Report Section
Mettl Store Mall Restaurant Manager Assessment
Test Taker Details
S
Sample
Email Address: sample.report@mettl.com
How to Interpret the Report?
Response Style
Response Style Extreme Responding
Explanation of Response Style:
Extreme Responding
If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.
Genuine
No concerns or red flags just based on response style of candidate.
Social Desirability
If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.
Central Tendency
If the middle response (‘neutral’) is selected more than 30% of the time.
Careless Responding
If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).
EXECUTIVE SUMMARY
Recommendation
Not Recommended
Strengths
Decision Making Skills
Is able to effectively analyze a scenario and choose among many possible solutions to a particular problem in any complicated situation.
Areas of Development
Customer Service
Needs to learn to provide quality services to customers and encourage team members to deal with their queries, requests and complaints in an efficient manner.
Flexibility
Needs to learn to be open to changes taking place in the organization and encourage one's team to make efforts to be resourceful during change.
Trustworthy
Should ensure one's own and team's tasks are completed in a more reliable and responsible manner.
EXECUTIVE SUMMARY
Organizational Skills:
Values shown in above chart are sten scores
1. Organizational Skills:
Customer Service: Low
May rarely be able to accurately understand customer requirements or deliver promptly as per their expectations. Less likely to find new or effective ways to improve service experience for customers or motivate one's team do the same. Not very likely to understand the importance of serving customers effectively or deal with their queries, requests and complaints efficiently in the first time itself. Seldom likely to encourage team members to work towards ensuring customer requirements are fulfilled efficiently so that it leads to delightful experience.
Process Orientation: Low
Seldom likely to establish clear work procedures and guidelines that are easy to follow. Less likely to follow instructions and directions in order to complete the assigned tasks effectively. May rarely be able to provide strong or clear rationale to others for why certain procedures must be followed. Seldom likely to consider standard operating procedures in the workplace to ensure consistent work.
Time Management: Low
Not very likely to be organized or systematic in one's work and may not always have a strong tendency to approach every task in a structured or planned manner. May rarely be able to prioritize tasks as per their importance and complexity in order to meet assigned timelines efficiently. Less likely to encourage team members to provide clear plan on how they will accomplish their assigned tasks. May seldom be able to work in a fast paced manner in order to accomplish multiple goals simultaneously.
EXECUTIVE SUMMARY
Personal Attributes:
Values shown in above chart are sten scores
2. Personal Attributes:
Trustworthy: Low
Less likely to accept responsibility for the actions and decisions taken by oneself or one's team. Not very likely to take one's duties and responsibilities seriously or hold oneself and one's team accountable to fulfill commitment made. May not always be able to understand one's mistakes or rectify them immediately. Less likely to execute one's work without seeking any guidance from others. Less likely to act in a trustworthy or reliable manner in order to accomplish assigned tasks efficiently.
Awareness of Cultural Processes: Low
Less likely to be intrinsically motivated to enhance one's performance with every task that one undertakes. May rarely look for opportunities to gain more knowledge and insight about one's work and organization. May not always keep oneself or others updated with latest trends, changes and development in the organization.
Flexibility: Low
Less likely to respond to changes in the organization with a positive outlook or encourage team members to do the same. Not very likely to accept change, as may not be very open minded and appreciative of new ideas which can contribute positively to the working environment. Less likely to work on tasks with enthusiasm when situations and goals are dynamic in nature. Less likely to be resourceful during change, rarely contributing in making the change effective.
Ethical: Moderate
Somewhat likely to act in an ethical manner. May at times be able to encourage team members to take a stand based on the right thing regardless of the consequence to oneself. Moderately likely to be open and transparent in one's dealings with internal and external stakeholders. Moderately likely to stick to one's professional ethics, morals, and values to complete tasks, even when it is inconvenient. May at times be able to maintain confidentiality of sensitive information regarding one's work and the organization.
Team Management: Low
Less likely to delegate tasks among team members appropriately on the basis of their capabilities as well as provide necessary resources to ensure team goals are accomplished efficiently. May rarely be able to ensure a conducive work environment for team members. Less likely to work cooperatively and collaboratively with others, with a positive approach towards achieving common goals. Seldom likely to coordinate with relevant people and departments to ensure that everyone's actions are in sync while working on common tasks.
Stress Management: Low
Less likely to display emotional resilience and may not always deal effectively with team members by being calm and poised under stressful situations. May rarely work efficiently or put in sufficient effort when faced with setbacks. Not very likely to maintain optimal performance during difficult circumstances. Less likely to encourage team members to use appropriate coping strategies to deal with workplace stress.
EXECUTIVE SUMMARY
Leadership Skills:
Values shown in above chart are sten scores
3. Leadership Skills:
People Management: Moderate
Somewhat likely to recognize and understand others' feelings, by being fairly attuned to their emotions. Moderately likely to be compassionate and considerate of others’ feelings while making important decisions. May occasionally be able to understand people's motivations and underlying reasons for their behaviour. Somewhat likely to be understanding and sensitive towards others who might be different from oneself and encourage others to do the same. May at times be able to find ways to assist diverse individuals work towards achieving common objectives.
Decision Making Skills: High
Likely to effectively analyze a scenario and choose among many possible solutions to a particular problem in any complicated situation. May have skills like common sense, intuition and reasoning. Likely to have rational thinking to be able to contemplate between positive and negative situations.
Interpersonal Skills: Low
Not very likely to come across as a warm or friendly person, and may rarely be courteous or respectful in one's behaviour. May not always be interested in socializing or building relationships to develop work opportunities. Not very likely to gather information and resources from internal and external sources to ensure that tasks are completed efficiently. May seldom put an extra effort to put the other person at ease.
Analytical Ability and Problem Solving Skills: Low
Unlikely to integrate issues and factors onto a conceptual framework. Unlikely to have the ability to reason and provide systematic solution to a given problem by breaking it down into simple cases, then evaluating different alternatives to the problem in a step by step manner. May not be able to analyze or perceive a given information from different perspectives. May not be prompt in taking actions.
