
Introduction
Speaker: Glenn Nosworthy, Associate Professor, NUS Business School.
Focus: Interpreting the Personality Profile report from the Occupational Personality Questionnaire (OPQ).
Two reports from OPQ:
Personality Profile
: Offers scores on 32 dimensions of personality.
Development Action Planner
: Available only in English, details will be covered in another video.
Structure of the Personality Profile Report
Measures 32 dimensions of personality and behavior preferences.
Respondents select behavioral statements that best describe them, tracking preference dimensions.
Consistency Score
: Measures how consistently you responded to similar questions, crucial for decision-making contexts like hiring.
Aim for a score of at least 3 out of 10 for reliability.
Benchmarking Scores
Scores are not absolute but compared against a benchmark group (Indonesian General Population, 2013).
Standard 10 (Sten) Scale
: Represents scores on a bell curve.
Scores of 5-6: Average.
Scores of 1-2 or 9-10: Extreme, indicating uniqueness.
Dimensions of Personality
Relationships with People
Persuasive
: Interest in persuading others; not a measure of skill.
Controlling
: Desire to lead; high scores suggest authoritarian leadership if low in Persuasive.
Outspoken
: Willingness to express views and criticize openly.
Independent Minded
: Preference for independent thinking and action.
Sociability
Outgoing
: Social energy, talkativeness.
Affiliative
: Preference for company and interaction.
Socially Confident
: Comfort in unfamiliar social situations.
Empathy
Modest
: Reluctance to share personal successes.
Democratic (Consultative)
: Willingness to include others in decision-making.
Caring
: People-task balance; priority on people’s needs over tasks.
Thinking Style
Data Rational
: Preference for decisions based on data analysis.
Evaluative
: Critical evaluation of information.
Behavioral
: Interest in understanding people's motivations and behaviors.
Conventional
: Preference for traditional methods.
Conceptual
: Preference for abstract thinking, useful in leadership.
Innovative
: Interest in generating creative ideas.
Variety Seeking
: Preference for change and variety.
Adaptable
: Flexibility in behavior and communication.
Forward Thinking
: Long-term planning and vision.
Detail Consciousness
: Attention to detail and organization.
Conscientious
: Priority on meeting deadlines and completing tasks.
Rule Following
: Importance placed on following rules and procedures.
Feelings and Emotions
Relaxed vs. Worrying
: General tension vs. specific situational anxiety.
Tough-Minded
: Resilience against criticism.
Optimistic
: Positive outlook and its impact on leadership.
Trusting
: Level of trust in others.
Emotionally Controlled
: Regulation of emotions.
Vigorous
: Preference for fast-paced work environments.
Competitive
: Desire to win against others.
Achieving
: Setting personal high goals.
Decisive
: Speed of decision-making; balanced by consulting others and analysis.
Conclusion
Understanding and interpreting your OPQ profile can help identify unique strengths and areas for development.
Additional videos will cover the Development Action Planner and preparation for coaching sessions.
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