Respondent Christian SmithNorm UK General 1.0
Assessment Date 04/03/2014
All rights reserved Cubiks Intellectual Property Limited 2014
Page 2
IntroductionThe information provided in this report is
confidential and intended only to be used by the respondent or
themanager or recruiters responsible for the assessment
process.
This report is based on the responses given by Christian Smith
to the PAPI 3 N questionnaire. The questionnaireasked him to
describe his typical preferences and behaviour in a working
environment. He was presented with aseries of statements for which
he indicated on a seven-point scale the degree to which the
statement described him(ranging from Strongly Disagree to Strongly
Agree).
It is important to note that the results described here are
based solely on the responses Christian Smith gave to
thequestionnaire. The responses given therefore represent how
Christian Smith sees his own behaviour, rather thanhow others might
describe him. The accuracy of the report will depend on the honesty
and frankness with which hecompleted the questionnaire, along with
his level of self-awareness. The descriptions of his personality
presented hereshould be taken as hypotheses rather than concrete
facts. However, the results from this questionnaire should
provideuseful indicators of the way that Christian Smith is likely
to behave at work and in different situations.
The responses to the questionnaire provided by Christian Smith
have been interpreted by comparing them with theresponses provided
by a large group of people who have also completed the same
questionnaire. For this report, thecomparison group used was UK
General 1.0.
This report provides a description of how the respondent sees
himself at the time which he completed thequestionnaire. His
preferences and behaviour are likely to change over time and depend
on his work role andpersonal circumstances. This report should
therefore be considered to have a shelf life of up to 12 months,
dependingon his circumstances. If there have been considerable
changes in his role or personal circumstances after thisassessment,
he should complete the questionnaire again.
Note that the PAPI 3 questionnaire does not measure ability or
competence. It provides a summary of how therespondent sees himself
but does not provide information on how effective he is in a given
area. His level ofeffectiveness will be influenced by the
interaction of his personal characteristics with other factors such
as thedemands of his work role and the culture of the organisation
he works in.
If you have any questions or concerns about any of the
information provided here, you should raise these with
theindividual who sent you the report, or someone who has been
trained and certified to use and interpret the PAPI 3
Nquestionnaire.
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Respondent Christian SmithNorm UK General 1.0
Assessment Date 04/03/2014
All rights reserved Cubiks Intellectual Property Limited 2014
Page 3
Questionnaire FeedbackFeedback from Christian Smith's responses
to the questionnaire is presented below, grouped into several
broadareas of work behaviour. The report also contains a further
section with other additional interpretations that may be
ofinterest.
.Impact & driveThis area focuses on Christian Smiths
preference for influencing others and making an impact. It also
looks at hisdesire for personal achievement and his perception of
his ability to manage and lead others.
Christian Smith is likely to be much more focused on
cooperation, than competing with others. He will probably placemore
importance on other aspects of life than on his own achievements or
success at work. He is likely to be contentin roles where there is
not necessarily any opportunity for advancement and may appear
laid-back in relation to hisown career progression.
He describes himself as having little desire to influence
others. He is likely to respect the contributions of others
anddisplay a more inclusive style of influencing. His responses
suggest a preference for not telling others what to do,perhaps
preferring to let others take control. However, there is a chance
that he might not give guidance in situationswhere it is necessary
to do so.
He is likely to be comfortable in non-leadership roles and does
not report any great tendency to lead or to take
formalresponsibility for others. He is somewhat unlikely to aspire
to positions of leadership, possibly preferring alternativeroles.
Though he describes himself as having limited self-confidence in
his ability to lead and manage, this might bedue to a simple lack
of leadership experience.
He describes himself as having a desire to make an impact. He is
likely to thrive in situations where he is noticed byothers and he
may be a lively and confident speaker in a group. His responses
suggest he appreciates recognition forhis contributions.
.Organisation & structureThis area looks at the amount of
guidance Christian Smith needs at work, and the level of structure
and detail heprefers to apply, as well as his need to see tasks
through to completion.
Christian Smith's responses suggest that he does not place a
great deal of emphasis on personal order and tidiness.While on
occasion he may spend some time organising information and tiding
his work area, he probably focuses onother aspects of work. A
little organisation is generally enough for him, and he can usually
find key information whenneeded, though not always quickly.
His responses indicate that he does not place great emphasis on
planning his work. His responses indicate that heprefers to deal
with situations as they arise, being flexible with his workload
rather than planning in advance. He mayloosely plan his work when
required, but he will generally focus on more immediate work.
He describes himself as having little interest in working with
details, and may only check those of high importance. Hemay leave
detailed work to others, preferring not to get preoccupied, which
could mean that on occasion he missescritical errors. It is
possible that he is better suited to tasks which are strategic or
focus more on the bigger picture.
His responses suggest that he is generally likely to follow the
rules but will be flexible when required. He tends toprefer a
balance between working with clear guidelines and using his own
initiative, possibly feeling more comfortablewith broad structure
rather than detailed frameworks.
Although he reports some desire to ensure tasks and projects are
finished, he may not need to see all of the work thathe is involved
in through to completion. This suggests he is normally comfortable
leaving the responsibility for finishingtasks to others, where this
is appropriate. He is also likely to feel comfortable leaving a
project or task unfinishedwhere business demands change.
He tends to take a reactive approach to his work and prefers not
to spend time organising tasks or information.This suggests he is
likely to find it easy to adapt to unexpected events and that he
will be comfortable working ina disordered environment. However,
any overly organised colleagues might find the lack of structure he
applies tohis work somewhat frustrating, particularly in relation
to any over-reliance on them to find information or for
detailedplanning.
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