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Try the CWQ

Would you like to discover where you fit into the following graph?

The graph below is an illustration of a participant's Culture in the Workplace Questionnaire™ results for one of the dimensions, Certainty.

Culture in the Workplace Questionnaire™ Preferences for Certainty barchart

In these scores, we are comparing the participant's individual scores to country averages.  As such, there are many individuals in these countries with scores that differ from their own country averages (and that may be closer or further from the participant's scores).  National tendencies are indicated clearly through the country scores.  The participant (an American) in this case is very similar to the larger U.S. sample. American participants often, but not always, score quite "low" on the Certainty dimension, meaning that they prefer an entrepreneurial environment which is less bound by rules and regulations more than many of their counterparts in other countries.

Interpretation of the Bar Chart

In the Certainty area, the participant's score is at the low end of the Certainty dimension and indicates a strong preference for tolerance for ambiguity. People with a high tolerance for ambiguity appreciate organizations that encourage individuals to take initiatives and use creative approaches. They believe that there should be no more rules than is strictly necessary, and that rules may be broken for pragmatic purposes. It is acceptable to challenge and question "the way things are done." There is a tolerance of differences, innovative ideas and a wide range of behaviors. Managers are mainly concerned with strategic issues and it is accepted that they may not have all the solutions at any given time.

In high need for Certainty countries such as Japan, loyalty to an employer is seen as a distinct advantage, and a specialist career is generally preferred over a career in general management. In countries such as Japan, the participant would need to appreciate others' need for compliance with procedures and the "normal" approach, and understand that they are likely to expect the same of the participant. Overemphasis on a preference towards a "just do it" attitude on the part of the participant may lead to resentment and withdrawal of cooperation, rather than the intended impact of "empowering" others and achieving objectives.

To learn more about your own preference for Certainty, try the questionnaire below!
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Preference for Certainty Questionnaire

Please indicate your level of agreement to the following 6 statements using this scale:

1
Strongly Disagree
2
Tend to Disagree
3
Undecided
4
Tend to Agree
5
Strongly Agree

Please click on a number from 1 to 5 for each of the 6 statements below.

1.    Most organizations would be better off if conflict could be eliminated.
1
2
3
4
5
2.    One can be a good manager without having precise answers to most of the questions that subordinates may raise about their work.
1
2
3
4
5
3.    An organization structure in which certain subordinates have two bosses should be avoided at all costs.
1
2
3
4
5
4.    In order to have efficient work relationships, it is often necessary to bypass the hierarchical lines.
1
2
3
4
5
5.    I am uneasy in situations in which there are no clear rules or guidelines.
1
2
3
4
5
6.    Conflicts with our opponents are best resolved by both parties compromising a bit.
1
2
3
4
5

Countries for Comparison (choose ONLY 2):

Argentina France Mexico
Brazil Germany Russia
Canada Great Britain South Africa
China Japan USA

Name


Email address


Organization


Address/Telephone Number


Comments


After answering the questions and filling in the above information, please answer the spam check question and press the Submit button below.

 

For more information about the full five dimension Culture in the Workplace Questionnaire™ and its cost, please contact ITAP International.

 

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