Teamworking Orientation Questionnaire

Teamworking Orientation Questionnaire

 

AQR together with Dr Peter Clough has developed a model which describes the key components of high performance team working. Originally developed in 1989 – the model has been used successfully as a basis for developing team working in a great number of blue chip organisations in the UK.

 

These including Unilever, Shell, HM Customs & Excise, HM Inland Revenue, Champion Spark Plug, Kelloggs, British Rail, Local Authorities, etc. This model was featured on BBC TV where the approach was described as unique and highly effective.

 

Ongoing development has led to the emergence of a questionnaire which has psychometric properties.Currently the questionnaire is in the validation process. A software platform and expert reporting system will be developed. This will produce a reliable and valid product which is simple and efficient to operate.

 

Key features:

The questionnaire operates at two levels – the individual team member and the team. It enables the individual (and/or the team) to assess themselves in terms of 5 key scales.

 

There is also an equivalent questionnaire which enables other team members (and/or teams) to assess the individual (and/or team) across the same 5 scales. These introduce a 360 assessment into the process.

 

The measures can operate as an ipsative test (“this is my opinion about me”) or as a normative test (“this is how my opinion/view stacks up when compared to the UK working population”). This enables the tests to be used both for people and organisation development as well as for assessment and selection.

 

AQR has developed a unique competence based measure focusing on a competency which appears in virtually every competency framework within almost every organisation.

 

The 5 scales measure:

  • To what extent does the individual (or team) focus on own objectives or those of the whole team (company).
  • To what extent do individuals (or teams) keep information and knowledge to themselves or share it with others.
  • When problems arise, to what extent do individuals (or teams) ignore the problem or bring it to the attention of the wider team to enable solutions to be found.
  • To what extent do individuals (or the team) chose with whom they will work or will they work willingly with anyone.
  • With success, will they celebrate others/teams success or do they only celebrate their own success.