Pulsar Test - the question form
Questions: 7 · 2 minutes
1. Readiness for work activities
12: All team members have deep professional knowledge, can successfully apply it in practice, and are interested in improving their qualifications. Each team member has professional credibility. The team achieves high performance at work.
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8: Most team members have good professional training, strive to improve their qualifications, and try to apply their knowledge in practice.
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5: In our team, there are also insufficiently qualified employees who, because of their self-importance, damage the team’s professional reputation.
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1: Team members have a low level of professional training. In most matters, they are amateurs who cannot competently solve work-related problems or perform their duties professionally. The team often fails to meet production targets.
2. Group orientation
12: Our group has a shared, clear goal for everyone, which is recognized and understood by each person as their own. The group relies on long-standing traditions, developing mutually respectful standards of behavior and shared values. In our group, integrity, honesty, and selflessness are highly valued.
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8: Our group has a shared task. Each member tries to meet their own interests while working toward the shared group task. In our group, mutually acceptable standards of behavior have been established.
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5: Each member of our group has individual goals and values that are completely independent of the group’s official goal. Each person follows their own norms and rules in their behavior, without trying to align them with other group members.
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1: Our group exists only as a formal organization; its goals are not accepted and often conflict with the goals of individual members. Each person builds their behavior around self-centered goals. Relationships are marked by conflict and aggressiveness.
3. Organization
12: Our group is able to organize its work and leisure independently. Relationships are based on cooperation, mutual assistance, and goodwill. We always decide together, in a united way, how to organize our work most effectively. The group has respected specialists who can take on the functions of work organizers.
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8: Our group often tries to organize its work independently, but this is not always effective. Our organizer (leader, foreman, supervisor) does not have a clear understanding of the work plan and each person’s capabilities.
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5: When the group tries to organize joint work, there are many disputes, fuss, and losses of valuable time. There is no one in the group who can take on the role of organizer. As a result, a higher-level manager has to intervene.
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1: Group members cannot agree on how to organize work together. They often interfere with each other or do unnecessary, duplicated work. Competition, aggression, and suppression of the individual predominate in the group. There is no one who is able to take on organizing functions. Even a higher-level manager is unable to manage the group.
4. Activity level
12: All members of our group are energetic and strongly interested in effective work. They respond quickly when something needs to be done for everyone’s benefit. Everyone participates very actively in solving the group’s shared tasks, cooperating and helping one another.
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8: Most members of our group are energetic and interested in effective work. When a useful task needs to be done, many group members take part in the shared work, helping one another.
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5: Most group members are passive, take little part in the group’s shared work, do not help one another, and try to solve their problems individually.
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1: It is impossible to mobilize the group for a joint task; everyone thinks only of their own interests. Almost all group members show passivity and inertia in addressing common tasks. They deal with their problems separately, independently of one another. Rivalry and competition prevail in the group.
5. Cohesion
12: In our group, everyone is treated fairly; inexperienced members are always supported and defended. The group is caring and friendly toward newcomers and helps them adapt to new conditions. All members work closely together, actively share knowledge and the tools needed for work. When difficulties arise, everyone unites and follows the principle of "one for all, and all for one." There is a strong desire to work together.
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8: Most group members try to treat one another fairly, help inexperienced members, support them, and guide them in new conditions. In difficult situations, the group comes together temporarily, and emotional support for one another is felt.
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5: Group members are indifferent to one another. They are not concerned about the difficulties newcomers face. Everyone is left to themselves and solves their own problems independently. In crisis situations, our group "falls apart," with confusion and detachment.
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1: Our group is clearly divided into "privileged" and "neglected" members. Weak or inexperienced members are treated with contempt and are often mocked. Newcomers feel unwanted and like outsiders, and may be met with hostility. In difficult situations, quarrels, conflicts, mutual accusations, suspicion, and informing on others may occur within the group.
6. Integrativeness
12: When an important decision that determines the group’s future work needs to be made, all members actively take part in developing and making it. Everyone’s opinion is listened to carefully and their interests are considered. As a result, a consensus decision is reached.
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8: When an important decision needs to be made, all group members try to take an active part in developing and making it. The opinion of the majority is taken into account. The decision is made by open voting.
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5: When an important decision needs to be made, only a small group of active members take part in making it. The opinions and interests of a few people are taken into account, not those of all members. The decision is made without open discussion, in a closed meeting.
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1: In the group, each person considers their own viewpoint the most important and is intolerant of others’ opinions. As a result, it is impossible to reach a joint decision.
7. Referentness
12: All members of our team are friendly toward one another. Mutual help, trust, and understanding are well developed. We are close friends who genuinely like one another. We experience the team’s achievements and failures as our own. The successes or failures of individual members elicit sincere involvement from the others. Criticism is expressed with good intentions. A cheerful, upbeat tone in relationships and an optimistic mood predominate. We feel proud of our team.
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8: In our team there are all kinds of people—good and bad, very likeable and rather unappealing. We sincerely experience the team’s achievements and failures. Everyone in the team has a good, even mood.
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5: Most members of our team are unappealing and unlikeable people who work together only out of necessity. Team members treat one another critically; petty fault-finding occurs. Relationships between people are cool, and the mood is most often low.
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1: Members of our team are unpleasant people, hostile toward one another. A mood of oppression and pessimism predominates in the team. Critical remarks take the form of overt or hidden attacks. The successes of individual members evoke envy, and failures evoke gloating. People feel uncomfortable in the team.