The Thomas International study compared the PPA psychometric assessment profiles of both groups and found that twice as many young people report a preference towards being competitive, assertive self-starters and therefore may be more entrepreneurial. High dominance people have a basic fear of failure and will expect and want freedom, authority, power, material reward and innovation to be part of their working lives.
The PPA assessment tool provides an indication of a candidates’ likely behaviour at work. It measures four factors – dominance (D), influence (I), steadiness (S) and compliance (C). Those completing the PPA assessment answer a series of questions, the answers to which indicate their profile or characteristic working ‘style’. All respondents will have a lead factor.
“Those businesses hiring school leavers and graduates over the next five years need to take this change in working behaviour into account,” says Martin Reed, CEO of Thomas International. “If you hire a high ‘D’ you need to challenge them. They will be driven by tough assignments and a full workload. As a manager you will need to be direct and someone they can level and negotiate with on a person to person basis.
High Ds can be entrepreneurial, focused on results and driving growth but could also struggle to work for someone or within narrow boundaries so you may need to adjust entry-level roles accordingly.”
The study also found that the next generation has a reduction in ‘I’ or influence as a lead profile. Someone with a high ‘I’ profile is friendly, persuasive and a verbal communicator. The trend shows a 22 per cent reduction and if this continues, it could result in fewer ‘people people’ in UK business.
“The reduction in ‘I’ could be an indication of a dependence on technology to communicate non-verbally across the younger generation,” says Suchi Pathak, Head of Psychology for Thomas International. “WhatsApp, SnapChat, Facebook and Blackberry messenger are all the preferred communication tools for younger people and this may be affecting their preferred working behaviour.”
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