Result report

Technical& Personality
Saiyama Kamanakudige

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 Result report
2
Table of contents

Information on the result report 3

Outline of the results 4

Mechanical and technical comprehension . . . . . . . . . . . . . . . . . . . . 6
Concentration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Speed of thought . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Problem-solving capacity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Achievement motivation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Expectations of oneself . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Working carefully . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Stress resistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Self-management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Reaction to criticism (defensive vs. open) . . . . . . . . . . . . . . . . . . . . . 10
Openness to new experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Leadership motivation (reserved vs. dominant) . . . . . . . . . . . . . . . . . 11
Staff orientation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

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 Result report
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Information on the result report

The following results from your online assessment will allow to evaluate your skills
on a scientific basis. The information will help you to assess how well a particular
activity fits your attitudes, abilities or potential.

For each skill, you have completed a module with related questions or exercises. In
order to determine your personal results, your answers have been compared with
those of a large number of other people who have also completed these modules.
This ensures a high level of fairness and comparability of the results.

Here is an example of a module result:

63 example

0 100
The circle’s position indicates whether you have a low, medium or high level of pro-
ficiency in the respective skill in relation to the comparison group. The number in
the circle additionally indicates a percentage value. This shows what percentage of
the comparison group achieved a lower or equally high value. Taking the example
above, the result of 63 means that 63 percent of the comparison group achieved a
lower or equally high value. Conversely, 37 percent achieved a higher value.

We recommend that you go by the categories of low, medium and high, as small
differences in percentages are of little importance.

Please note that a high level of proficiency is not suitable for every activity. Rather,
the main purpose is to determine how well the level of proficiency in a particular
skill fits the requirements of an activity.

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 Result report
4
Outline of the results

26
Mechanical and technical
comprehension 0 100

88
Concentration
0 100

40
Speed of thought
0 100

27
Problem-solving capacity
0 100

76
Achievement motivation
0 100

38
Expectations of oneself
0 100

77
Working carefully
0 100

45
Stress resistance
0 100

39
Self-management
0 100

14
Reaction to criticism (de-
fensive vs. open) 0 100

32
Openness to new experi-
ence 0 100

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 Result report
5

53
Leadership motivation (re-
served vs. dominant) 0 100

28
Staff orientation
0 100

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 Result report
6
Mechanical and technical comprehension
This scale captures both abstract and applied mechanical and technical com-
prehension. This includes the ability to recognise technical contexts, analyse
mechanical designs and draw logical conclusions from technical problems. People
with high scores usually have a very good understanding of how things work in
the areas of technology and mechanics. They also find it rather easy to deal with
mechanical and technical designs at an abstract level. In comparison, people with
low scores have a less pronounced technical and mechanical comprehension.
They find it rather difficult to solve mechanical and technical problems.

26

0 100
Result: 26

Concentration
The scale for concentration measures the ability to carefully and correctly deal with
problems under time pressure that can be solved using simple thought processes
and logical reasoning. To this end, it is necessary to observe carefully and to pay
attention. In addition to logical reasoning skills, the ability to concentrate plays
a particular role in determining the test score. Persons with high scores on this
scale generally find it easy to concentrate on the tasks at hand for a longer period
of time and to solve them correctly even under time pressure. Persons with low
scores experience greater difficulties when trying to maintain their focus under
such conditions and are more likely to commit errors in the process.

88

0 100
Result: 88

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 Result report
7
Speed of thought
This scale assesses the ability to mentally sort series of numbers under time
pressure. Good performance on this kind of task indicates a high speed in the
performance of thought processes. This aspect, sometimes included in fluid
intelligence, is considered one of the basic skill dimensions into which general
intellectual capacity can be subdivided. People with high scores on this scale solve
more problems under time pressure than others. People with low scores find it
more difficult to work under time pressure and solve fewer problems correctly
than others.

40

0 100
Result: 40

Problem-solving capacity
Problem-solving capacity means the ability to draw logical conclusions, i.e. the
ability to process abstract information in an organised and systematic way.
People with high scores on this scale have sound basics for processing abstract
information. People with lower scores often find it more difficult to deal with
abstract information.

27

0 100
Result: 27

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 Result report
8
Achievement motivation
The scale achievement motivation assesses the level of commitment that people
show for their assigned work tasks. It also includes how important people
perceive the quality of their results and the extent to which they want to excel
in competitive situations. People with high scores perceive achievement-related
situations as a challenge and do not shy away from such situations. People with
low scores, on the other hand, set less value on achieving more than others and
they rather spend the amount of energy which is reasonable from their point of
view.

76

0 100
Result: 76

Expectations of oneself
This scale assesses what expectations a person has for their own performance
and how much effort they are willing to invest. People with high scores have high
expectations of their own performance and are keen to improve it continually.
People with low scores do not consider it all that important to always obtain the
best possible result. They have lower ambitions for their own performance and
are more easily satisfied with what they have accomplished.

38

0 100
Result: 38

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 Result report
9
Working carefully
The scale for diligence indicates how diligently people will work on tasks assigned
to them. As a rule, people with high scores on this scale will proceed very
conscientiously, pay attention to small details and feel more comfortable in a
work environment that is clearly structured than in unstructured and chaotic work
situations. People with low scores on this scale, on the other hand, proceed in a
way that is not so strictly structured and do not take it all that hard if they make
the occasional mistake.

77

0 100
Result: 77

Stress resistance
The scale for stress resistance measures how people perceive great pressure at
work and how they react to it. People who are highly resistant to stress will say of
themselves that they are good at dealing with tasks that require a lot of work and
must be carried out to tight deadlines. They are confident that they will be able to
do their job well, and they don’t let the work get them down even if the pressure
persists over a long period of time. People with low scores on this scale, on the
other hand, react strongly to stress at work and prefer tasks to be manageable
and to have enough time to do them.

45

0 100
Result: 45

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 Result report
10
Self-management
The scale for self-management assesses a person’s skills at time management.
People with high scores tend to plan schedules realistically beforehand, proceed
with determination and complete their work on schedule. People with lower
scores tend to work less strictly according to a schedule and prefer tackling their
work spontaneously, which can sometimes be detrimental to punctuality of the
timely completion of work.

39

0 100
Result: 39

Reaction to criticism (defensive vs. open)

This scale for dealing with criticism assesses how a person perceives and reacts to
criticism. Some people tend to be open to criticism and see it as an opportunity
to learn which can help them to refine their own approach and make it more
successful. On the other hand, there are people who are sceptical of criticism
and react emotionally, assuming a defensive stance, for instance because they
consider criticism to be unjustified. People with a high score deal with criticism
constructively and see this as a change to improve. People with a low score react
to criticism with reservation or rejection and tend to defend their actions rather
than making changes.

14

0 100
Result: 14

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 Result report
11
Openness to new experience
The scale for openness to new experience assesses to what extent people are
open to change and perceive change as a good thing. People with high scores
on this scale actively seek out new experiences and like taking creative, innova-
tive approaches to solving problems. People with low scores are less willing to
change and prefer familiar work processes and proven methods to solve problems.

32

0 100
Result: 32

Leadership motivation (reserved vs. dominant)

The scale for motivation to lead assesses to what extent people are motivated
to take on leadership responsibility and to influence other people. People with
high scores like taking on a leadership role in a group and are able to inspire
and motivate their staff to perform well. People with low scores are less inclined
to take on leadership tasks or assume responsibility for employees and prefer
working collaboratively with others.

53

0 100
Result: 53

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 Result report
12
Staff orientation
This scale assesses a person’s readiness, when in a management position, to
adapt their actions to the needs of their staff. People with high scores find it
important to allow their staff to participate in decision-making processes and to
build a trustworthy work atmosphere. People with low scores prefer keeping a
professional distance to their staff and find it less relevant for their team success
to create a friendly work atmosphere. They rather refrain from including their
employees in decision-making.

28

0 100
Result: 28

228181 c 2024 by ELIGO Psychologische Personalsoftware GmbH

Contact: [email protected], www.eligo.de