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Welcome to The Total View - April 28, 2004
In
This Week's Issue - What Employee Values
Published by Success Performance Solutions, Written by Ira S.
Wolfe
-- Can a musician and magician live happily ever after?
-- Perfect Labor Storm Alerts #146 to #150
-- Stop Hiring High-Risk Hourly/Entry-level Employees with CBI
and SELECT
-- Select The Right Test
-- Build A Top Performer Profile At No Cost
-- Legal Guidelines for Interviewing
-- What Is It That Employees Really Value?
-- Have Candidate Apply Online Anytime and Cut Your Resume Screening
and Interviewing Time in Half.
-- I know you want to know this.
-- Online Self and 360 Competency Assessments
.
Have you ever wondered how anyone could spend hours upon hours
studying and admiring the artistic and musical expressions of
individuals who died hundreds of years ago while another describes
the exhibition at the local museum of art as the "pictures
of a bunch of dead guys"? Now imagine that these two people
are married to each other.
Sometimes the truth is stranger than fiction - read on to learn
how the Aesthetic value makes life interesting for one couple
- and how similar values play out in the workplace.
Understanding Business Values and Motivators and The Perfect Labor
Storm Fact Book are here. Preview the introduction and first chapter
of Understanding Business Values and Motivators at no charge by
following the link in the Understanding Business Values and Motivators
section below.
Continue reading The Total View and order your copy below.
Hot off the Press!
In the May 2004 issue of HR Magazine, Ira Wolfe, founder of Success
Performance Solutions, was interviewed in "The Boss Makes The
Weather", how training can improve the work environment between
managers and subordinates.
Also interviewed for the article was Dave Wolf, president of Clean
Burn in Leola, PA. Six of Clean Burn's supervisors recently completed
a series of Managing to Excel supervisor workshops for team building.
The Managing to Excel program was sponsored by Success Performance
Solutions. To read more about how supervisors can impact the bottom-line
and the importance of training, read the May 2004 issue of HR Magazine.
Can a musician and magician live happily ever after?
Sometimes you have to just step back and laugh. People can be so
entertaining.
A very good friend of mine and his wife recently purchased an entertainment
center for their home. I've never met his wife but knowing my friend
quite well, I knew that this shopping experience had to earn its
place in the Marital Hall of Fame. Beth is a talented musician,
plays in the orchestra and is a professor at a small university.
I also know from our conversations that she loves to cook and garden.
My friend on the other loves to eat, plant and harvest ideas, and
play with gadgets and technology. In his spare time, he is a entertainer-magician.
We know that different people value different things in life. In
fact, we can identify six primary values that either positively
or negatively drive all human behaviors. In other words, we can
easily identify that all people are motivated by at least two of
these six values.
One of these six is called the Aesthetic value. Individuals who
value the Aesthetic things in life strive for activities that bring
form, harmony, or balance to their environment and self. Some Aesthetics
achieve harmony with art, music, design, or writing. Others have
an overriding desire to create an environment in which they achieve
peace and harmony. These individuals may seek careers in interior
design, architecture or pursue causes that preserve the environment
in which they live.
When my friend Mike heard that Beth finally agreed to purchase the
entertainment unit, Mike jumped at the chance to finally get a stereo.
Up until now, the house stereo is his computer "cranked up
loud enough to hear all over the house".
A stereo system however was not Beth's idea of what goes into an
entertainment center. To Beth, the purpose of the entertainment
center was to hide the ugly TV, not clutter the room up with junk.
"I'm not getting an entertainment center so I have to look
at a stereo", she said. "Entertaining" to Aesthetic's
like Beth are the knick-knacks, figurines, heirlooms, ceramics and
other decorative items that "camouflage" the ugly presence
of a television.
The good news for Mike is that their current VCR and DVD is too
large for the shelf provided in the entertainment center. Beth hates
looking at it sitting atop the television. The solution? Purchase
a new unit that fits inside the unit.
Of course, this brings up another problem - "fit". Fit
to one is not fit to another. To the Economic, another of the six
values, the size, function and cost of the VCR and DVD player will
determine what is the best fit. But to the Aesthetic, the color,
shape and form will be most important.
Aesthetic conflicts don't just occur at home either.
Have you ever noticed how some employees personalize their spaces
- hanging plants, decorative picture frames, needlepoints, embroidered
cushions on their chairs? Even their computer monitor has a cute
coat decorating the bare plastic case.
To the Aesthetic individual, beauty exists for beauty's sake. They
have an intense desire for harmony and balance and will take great
pains to beautify their surroundings. They feel stressed and even
tired in surroundings that "don't feel right". They may
even straighten pictures hanging crookedly in someone else's house
or have the urge to move their furniture around so the room "flows"
better.
Then comes along the low Aesthetic boss who wants to know "what
all this crap is doing hanging from the walls". In order to
maintain a professional appearance and eliminate any distractions,
the boss orders everything personal be removed from the office,
ccovers up the windows, hangs the cheapest wall coverings he can
find, and paints all the walls off- white.
Unfortunately a plain vanillla environment to an Aesthetic person
is like demanding that a fish learn to breathe air out of the water.
It's not that a uniform, simple work environment is not right or
wrong - it's just counter-productive if you hired a group of Aesthetic
workers.
If you want to turn off the productivity of an otherwise motivated
group of employees who just happen to value the Aesthetic things
in life, just impose a "no-personalization of workspace"
policy.
There is no trick to understanding how to motivate (and de-motivate)
people. Understanding human behavior is not slight of hand nor is
it learning how to pull a rabbit out of a hat.
People continually show you exactly what you need to know about
them. All you need to do is learn what to look and listen for. The
result will be that you will learn how they will respond in nearly
every situation imaginable.
Understanding behavioral models like Business Values and Motivators
and DISC will result in beautiful music to the ears and eyes of
the Aesthetic and practical, bottom -line results to the Economically
driven utilitarian.
Learn what people value and how to motivate employees. Order
your personal copy of Business Values and Motivators today.
Perfect Labor Storm Alerts #146 to #150
Fact #146
Of the approximately 12.3 million illicit drug users in the United
States, 77% are employed.
Source: U.S. Department of Labor
Fact #147
For every 1000 employees, there are 84 problem drinkers.
Fact #148
For every 1000 employees, there are 453 lost workdays due to sickness,
injury, and absence as a result of problem drinking.
Fact #149
For every 1000 employees, there are 417 work days of lowered productivity.
Fact #150
The cost of alcohol-related problems costs each business $56,686
in work days lost to sickness, injury and accidents.
Source: Ensuring Solutions to Alcohol Problems, George Washington
U.
"The Perfect Labor Storm Fact Book: Why Worker Shortages Won't
Go Away" is HERE! Order
your copy today - $7.95 includes no shipping fcosts or limited
time only.
Stop Hiring High-Risk Hourly/Entry-level Employees with
CBI and SELECT
Counter-Productive Behavior Index(tm) is the most cost-effective
screening test to identify these high risk work- related attitudes
and behaviors:
Honesty
Substance Abuse
Computer Abuse
Dependability
Aggressive Tendencies
Sexual Harassment
Counter-Productive Behavior Index(tm) takes no more than 15 minutes
for a candidate to complete and can be scored on paper in less than
60 seconds to score or online. Online reports include a structured
interview guide with recommended interview questions.
SELECT(r) Associate System is a pre-employment screening tool to
identify work-related behaviors such as Positive Service Attitude,
Accountability, Frustration Tolerance, Acceptance of Diversity,
Multi-tasking and more, plus a Validity Check and Integrity Index.
Each customized report includes a step by step interview guide including
recommended interview questions.
Reduce Absenteeism,
Theft and Harassment!
Select The Right Test
Confused by which test to use for which employee or position? Then
visit our newest guide to helping managers Select The Right Test.
Beginning with pre-hire tools to screen out high risk candidates
to development assessments to help guide an employee's career, you'll
find nearly our whole family of assessments conveniently listed
with brief descriptions about each assessment and how when to use
them.
Select
The Right Test - Download the CriteriaOne Hire Competence with
Confidence Assessment Guide here.
**********************************************************************
Build A Top Performer Profile At No Cost
Hiring the right employee for the job begins with developing a top
performer profile with the TotalView Assessment System. Try it with
no risk - just follow the link below.
Complete
your Job Description Worksheet here.
**********************************************************************
Legal Guidelines for Interviewing
-Ask only job-related questions.
-Avoid potentially discriminatory questions.
-Be consistent in the questions asked of each candidate.
-Provide the same information to all candidates.
-Spend about the same amount of time with all candidates.
-Make evaluations in the same way for each candidate.
-Take good notes, providing documentation as to why each evaluation
was made.
-Base evaluations on whether the candidate has the skill to do the
job.
Source: Interview for Success Behavior-based interviewing has been
around for 25 years, but the practice has recently been gaining
momentum with the increasing demand for skilled and competent employees.
To conduct a behavioral interview, interviewers need to know what
to look for in a candidate's response. Online Interview Generator(r)
pairs specific "target behaviors" to over 60 competency
based interview questions.
Online Interview Generator(r) (IG) allows users to create company
and job specific customized behavioral interview guides in minutes.
Satisfied IG users include hiring managers, employers, human resources
professionals, and consultants.
As an IG user, you can choose an already- developed interview guide
from our Job Library of over 40 standard job titles (from Administrative
Assistant to COO), then quickly and easily edit to fit your open
job. Or, you can choose to design your own interview guide from
"scratch" using our extensive database of 65 competencies,
and over 1,500 different target behaviors (interview "answers"),
and corresponding interview questions.
IG is extremely versatile and flexible - it can be used for selection
in every industry, business and organizational environment. IG is
inexpensive and cost- effective; clients can purchase interview
units separately, or through a site license.
View
a sample Interview Guide created with Interview Generator.
What Is It That Employees Really Value?
6 Proven Motivators are revealed in Understanding Business and Values.
Order your copy of "Understanding Business Values and Motivators".
(Yes, Understanding Business Values and Motivators is finally here.)
Understanding Business Values and Motivators is an introduction
to understanding the six business values and motivators that drives
human performance. In this book, Ira Wolfe describes how each of
the motivators affects peoples' behavior in the workplace and how
managers can tap into those motivators to increase productivity
and improve performance.
Order your copy today - only $12.95. Want to order a copy for all
your managers? Call us for volume discounts.
Attention Consultants - call us about affiliate and re-seller programs.
Preview
a Chapter of Understanding Business Values and Motivators today.
Have Candidate Apply Online Anytime and Cut Your Resume
Screening and Interviewing Time in Half.
What is Total APS(tm)? It is our newest technology. Post your jobs
and have your job applicants move through our structured screening
process.
Critical Rapid Screening Data (RSD) includes capturing resumes and
job specific personality testing. Managers are enabled to compare
candidates and make accurate decisions quickly.
Test batteries include:
-FirstView, a 15 minute indicator of basic job fit for 15 different
job positions
-CBI, a highly effective 15-minute assessment of honesty, integrity,
dependability and tendencies toward aggressiveness and sexual harassment.
-TotalView, the definitive indicator of high performer job fit.
This assessment can be benchmarked specifically for any job.
Total APS is available on a pay per-hire basis for 7, 30, or 60
days at an unbeatable cost! You can screen 5 people or 50 people
all at the same low cost, until you find the right person for the
job!
For larger organizations or smaller businesses faced with high turnover
or seasonal jobs, Total APS is also available for annual unlimited
use licenses (based on number of positions and number of employees).
Learn more about Total
APS - Unlimited personality assessments and FREE InterView Guide
through May 31, 2004
I know you want to know this.
- You burn more calories sleeping than you do watching television.
- Oak trees do not produce acorns until they are fifty years of
age or older.
- The first product to have a bar code was Wrigley's gum.
- The king of hearts is the only king without a mustache.
- A Boeing 747's wingspan is longer than the Wright brother's first
flight.
Online Self and 360 Competency Assessments
Janus Performance Management System - tailored to match individual
needs by developing the competencies that are most relevant for
every job.
Janus provides a comprehensive, step-by-step planning design to
help manage this process effectively.
Janus not only provides a suite of goal setting and appraisal forms
and templates to help this action planning process, but also helps
to ensure that all reports are in plain language, complete, comprehensive,
and easy-to-use.
Build customized reports in minutes
36 Janus Critical Core Competencies are based on the principles
of the Balance Scorecard.
View
a sample Janus report.
Ira S. Wolfe ©2004 - All Rights Reserved. Reprints and other
distribution by permission only. |
