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AssessmentThe Schwiebert Group, Inc. offers a variety of assessments to assist our clients. Top
Learning Organization Assessment
The results from the
Dimensions of the Learning Organization Questionnaire (DLOQ) provide you with
information about how your organization is perceived by you and other employees.
These perceptions are focused on how well individuals and teams within the
organization, and the organization as a whole, have developed the capacity for
learning. Each dimension represents an action imperative that can be addressed
to enhance the movement of your organization to become a learning organization.
(Watkins & Marsick, 1999). When to use: To assess how an organization is perceived by individuals within the organization. Used with permission from Partners for the Learning Organization www.partnersforlearning.com
Employee Opinion Surveys are custom designed and developed with the client to meet their specific needs. Typical categories include questions about employees' ideas, feelings, and beliefs. It can be used to help decision makers, planners, and evaluators. Format: Questions can be on paper or on-line. The number of questions depends on client's needs. When to use: To determine areas of improvement for the organization.
The FIRO-B™ measures how an individual's personal needs affects their behavior toward other people. It increases awareness of an individual's strengths and weaknesses. It assesses interpersonal style on three levels: inclusion, control and affection. The FIRO-B™ also suggests possibilities for improvement. Format: self administered questionnaire (54 questions) can be completed with paper and pencil or online. When to use: To assess and individual's strengths and weaknesses. When paired with MBTI®, it can be used to examine an individual's leadership style. Used with permission from Consulting Psychologists Press, Inc. www.cpp-db.com
Myers-Briggs Type Indicator® (MBTI®) The Myers-Briggs Type Indicator® has helped people for more than 50 years in developing a deeper understanding of themselves. Developed by Isabel Myers based on Carl Jung's theory of psychological type, the MBTI® helps determine preferences on four dichotomies: Extraversion--Introversion, Sensing--Intuition, Feeling--Thinking, and Perceiving--Judging. The combinations create a unique personality type, one of 16 types. Format: self administered questionnaire (144 questions) can be completed with paper and pencil or online. When to use: The MBTI® is used in a variety of settings with business: team building, leadership development, organization development, communication skills, conflict and stress management.
Used with permission from Consulting Psychologists Press, Inc. www.cpp-db.com
The Strong Interest Inventory® measures 6 scales (realistic, investigative, artistic, social, enterprising and conventional) of an individual's interests, work environments, and leisure activities. This inventory also gives the individual ideas for enrichment and development course. When paired with MBTI®, it can measure work style, leadership style, learning environment style, and risk taking style. Format: self administered questionnaire (377 questions) can be completed with paper and pencil or online. Used with permission from Consulting Psychologists Press, Inc. www.cpp-db.com
Measures: The Team Assessment is created by using the individual members preferences from the MBTI®. All the team members preferences are complied into one team type and each member is given a report that includes their type in relation to the team type, the similarities and differences. This Team Assessment is helpful for the team with conflict management, problem solving, communication skills, stress management, and organizational development. Format: self administered questionnaire (144 questions) can be completed with paper and pencil or online. Used with permission from Consulting Psychologists Press, Inc. www.cpp-db.com
A customized assessment can be developed to meet client's need. Some examples of customized assessments are employee opinion, customer satisfaction, training needs, competency assessment, job/task analysis, strategic needs analysis, and cultural analysis. Format: Assessments can be paper, on-line, interview, or focus groups. The number of questions depends on client's needs and the purpose of the assessment.
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