1. Alisa Parks (#1865519)
Email: apark1@ggc.edu
Position: Open
Administered by: Brown, Courtney
Date: 10/30/15
Company: The Callaway Black Group
Status: Applicant
Survey Traits
EU = 46
Job Behaviors
EU = 52
2. Culture Index Report
The following brief narrative contains information covering the 1) Introduction to the Report, 2) a
Traits Summary and 3) a Job Behavior Summary. This information should always be reviewed by a
person that has attended the Culture Index Workshop or your Licensee, as this narrative does not
go into the many considerations that are necessary to make an informed or educated decision on
people. If you would like to attend a workshop, please consult your Licensee or contact us at
info@cindexinc.com.
Introduction
The first section titled "Traits" is a summary of seven work-related characteristics. These "Traits"
assess who you are outside of work, or who you are when you are not modifying your behavior to
meet the needs of your surroundings. These seven work-related "Traits" are inherent behaviors
and are typically established by ages 8-12.
The "Traits" summary portion will help you and others understand how you make decisions, what
your communication style is like, the pace of the work you engage in naturally and your inclination
towards detail orientation or conformity.
The second section of this report entitled "Job Behaviors" is a summary of how you perceive you
need to behave to meet the demands of your existing job and the responsibilities you are
accountable for. This summary may also be helpful in assisting you and other people as to the
cause and/or effect of stress or possible morale issues, if prevalent.
Since Culture Index is not a test, there is no pass/fail. The purpose of this instrument is to help our
supervisors and managers to not only understand themselves and their own management style,
but to also understand the job from your perspective.
Traits Summary
A curious problem solver who prefers dealing with data and projects rather than people. When in
supervisory or leadership roles, this individual is straightforward and may be abrupt. They are
factual communicators and can be confrontative. A more authoritarian style is evident when they
are dissatisfied. They understand the value of small talk in social situations, but will be
uncomfortable if forced to participate. Displays a distrust in people versus facts. They may not
change their opinions to suit others unless the facts suggest they should. This person may demand
freedom in project management and is reluctant to delegate to others unless competency equal to
or greater than their own is demonstrated.
This person likes to initiate and finish activities in quick succession. They prefer variety in their
circumstances and like working under pressure and time constraints. Forcing them into positions
requiring methodical behavior is likely to induce disruptive behavior. This individual is very effective
when provided with, or allowed to set priorities. They enjoy trouble shooting and then moving on.
3. Technically oriented, this person wants to solve problems and may go out of their way to find or
make interesting work. Tends to accept risk-oriented work, but may seek guidance or approval from
others.
This person may seem aloof and might take their time gaining familiarity with others. Introspective,
they naturally fill positions requiring technical, tangible knowledge or the ability to deal with objects
rather than people. They are skeptics and do not take a stranger's word at face value, but require
proof to accept new concepts and ideas. They are quiet, reserved and direct speakers.
This person likes variation in their work, but is capable of focusing on redundant tasks for short
periods of time without losing interest.
This person may seem compliant in most situations but is capable of exhibiting more expeditious
behavior when implied from the work assigned.
Strives to achieve a consistently reliable level of accuracy and follows through to ensure success.
Structure and guidelines will aid this person in their quest for certainty. Tends to avoid confrontation
and may not directly question authority, but will seek safer routes.
The desire for safety may push this person to seek direction at first, but as their comfort level grows
they will want to express their knowledge in their own way. At this point, they may ask questions
when necessary, but can otherwise want the latitude to act on their own, as over-supervision may
be perceived as distrust.
The best reward for this person is individualized, private recognition. Criticism is taken personally
and is perceived as a doubt of their ability or truthfulness and should therefore be undertaken with
tact.
This individual is behaviorally flexible. They can behave out of character and have some stress
resistance. However, long periods of stress may tire this individual and such situations will
therefore be avoided if possible.
Emotionally detached, this person may be sympathetic to others, but their unexpressive nature will
not allow them to show their feelings readily. They may appear uncaring, but this is an inaccurate
assessment. They use logic to problem solve. It is difficult for them to use emotion or empathy.
Capable of employing imaginative thought to situations, this person is open to new concepts and
processes. They should be encouraged in this ability as they may otherwise rely on clichéd or
habitual responses. Ingenuity is enhanced by experience and education.
Job Behavior Summary
This person perceives a modest increase in social ability is required by the work culture. This
perception is usually caused by having some job responsibilities that include motivating,
encouraging, or persuading others.
This person perceives the need to work at a more consistent methodical pace. This individual may
also perceive that many facets of their work assignments are highly repetitive and routine.
