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General Manager

This tests concerns the psychological skills of managerial abilities connected with the fulfillment of managerial functions at the high level in the organization.

As the members of the public we are members of various organizations (schools, clubs, associations, businesses) that arise and exist thanks to the people and which recognize the mutual benefits of working towards a common goal.

Managing is the practice of conscious and continuous development of the organization. These actions usually are taken by the General Manager.

However, not everyone has the appropriate abilities to work as the General Manager

The top management of the company usually consists of a small group of people who are responsible for the overall management of the organization. The top-level managers (eg: General Manager, Country Manager, CEO, Director, President, etc.) designate:
   - goals of the organization
   - strategy
   - the company policy
   - and represent the company externally.

What the personality traits should possess the ideal candidate  applying for a position in the highest structures of the company?

Besides the knowledge and experience The General Managers should have the highly developed interpersonal skills. Talented manager has the ability to collaborate with other people, understanding them and motivate (both individually and collectively). He also has some conceptual skills - he can demonstrate the ability to coordinate and integrate all interests and activities of the organization. Also his diagnostic and analytical abilities are at high level. He can deeply diagnose and analyze problems and fix them.

Based on our own experience, but also on the basis of the advertisements that appear in the labor market we have prepared for you a special package of 15 psychological skills related with the work as general Manager.

If you want to check only the team management skills, we invite you to the test which is located at following link Team management.

Note:
The test is a compilation of a single personality questionnaires that you can find at our Website.

Questions to answer: 150
Time to test: 60 min
Test price: 18.55 EUR 12.99 EUR discount code is valid until 30.06.2016!
  • Communicability (10)
    The scale is used to determine the extent to which people are talkative and sociable; if they are able to establish and maintain contacts with other people; the extent to which they use assertiveness; the use of the principles of correct communication, enabling effective communication with colleagues and building satisfying relationships at work.
  • Negotiation (10)
    The scale is used to determine the extent to which people have the ability to communicate effectively during the negotiation process; whether they have a predisposition for being a good negotiator; the extent to which they effectively use negotiation techniques.
  • Leadership (10)
    The scale is used to determine the extent to which the people tested have the ability to dominate others; the extent to which they can affect the behaviour of others without resorting to the use of force; the extent to which they are accepted by others in the leadership role. Whether they have the talent to be diplomatic and the ability to persuade.
  • Dealing with conflicts (10)
    The scale is used to determine how people are able to settle a dispute with difficult partners; whether they are able to express constructive criticism; ability to control the influence of emotions in the process of reaching an agreement; the extent to which - despite the incompatibility of certain opinions – they are able to maintain good relationships with colleagues.
  • Team-Building Skills (10)
    The scale is used to determine the extent to which people can motivate the team to the common tasks; whether they can initiate positive relationships and facilitate a climate for effective collaboration; how they are able to encourage the development of informal relationships in a group, which will help the group to realize tasks entrusted to them effectively.
  • Motivating others (10)
    This scale is used to specify how people are able to encourage and mobilize workers to make an effort, using different techniques that are adjusted to the needs of workers; whether they look for new ways to increase subordinates’ motivation and commitment; whether they have the ability to apply motivational aspects of assigned tasks.
  • Strategic thinking (10)
    The scale is used to determine the extent to which people use the ability to think and act in broader contexts (for example in the context of profit throughout the organisation, the strategic goal, etc.); the extent to which their thinking is based on long term perspectives and is based on the development of priorities and categories.
  • Time management at work (10)
    This scale is used to determine the extent to which people can cope with setting priorities, and planning and implementing tasks in a prescribed timeframe.
  • Evaluation of employees (10)
    This scale is used to determine the extent to which people effectively assess the strengths and weaknesses of subordinates; to see whether they have knowledge of their skills; whether they have the ability to select workers for specific tasks.
  • Change management (10)
    This scale is used to determine the extent to which people can adapt to change, and if they can work effectively in a situation of changing priorities, conditions and rules.
  • Development of employees (10)
    This scale is used to determine the extent to which people support staff in the implementation of tasks and with their professional development; whether they indicate to subordinates ways of finding solutions to problems, and whether they teach them independence; whether they have the ability to select good workers for specific tasks which can develop their competence; whether they organise training tailored to the needs of subordinates.
  • Delegation (10)
    The scale is used to determine the extent to which people can cope with the delegating of jobs and transferring parts of their own responsibilities to subordinates; the extent to which they can delegate control over another part of the work; the extent to which they utilise the ability to identify the tasks to be delegated; whether they can communicate to subordinates, in a clear and comprehensible way, improvements which are necessary to perform both routine and non-routine tasks. The extent to which they can precisely define the objectives and scope of the delegated tasks, and whether they show confidence in the competence of subordinates.
  • Managerial courage (10)
    The scale is used to determine the extent to which people have confidence when taking unpopular actions and making unpopular decisions in order to achieve the intended results; the extent to which they accept responsibility for these decisions.
  • Managing (10)
    The scale is used to determine the extent to which the people can effectively manage a team; the extent to which they use these skills to motivate and inspire the commitment of other team members; the extent to which they manifest a tendency to play an important managerial role. Whether they have the ability to influence others and the ability to control and organise group activities.
  • Planning (10)
    The scale is used to determine the extent to which people have the ability to plan their own work which contributes to the effective implementation of the objectives; whether have the ability to create a vision of the desired state; whether they have skills to create tasks; how they manage tasks in the organization which require long-term planning.
Authors:
Anna Białous

Graduated from the Psychology Department at the Jagiellonian University. Psychologist and psychotherapist. Conducts trainings in interpersonal skills, personal and professional development. Member of the Polish Psychologists' Association (Polskie Towarzystwo Psychologiczne). Author of over 150 articles on psychology. She has vast experience in assessing candidate competencies during recruitment processes, developing competence tests and diagnosing job predispositions with psychological tests.

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