TIOT - R2 (Team vs. Individual Orientation Test - 2nd Revision) Sample Report
Report for: Sample Reports
Completed on: Oct 28, 2024 at 03:07 PM (GMT -6)
Completed in: 24 min
The Team Orientation Test provides a glimpse into an important aspect of what motivates a person at work - his or her preferred work orientation. Sample's results in this test will not only answer this question but will also elucidate why he might feel this way by addressing his concerns in this area.
Overall results 30
In general, Sample appears to prefer working alone to working in a group. He feels that his skills and talent are usually best utilized when he works on his own. Since he feels this way, he is likely much more productive when working independently. People like Sample, who tend lean closer to the individual side of the team/individual continuum, may experience working in a team as an unpleasant and sometimes difficult undertaking. This is not to say that he cannot work well with others - it simply means that he has a penchant for individual work and is probably more effective when working in a setting that matches his work preferences.
Our stats reveal that the two most common concerns about working on a team are unfair workload and unclear roles.
Independent workers are oriented towards using their own ideas and reflections. Team players, on the other hand, like to draw on people's thoughts and ideas within an interactive setting. While most individuals have a preference, the fact is that the majority of people have a little of both orientations. One person might, for example, like to share ideas and brainstorm when it comes to decision-making, but would prefer to be alone when conducting a research project. Knowing which way a person leans on the work orientation scale can help optimize his or her potential.
There are a variety of concerns that many people have about teamwork. Some people worry, for instance, that they will not be able to achieve as much if they work in a group, or that communicating in a team will add a level of complexity to a project that is intimidating. They also may worry that certain team members will slack off, leaving them with an unfair workload. These results will provide some insight behind Sample's teamwork orientation by identifying his particular concerns about teamwork.
Overall results
30
Self-Confidence
77
Interpersonal Discomfort
90
Feeling Inferior
68
Fear of Accountability
78
Peer Confidence
65
Unwillingness to Depend on Others
78
Issues With Consulting Others
42
Need to Compromise
68
Fear of Criticism
66
Having to Adjust for the Group
49
Loss of Control
83
Unfairness
80
Concern About Being Held Back
86
Not Getting Due Credit
72
Unfair Workload
82
Communication Issues
73
Meeting the Need to Communicate
72
Issues With Listening to Team Member
78
Fear of Speaking up in Front of Group
72
Worry About Unclear Roles
70
Overall results
Overall work orientation preference.
30
In general, Sample appears to prefer working alone to working in a group. He feels that his skills and talent are usually best utilized when he works on his own. Since he feels this way, he is likely much more productive when working independently. People like Sample, who tend lean closer to the individual side of the team/individual continuum, may experience working in a team as an unpleasant and sometimes difficult undertaking. This is not to say that he cannot work well with others - it simply means that he has a penchant for individual work and is probably more effective when working in a setting that matches his work preferences.
Self-Confidence
Assesses concerns about teamwork related to lack of self-confidence.
77
Sample appears to doubt himself and his abilities, and feels worried that he will be the one holding his teammates back. People who score like he does generally feel uncomfortable around others, worrying about putting their foot in their mouth or making some other social misstep. They are unsure about their ability to complete their portion of a project and feel that they are not an important member of their group. Read on for more detailed results related to this subfactor.
Interpersonal Discomfort
Assesses comfort in social situations in general.
90
Teamwork at its very essence is of a social nature, and all of us have differing levels of skill and comfort with social interaction. Sample does not appear to be at ease with this aspect of teamwork. It's one thing to work around others; it's another thing altogether to have to work in a group. Perhaps if Sample works on his social comfort, he will be more at ease in a team situation.
Feeling Inferior
Measures the tendency to feel inferior in comparison to others.
68
It appears that Sample feels inferior to others. This may lead to problems in a group because he may be afraid to speak up, thinking that his opinions and ideas are less important than those of others, and he may come across as lacking in self-confidence. He needs to remember that the best group performances come about when all members contribute.
Fear of Accountability
Assesses concerns about having others count on him to get things done.
78
For many people, the pressure to hold up their part in a group could be a source of stress; they feel that everyone is counting on them. This does appear to be a major concern for Sample. He worries that he won't hold up his end of the deal, that his work won't be of sufficient quality, or that he will be too slow to complete his part.
Peer Confidence
Measures concerns about having to trust and depend on teammates.
65
Sample appears to have a rather hard time placing his trust and fate in the hands of his teammates. In order for a team to function well, colleagues should consult each other rather than making unilateral decisions, and take the time to discuss how to move forward. Team members also need to be comfortable relying on others in the group; it can be very helpful to Sample to delegate some of his tasks when overwhelmed and focus on his own work, letting others take care of what they are supposed to do. He should work on learning to put his faith in others in order to let the team function at its best.
Unwillingness to Depend on Others
Measures willingness to trust others and to delegate work.
78
Sample appears to have a great deal of trouble trusting others to do their part. He likely checks up on others, takes on too much because he doesn't trust others to do work as well as him, and fails to delegate work even when doing so would result in better efficiency in the group.
Issues With Consulting Others
Measures problems related to having to consult with others when making decisions.
42
The fact that it is necessary to discuss decisions and come to a consensus is a minor problem for Sample. Perhaps he prefers going with his first instinct or resents the debating process necessary to achieve agreement. He needs to accept that this is simply part of group work, and necessary to ensure that all team members are satisfied. It likely results in better, more thought-out decisions in the long run.
Need to Compromise
Assesses concerns about having to compromise personal goals and work style, or sacrifice individual glory when working in a group.
68
Sample appears to be highly concerned about the necessity of compromising when working in a team. People who score like him have a hard time compromising their work style or plans in the face of constructive criticism or in order to fit the needs of the group. Finally, they are frustrated with the loss of personal control when working in a group and are bothered by the need to share decision-making power with others. Read on for specific information about Sample's results in this area.
Fear of Criticism
Assesses fear of criticism and tendency to take feedback defensively.
66
Fear of criticism appears to be of major concern to Sample when working in a group situation. He may not be fully able to participate because he often does not handle negative feedback in a healthy manner. He needs to keep in mind that feedback is simply a part of the group process and should not be taken personally.
Having to Adjust for the Group
Willingness to adapt goals, work habits, and work speed to that of the group.
49
Sample appears to be somewhat willing to adjust to fit the needs of the group, but he does not always do so willingly. He needs to feel comfortable altering his work habits, and maintain an open mind even when he feels his ideas or plans are what is best for the group.
Loss of Control
Fear of losing control over final outcome of a project.
83
Sample is highly concerned about a loss of control in a team situation. He does not relish the thought of losing decision-making power or not having control over the final product.
Unfairness
Assesses concerns about unfairness in the group.
80
Sample appears to be very worried about being taken advantage of in a group. He thinks that others will not pull their own weight and will leave him in the lurch, forced to cover for them at inopportune moments. He doesn't usually give others the benefit of the doubt, and if some of their work does fall on him for one reason or another, he is likely to hold it against them. He might not be able to accept that when he works in a group, his individual contributions will not always be recognized and singled out for praise. Finally, he feels that he could accomplish more individually than he can as a group, and that covering for others is likely to distract him from his work. For more details, read on.
Concern About Being Held Back
Measures fear of being held back by the group.
86
Sample has great concern that working in a group would hold him back. He needs to realize that while some processes will take longer when working in a group - making decisions, for instance - others will go much faster because work can be split up, ideas can be generated more quickly, and people can utilize their different strengths.
Not Getting Due Credit
Assesses fear of not getting credit for individual work done in a group setting.
72
When working in a team situation, it is natural to get less individual credit for a successful job, and instead to mostly get credit as a group. This is a major issue for Sample. He is very concerned that his individual efforts will go unnoticed, and that the team will outshine his individual hard work.
Unfair Workload
Concerns about unfair workload due to others' neglect or ineptitude.
82
At times when working on a team, the workload is not evenly distributed. This appears to be a major source of concern for Sample. Perhaps group members in the past have dumped work on him, or in his mind, it just makes sense to him that this would happen.
Communication Issues
Degree to which the need for good communication is a concern.
73
Sample is very worried about the need to communicate with colleagues when working in a team. He might be concerned that his listening skills, ability to communicate his ideas, and public speaking skills are not up to par. Moreover, he tends to get impatient with having to take the time to ensure there is a consensus, and that everyone in the group is well informed and takes part in the decision-making process. Read on for more specific results to learn which areas are a concern for him.
Meeting the Need to Communicate
Assesses comfort with the communication aspect of teamwork.
72
Sample is extremely concerned about having to communicate with team members. He should remember that by making an effort to communicate in a healthy manner, he can better navigate the occasional disagreement or other touchy situations with ease.
Issues With Listening to Team Member
Issues related to listening to others, taking their opinions into account, and following the topic of conversation.
78
Sample does not seem to be at all comfortable with listening to others when in a group situation. Listening is an important aspect of group work; not only does he need to be able to understand what others are telling him, but he also has to send the message to them that he is making an effort to really understand what they are saying.
Fear of Speaking up in Front of Group
Comfort with speaking up in a group setting.
72
Speaking up in front of a group is an important issue for Sample. He does not feel comfortable asserting his opinion, especially when it is an opposing one, and he likely becomes anxious or even visibly nervous when speaking his mind.
Worry About Unclear Roles
Assesses concerns about unclear roles and duties in a group situation.
70
Some people are really rigid about needing to know what exactly they have to do, as well as what role they should be taking on in the group. This does appear to be the case for Sample. He needs to try to be patient and accept the occasional ambiguity that arises in a group scenario. The fluidity of roles and duties may allow for greater creativity. If, however, group members are totally unclear about their roles, this is likely a managerial issue and should be addressed.
The following list offers some insight behind Sample's teamwork preferences, summarized as his Major, Minor, and Insignificant Concerns about teamwork situations. By learning more about any particular worries he has about working on a team, he and management can work on resolving some of these issues.
Insignificant Concerns
- He has very few issues about having to consult with others before making decisions
- He is capable of adjusting in order to compromise with others
Minor Concerns
- He sometimes experiences feelings of inferiority
- He is not entirely comfortable placing his trust in teammates
- He is not completely comfortable with the need to compromise and be flexible in a group
- He is somewhat uncomfortable with criticism
Major Concerns
- He has many concerns related to self-confidence
- He is uncomfortable with the social aspect of group work
- He has issues with accountability
- He is concerned about having to depend on others to get tasks accomplished
- He is worried about losing personal control over work
- He is concerned about the potential for unfair treatment in a team
- He is concerned about being held back
- He is concerned about getting less individual credit
- He is concerned about unequal division of the workload
- He feels uncomfortable with the increased level of communication required when working in a team
- He has difficulty meeting the need to communicate with team members
- He has difficulty listening to others and understanding their message
- He is uncomfortable with public speaking
- He is worried about unclear roles and duties
On average, people tend to prefer a balance of solo projects and teamwork.
Advice made available with actual full reports only.
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