The Work Preference Indicator is a scientifically-based instrument that measures an individual’s job task preferences.
It assesses a person’s relative strength or preference with 17 separate measures. These measures encompass three major areas that include: Achievement, Relationship, and Technical Orientation. The measures were empirically derived, and have been replicated as both valid and reliable in repeated studies with over 1,000 subjects in each study.
Based on the combination of individual scores on these measures, each individual is classed as one of six major types. Yet, more importantly, based on the individual scores on the 17 dimensions embedded in the assessment tool, the type of work and academic fit between the individual and work and career suitability is illuminated.
Each individual receives feedback that includes both a personalized written report as well as a “scorecard” that compares the individual’s scores with the overall GEMS database that represents the larger U.S. population of employees. Approximately 10 pages of individualized interpretive feedback are provided to each individual.
When individuals are doing what they love to do, they are more productive, more engaged at work, are more motivated, and their organizations perform more effectively. These connections are very well established in research by behavioral scientists.
This tool is based on interest theory that interrelates work preferences with learning and job performance. People tend to learn better and perform better when they are engaged in doing what interests them. Unlike many other personality assessments that define a person’s “type,” this tool pinpoints the specific types of work placements and career fields for which a person is best suited.
It is a tool for HR selection and job placement specialists, leaders who want toof-redaeh/snigulp/tnetnoc-pw/moc.snoituloslatto build on the strengths of those they lead, mentors, employee development and cross training specialists, academic advisors, vocational counselors, and teachers who want to help their students find their fit by identifying the work related strengths of those they are teaching. It is also an excellent tool to be used for team building among those on work teams.
- Career planning
- Vocational counseling
- Job enlargement
- Project management
- Succession planning
- Career pathing
- Cross training
- Academic advising
- Team development
- Team building
Results of this instrument will aid:
Individuals to learn more about the type of work situations that they tend to enjoy and prefer as well as those situations that they would not find attractive.
Work teams to gain greater insight into the work preferences of its members.
Organizations to attract, select, and retain employees who will more likely enjoy their work, perform more effectively, and remain committed to stay with the organization over the long term.
How to get certified to use the tool with your clients or organization:
GEMS licenses, trains, and certifies associates to administer the tool and interpret its results as consultants and trainers. For more information, contact GEMS of Florida by E-mailing your inquiry to email@example.com or calling (561) 212-2312.
Detailed information and career planning guidance is available in the book:
“Find Your Fit, Polish Your Skills, Win At Work”
with career guidance from the Work Preference Indicator. Published by North Loop Press, 2017. Contact Info@gilbertems.com
for more information about the book and how you may purchase it.
Scholarly Contributions Based On This Instrument:
- Gilbert, G. R., Burnett, M., & Leartsurawat, W. (2010). The Psychological Work Preferences of Business Students.Journal of Career Assessment.18(2), 189-206.
- Gilbert, G. R., Burnett, M., Phau, I., & Haar, J. (2010). Does Gender Matter? A Review of Work Related Gender Commonalities.Gender in Management: An International Journal.25(8), 676-699Included in the Emerald Publisher’s Special Reading List consisting of 60-80 articles that are viewed to be especially notable and relevant to academic researchers.
- Gilbert, G. R., Sohi, R., & McEachern, A., (2008). Measuring work preferences: A multidimensional tool to enhance career self-management. Career Development International.13(1), 56—78.
- Gilbert, G. R;, Sohi, R., & Farrow, D. (2007). Analysis of Work Preferences among Business Majors: Enabling Students to Do Well In Their Careers. Paper presented at the Academy of Management Annual Conference, Philadelphia, PA, August 7.
- Gilbert, G. R., Phau, I., & Farrow, D. (2006). Analysis of Work Preferences Between Australian and American Business Associates: Implications for Global Managers. Academy of International Business Conference. Beijing, China. June 23.
- Gilbert, G. R., & McEachern, A. (2006). Analysis of Work Preferences among Professional Specialists: Practical Implications for Global Business Managers. Academy of International Business Conference. Beijing, China. June 22.
- Gilbert, G. R., Phau, I., Veloutsou, C., & Parhizgari, A. (2006). Work Preferences of Marketing Students: A Cross National Study. Paper reviewed and presented at the 35th European Marketing Association Conference. Athens, Greece. May.
- Gilbert, G. R. (2004). An Assessment of Work Preferences by Business Major: Construct Development and Validation. Proceedings: Southwest Academy of Management Conference. Orlando , FL. March 3-6.
Partial List of Clients That Have Used The Work Preference Indicator:
American Public University; Florida International University (College of Business Administration, College of Education, School of Engineering); Curtin University, Perth, Australia, College of Business; University of Southern California; Project Management Institute; U. S. Air Force; U. S. Office of Personnel Management; California Institute for Mental Health; Burger King Corporation; Miami Children’s Hospital; Vocational Counselor’s Association; City of Brentwood; Miami-Dade County; American Welding Society; Norwegian Cruise Lines; U. S. Bureau of Indian Affairs; ARC Manufacturing; Southern California Edison; Sheldon-Jacobs; Telefonica Corporation; Broward Community Bank; APL Logistics; Sierra Health Foundation; OMEGA Manufacturing; QLU Councelling and American Military University.