Position Analysis Questionnaire

The Physician's Psychographic Profile

Position Analysis Questionnaire

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Thank you for agreeing to supply answers to this Position Analysis Questionnaire. Specifically, we would like to know which behaviors you believe are required/ necessary for a physician in the medical specialty you've chosen below. Also, this questionnaire will ask which behaviors would be counter-productive in this specialty. Your replies will be instrumental in this beta testing phase of the Physician's Psychographic Profile.

Before we begin, please answer a few questions related to yourself and to this position.

Date(Required)

MM slash DD slash YYYY

Name ( Optional )

First

Age ( Optional )

Type of organization in which you work (public, private, university, corporate):(Required)

Location(Required)

City State / Province / Region

Please choose one of the 6 types of physicians from the drop down menu. You will be replying to this questionnaire while considering the behavioral requirements of this specialty.(Required)

1. List three or more behavioral qualities, (not skills), that you believe are essential in this job (e.g. patience, selflessness, persuasiveness).(Required)

2. From your experience, why are those qualities important in this specialty?(Required)

3. List any behaviors that would inhibit an individual's success in this specialty.(Required)

4. What are the 3 most important activities a person in this specialty do most of the time?(Required)

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Each page of this Position Analysis Questionnaire is divided into three sections.

In the first section, we will ask, "How essential would it be if...?" so that you may identify the qualities you believe are required for success in this medical specialty.

In the second section we will ask, “How problematic would it be if..?” followed by a series of behaviors that you would find unacceptable from someone in this specialty.

In the third section, we will ask “How often will this person…?” Your replies will help us determine the frequency and consistency of those behaviors which are necessary to do this job.

If you're interrupted while taking this questionnaire, you may click the "Save for Later" button and return to where you left off at a later time.

Thank you for your attention.

Sociability

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...interacts warmly and enthusiastically with clients and co-workers?

...is able to work alone, without social interaction, for extended periods of time?

...enjoys extracurricular socializing and entertaining?

...makes a good first impression?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...wants to be isolated during large portions of the workday?

... is reluctant to communicate openly?

...is cool and distant when interacting with co-workers?

...appears to be reserved and detached from co-workers?

How often will the individual need to (1 is seldom; 5 is very often):

...focus on personal projects rather than collaborating with other people?

...interact with team members in a congenial manner?

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Recognition

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...wants to meet the expectations of others?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...ignores feedback from co-workers?

...is unable to discern subtle, social cues from customers and co-workers?

...refuses to follow socially accepted norms?

...needs strong, continuous approval in order to perform optimally?

...was to be continuously unaccommodating of co-worker's requests?

How often will the individual need to (1 is seldom; 5 is very often):

...receive praise, awards, and other forms of recognition?

...follow organizational protocols and social expectations?

...make decisions that may be unpopular among co-workers or clients?

...be motivated by personal standards of performance rather than by the organization’s expectations?

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Conscientiousness

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...is willing to follow instructions from authority figures in your organization?

...follows ethical/professional guidelines?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...looks out for personal needs more than the needs of others?

...behaves in a manner that indicates "rules are made to be broken"?

...is selfishly uncooperative when interacting with co-workers?

...takes a casual approach to commitments?

...considers policies and regulations as restrictions on their professional freedom?

How often will the individual need to (1 is seldom; 5 is very often):

...keep co-workers accountable to meet organizational expectations and commitments?

...maintain strong moral standards?

...put aside personal preferences in favor of the organization's goals?

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Exhibition

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...engages with clients and co-workers in a demonstrative manner?

...is conspicuous and expressive rather than shy and reserved?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...tells jokes to draw attention?

...exhibits attention-seeking behavior in team settings?

...avoids speaking up when necessary?

...is reluctant to contribute to team discussions?

...has stoic, non-expressive body language?

How often will the individual need to (1 is seldom; 5 is very often):

...make presentations that hold the close attention of an audience?

...entertain clients socially?

...remain inconspicuous and not draw the attention of others?

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Trust

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...is willing to communicate transparently?

...trusts the motives of the management team?

...readily "forgives and forgets"?

...is reluctant to share privileged information?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...consistently believes that others are untruthful?

...is guarded and defensive?

...is excessively trusting and gullible in dealings with others?

...consistently distrusts feedback from others?

How often will the individual need to (1 is seldom; 5 is very often):

...entrust important tasks to a subordinate?

...be cooperative with team members?

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Nurturance

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...readily assists others whenever possible?

...has the ability to communicate concern for the well-being of others?

...prefers that others solve their own emotional problems?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...struggles to convey concern for customer's needs?

...spends excessive time and energy focused on co-worker's emotional problems?

...is self-absorbed with personal problems rather than caring for the needs of others?

...has a protective, nurturing attitude that interferes with their willingness to correct unprofessional behaviors in subordinates?

...feels no desire to act graciously toward colleagues and clients?

How often will the individual need to (1 is seldom; 5 is very often):

...compassionately solve client's personal problems?

...perceive when others are in need of compassion and support?

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Alertness

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...responds to complex challenges with quick insights?

...is prepared to use high levels of intelligence and perception when analyzing vague information?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...has an intellectually superior attitude?

...needs more time than others to understand new ideas and procedures?

...is overwhelmed by complex concepts?

...prefers hands-on experience to intellectual challenges?

How often will the individual need to (1 is seldom; 5 is very often):

...quickly learn new information and skills?

...make decisions requiring good judgment -- decisions based upon strong, intellectual reasoning?

…answer their own questions versus asking for input?

...be content with repetitive and mundane tasks?

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Structure

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...is proficient at conducting and organizing research materials prior to making decisions?

...holds co-workers to a high standard of precision?

...is a perfectionist who makes few mistakes?

...readily makes assumptions about the motives behind a co-worker's behavior?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...struggles to create detailed plans of action?

...is generally unable to follow complex guidelines?

...struggles to effectively communicate information to others?

...has a rigid thinking process that tends to limit creativity?

How often will the individual need to (1 is seldom; 5 is very often):

...make important decisions based on instinct or guesswork?

...maintain a high level of self-discipline in career issues and personal matters?

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Order

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...maintains an orderly work area?

...keeps their personal possessions and work materials organized?

...values freedom and spontaneity instead of orderliness?

...manages time efficiently?

...maintains an outward appearance that faithfully represents your culture?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...misplaces co-workers' or company property?

...struggles to be efficient?

...is unwilling to compromise or alter established personal habits to accommodate spontaneous opportunities?

...is easily irritated by those who frequently demand neatness?

...is excessively perfectionistic?

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Flexibility

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...readily adapts to unexpected events?

...keeps abreast of relevant professional research?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...were perceived by others as inconsistent and unpredicatable?

...rejects new ideas for improvement?

...prefers routine and predictable duties?

...has a closed-minded approach to solving problems?

...requires more time than most others to adapt to change?

...is rigid and uncompromising?

How often will the individual need to (1 is seldom; 5 is very often):

...be required to change their methods of operation?

...work with new and unfamiliar people?

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Creativity

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...uses practical, traditional approaches to problem-solving?

...is inquisitive?

...takes an imaginative approach to improving organizational systems?

...takes a creative approach to problem solving?

...thinks in conventional terms rather than being more creative and experimental?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...has a fanciful personality that detracts from accomplishing personal responsibilities?

...is reluctant to conceive of improvements to existing systems?

...is easily bored by mundane tasks?

How often will the individual need to (1 is seldom; 5 is very often):

...express ideas in an artistic or experimental manner?

...think and act in a resourceful manner?

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Responsibility

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...willingly accepts responsibility for personal errors?

...quickly adjusts personal working procedures after making a mistake?

...views criticism as an opportunity to improve?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...constantly assumes others are at fault when a problem occurs?

...rationalizes personal, inappropriate behavior?

...inappropriately accepts responsibility for the errors of others?

...rejects constructive criticism?

...consistently blames outside circumstances for personal failures?

...maintains a persistent, guilt-prone attitude?

...fails to recognize or learn from mistakes?

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Ambition

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...sets challenging goals and competes to reach them?

...is internally driven by a strong desire to succeed?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...has a nonchalant attitude about achieving important benchmarks at work?

...is unmotivated to achieve?

...focuses solely on day-to-day, short-term goals?

...acts complacently when organizational goals are within reach?

...has a highly competitive nature that inadvertently intimidates co-workers?

...prefers modest challenges to much stronger ones?

How often will the individual need to (1 is seldom; 5 is very often):

...favorably respond to management's expectations for high achievement?

...display a competitive mindset?

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Endurance

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...demonstrates diligent work habits?

...serves as an example of persistent effort for co-workers/subordinates?

...will do anything possible to preserve relationships even when they are problematic?

...is willing to practice as long as needed to improve personal skills?

...is willing to put forth sustained amounts of effort to achieve success?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...is easily worn out when participating in projects?

...spends excessive time and effort on fruitless endeavors?

...gives up too easily when faced with challenging situations?

How often will the individual need to (1 is seldom; 5 is very often):

...work long hours and possibly weekends?

...complete physically challenging tasks?

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Assertiveness

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...is willing to be assertive in order to produce results?

...is comfortable disagreeing with others when they are incorrect?

...is comfortable asserting personal opinions?

...communicates in a consultative style rather than being outspoken or arrogant?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...speaks in an authoritarian manner?

...lacks the desire to persuade others?

...appears aggressive and opinionated?

...is submissive in arguments?

How often will the individual need to (1 is seldom; 5 is very often):

...be proactive rather than reactive?

...successfully persuade others?

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Boldness

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...is willing to take risks to accomplish personal objectives?

...is willing to try new and different approaches to problem-solving?

...courageously overcomes discomfort in pursuit of personal goals?

...actively avoids risky situations?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...disregards obstacles to achievement?

...avoids making friends with new people?

...is careless or reckless?

...is reluctant to express an opinion?

How often will the individual need to (1 is seldom; 5 is very often):

...take caution and care for personal safety?

...adopt policy and procedure changes which affect personal duties at work?

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Coachability

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...willingly accepts direction from authority figures?

...is dependable, compliant and responsive to leader's needs?

...strives to meet leader's demands?

...is willing to challenge the ideas of those in charge?

...respects authority figures?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...regularly rejects ideas from leaders?

...ignores company policies that seem authoritarian?

...is totally submissive to authority?

...resents any control over personal behavior?

...is excessively reliant on leaders for guidance?

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Leadership

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...motivates subordinates/co-workers/clients to accomplish goals?

...prefers to follow others instead of lead them?

...takes control of situations when leadership roles have not been formally established?

...is willing to give direction to others?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...lacks the willingness to take charge?

...frequently attempts to control the working environment?

...does not want the responsibility for guiding others?

...is easily dominated?

...has difficulty being led?

How often will the individual need to (1 is seldom; 5 is very often):

...avoid any appearance of dominating others?

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Self-confidence

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...copes well when faced with difficult issues?

...overcomes feelings of apprehension in uncertain situations?

...responds effectively in unpredictable situations?

...is not hindered by fear when meeting/interacting with others?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...is typically hampered by self-doubt?

...approaches challenges in a pessimistic manner?

...consistently feels incapable of achieving success in tasks assigned to them?

...is easily discouraged by personal mistakes?

...assumes their point of view is consistently correct?

How often will the individual need to (1 is seldom; 5 is very often):

...make decisions with certainty?

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Composure

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...remains calm in stressful circumstances?

...performs optimally in high-pressure situations?

...is able to concentrate despite being in a high-stress situation?

...successfully executes detailed instructions during tense moments?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...is emotionally drained by alarming situations?

...is easily frustrated by everyday problems?

...recovers slowly from disappointments?

...is unable to comfort others during stressful circumstances?

How often will the individual need to (1 is seldom; 5 is very often):

...initiate action in times of crisis?

...make decisions using good judgement in high-stress environments?

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Tough-mindedness

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...quickly recovers from rejection?

...remains resilient and unsentimental in disappointing circumstances?

...is able to accept strong criticism from managers/co-workers?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...struggles to perform under tough or demanding leadership?

...is insensitive to the emotional needs of others?

...easily becomes sentimental and broods over personal failures?

...requires strong emotional support from leaders?

...remains upset for an extended period when making a serious mistake?

...is unsentimental and callous towards the needs of others?

How often will the individual need to (1 is seldom; 5 is very often):

...function normally in unpleasant working conditions?

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Autonomy

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...strongly prefers to work with a team rather than independently?

...is able to operate successfully even when detailed guidelines are unavailable?

...prefers to be left alone to control their own schedule and activities?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...rarely asks for the opinions of others before making a decision?

...consistently makes up new rules in a demonstration of self-reliance?

...expects everyone to solve personal problems on their own?

...convenes a lot of meetings in the hopes of reaching inordinate levels of consensus?

...is unwilling to collaborate with co-workers, managers, and subordinates?

...is insubordinate and regularly defies authority?

How often will the individual need to (1 is seldom; 5 is very often):

...depend upon leaders/managers to provide detailed directions?

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Contentment

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...creates a pleasant working atmosphere for others?

...remains content despite setbacks?

...displays a positive attitude in most circumstances?

...maintains a mature sense of humor even in negative circumstances?

...is exceptionally content with the vast majority of their personal life circumstances?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...injects a pessimistic influence into the team's morale?

...has a hyper-optimistic view of distressing situations?

...is excessively complacent during potentially dangerous circumstances?

...is insensitive to the discontent of others?

...blames co-workers, subordinates, or managers for personal unhappiness?

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Control

How essential is it if a person in this job (1 is non-essential; 5 is essential):

...carefully considers a variety of options and assesses the potential consequences before making decisions?

...avoids excessive analysis before acting?

...calculates the impact of their words before speaking?

...is highly disciplined?

How problematic is it if a person in this job (1 is non-problematic; 5 is highly problematic):

...acts impulsively without considering all available information?

...hesitates to make decisions in time-sensitive situations?

...frequently speaks before thinking?

...is prone to procrastinate?

...follows emotions more than logic?

...follow a logical process, weighing all points of view to ensure the best decision is being made?

This is the end of the Physicians Position Analysis Questionnaire. Thank you for your participation.

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