Summary of BEHAVIOR
FORECASTER™ Results
Sample 's BEHAVIOR FORECASTER™
results should be an accurate reflection of him based on the way this person
answered BEHAVIOR FORECASTER™ questionnaire items.
DID THIS PERSON FOLLOW ALL
INSTRUCTIONS? YES
He followed all instructions
for correctly filling-out the ABILITIES & BEHAVIOR FORECASTER questionnaire.
Interpersonal Style
FRIENDLINESS
Sample shows an average level
of friendliness. He likes a moderate amount of socializing or interacting with
other people. This person feels relatively comfortable at social events. Also,
he can do alright in work situations requiring him to act somewhat outgoing.
Sample can handle an fair level of meeting and working with new people.
ASSERTIVENESS
He shows an above-average level
of assertiveness. Sample freely voices opinions and also feels comfortable
commenting on other people's behavior. Sample has a relatively easy time
tackling disputes or clashes with others. People will not need to guess how this
person feels on a topic.
PREFERS SOLO WORK VERSUS
PREFERS TEAMWORK
Sample moderately prefers
teamwork or working in groups rather than working solo. As such, Sample tends to
act somewhat dependent on his co-workers or work group. Although this person
likes to collaborate, Sample enjoys limited amount of independent actions to
achieve results or goals.
Personality
DESIRE TO FOLLOW RULES,
POLICIES, & PROCEDURES
Sample follows rules, policies,
and procedures. This person prefers doing work with an eye toward correctly
carrying out details. He uses a rather organized approach to execute projects.
To do this, this individual takes care in making decisions, and aims to do error
free work.
SUBJECTIVE VERSUS OBJECTIVE
This person is very emotionally
sensitive. He intensely feels emotions. Specifically, Sample is more affected by
his emotions than most people. As such, his emotional reactions may quite
readily affect this person's objectivity in making decisions. Such a high level
of emotional sensitivity sometimes leaves this person seeming preoccupied or
easily bothered. This can result in difficulty concentrating when possible
disruptions or upsets occur around Sample .
OPTIMISM
Sample feels strongly
pessimistic. This person tends to worry more than most people, and expects
things to go wrong. He often feels upset. This individual often expects people
to make things difficult for him. That expectation includes a concern that
people will not cooperate in a helpful and productive manner. As a person who
looks at problems more than at solutions, this person focuses on possible
drawbacks a good deal more than on opportunities.
CALM VERSUS EXCITABLE
He has a high anxiety level. As
such, this person often feels anxious, excitable, and intense. To channel such
relatively high anxiety, this person shows a strong drive to keep active, busy
and, if possible, physically moving around while at work.
FEELING-FOCUSED VERSUS
FACT-FOCUSED
Sample prefers to deal with
feelings somewhat more than with factual matters. When given a choice, this
person likes to concentrate on emotionally tinged issues more than on
factually-oriented tasks. His interests may be described as more centered on
culturally enriching events than on current events or athletic undertakings.
Motivations
NOTE BEFORE READING
PARAGRAPHS ON THE 5 MOTIVATIONS:
The FORECASTER assesses a
person on five work motivations. Since people do not possess all motivations
equally, no one can feel highly motivated on all five motivation factors.
As such, please remember these
two points when examining the motivation results. First, since these five
motivations are evaluated somewhat in relation to one another, if someone scores
high on one or two motivations, then the person would get lower scores in other
motivations.
Second, a low score on a
specific motivation factor does not mean the person would not use that behavior.
For instance, a person may score high in money motivation and low in helping
people motivation. This does not mean the person would not help people. Perhaps
this person may help people, e.g., help clients or co-workers, if that enabled
the person to get ahead financially. Such helping of people is motivated by a
strong drive for money rather than from an innate desire to help people.
MONEY MOTIVATION
Sample feels moderately
motivated by money. Financial considerations are of average importance to him.
This person probably possesses other motivators that more readily kindle his
aspiration to do well on-the-job. As such, it would prove useful to look at how
many points he got on other FORECASTER motivation factors to uncover which ones
play a bigger role in turning on his ambition to perform well.
HELPING PEOPLE MOTIVATION
He maintains an above-average
desire to help people. Serving others produces a key enjoyment for him. In this
regard, Sample likes to show support and encouragement for others. Sample
relishes doing work requiring a good level of empathy for people's needs.
CREATIVITY MOTIVATION
Sample has below-average
motivation to do creative work. He may have the ability to innovate. However,
other motivations that FORECASTER measures prove more urgent in his mind. As
such, it may not work out well to assign Sample tasks for which his chief duties
center on coming up with creative or inventive techniques or thoughts. Work
demanding somewhat less innovation may please Sample better.
POWER MOTIVATION
This person holds a very strong
power motivation. Sample craves to work in a position in which he can tell
people what to do. He greatly wants the power and authority to take charge.
Sample would bristle if his job did not allow such a high level of power. A
downside may exist: Sample is so very power motivated that he could become
bothersome or offensive. People often do not like someone who acts too
power-hungry. Unfortunately, his extraordinary power motivation may lead to such
potentially irritating behavior.
KNOWLEDGE MOTIVATION
Sample seems to have limited
knowledge motivation. That is, he feels a relatively low drive to collect
information, look up data, and research topics. This does not imply Sample
cannot do such work. It is just that his heart may not be in it. As such, it may
work best to (A) not put Sample in jobs requiring researching and collecting
data and (B) look at the number of points Sample got on other
FORECASTER-assessed motivations to pinpoint what really motivates Sample .
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