Employee Willingness to Help Coworkers is a crucial aspect of workplace dynamics. The OCB assessment emphasizes this disposition positively, highlighting cooperation and support among colleagues and the organization. In contrast, the CWB assessment identifies tendencies toward counterproductive work behaviour, helping organizations maintain a healthy environment by preventing the retention of individuals that display harmful patterns. Establishing and retaining a sound and supportive human environment in the workplace is of crucial importance, and together these complementary tools provide a balanced framework for building healthier, more resilient organizations. Read on for more information on these incredibly useful assessments.

The OCB assesses the candidate’s general Employee Willingness to Help Coworkers and to serve the best interest of the organization. This is shown by demonstrating a willingness ‘to walk the extra mile’ in assisting co-workers when in personal need, as well as developing their skills and furthering their careers, etc. and serving the organization even when it isn't "officially" required of them. This is not being inherently self-centered, but rather to cooperate fully to serve others (people) and the corporate interest (organization) at all times under all circumstances - without expecting anything in return.

• The assessment proves to positively influence the development of effective human relations.
• It also contributes significantly to staff training and professional growth.
• Additionally, it enhances work performance and motivation, while generally reducing counterproductive behaviours in the workplace.

Both instruments are untimed but are typically completed within 15 to 20 minutes. They may be administered as a psychometric test or in a survey-format.

The CWB assesses an employee’s tendency to demonstrate (or succumb to) behaviour that is (or may be) detrimental to the organization they belong to or to colleagues. Such behaviours can range from a lack of commitment or unwillingness to promote the organization’s best interests, to more serious blatant actions such as sabotage or aggression toward one’s boss or colleagues with the intent of causing harm.

Its primary aim is to identify and reduce counterproductive behaviours that negatively affect both the workplace environment and organizational performance.

• The most important benefit of the CWB is that it prevents the influx and/or retention of employees with a  (significant) tendency to counterproductive work behaviour.
• The aforementioned preventive measures and organizational cleanup play a vital role in maintaining an effective human resource structure and enhancing overall operational efficiency, thereby contributing to higher client satisfaction.
• The ‘inner spirit’ of the organization—and the positive image it projects externally—make a significant difference overall.

This assessment provides an integrated model assessing the multidimensional concept constituting Counterproductive Work Behaviour as it presents itself in terms of the following six Causative Factors (CFs):

• Utilization - Participation & Empowerment,
• Conditions of Employment - Fairness in Practice,
• Recognition and Reward,
• Human Dignity,
• Development - Furthering Life Style Aspirations & Skills Development and,
• Management

This assessment also covers a progressive set of three descriptive Mode Levels (regarding degree of counterproductive orientation) the range encompassing:

• A Passive Mode
• A Responsive-participative Mode
• A Proactive Mode

Each of the first five Causative Factors is founded on four test-items that gather information from the different perspectives the factor-areas consist of, while the last CF is founded on five test-items to enable the instrument to cover the more important Managerial factor-area more comprehensively. The data that is required for the "scoring" process is provided (generated) by the information that is so acquired. In contrast to the above, each of the three Mode Levels relies on five test-items to collect assessment data from the various angles representing the relevant contributing fields describing the particular mode.

Please note that it is not standard practice for candidates to receive their results. As this is a trial assessment for information purposes, the results will be shared with you. Trynie and Dr. Fick can be contacted at [email protected] for further discussion regarding your report.