The Management Profile measures and develops a score for the individual’s understanding of ten management functions. The Profile was developed from research on managers’ responses to various problems within the ten categories. It provides an indication of a person’s knowledge of management practices, but not necessarily his or her application of techniques. The Profile indicates areas where more education or training would be helpful in improving individual effectiveness. It’s important to note that some good managers score poorly on the Profile, while poor managers can score well – there is a difference between knowing the correct action in a certain situation and actually performing that action. Our goal, however, is to ensure each manager has a good understanding of effective management practices. Applying them properly in a given situation is a judgment call for each individual manager. The ten management functions measured are described briefly below.

Executive Approach questions are directed at measuring the basic management philosophy of the person being quizzed. Individuals who score very low on Executive Approach may not believe management skills are important. They may score well in other specific areas; however, actually managing others effectively is unlikely. This does not mean these individuals cannot become good managers; it means that additional management training may be required for these people to become good managers.

Problem Solving questions are directed toward the methods used in solving primarily people-management problems. The section is also intended to evaluate the manager’s consistency in his or her problem-solving approach.

Delegation questions are directed toward the manager’s real feelings about delegation. They also measure the supervisor’s confidence in subordinates. In addition, the results of the Delegation questions give an indication of the individual’s desire to have responsibilities and authority delegated to him or her from supervisors.

Decision Making questions evaluate the individual’s method of decision-making, self-confidence, and feelings concerning the importance of others in a decision.

Planning questions are aimed at reviewing an individual’s approach to planning, as well as actual beliefs regarding the needs for a plan in his or her area of operations.

Resolving Conflicts – The results of these questions are almost as indicative of a manager’s understanding of how to manage effectively as are the results of the Executive Approach. Since conflict will naturally result from poor communication and lack of understanding, the questions relating to Resolving Conflict area good measure of the individual’s ability to understand and communicate the interaction of the work environment with personal relationships.

Leadership / Motivation questions provide a measure of the individual’s understanding of his or her own capabilities and of the factors which motivate self and others.

Criticism questions are designed to reveal how the manager views both giving and receiving criticism. Results will also provide insight in how the manager uses criticism to motivate others.

Time Management questions measure the capability of the individual to determine priorities of work, plan ahead, and achieve expected performance. The section also measures decision-making capacity.

Managing Change questions give some indication of the individual’s self-confidence and desire for security. In addition, the individual’s ability to be a self-starter and take command is measured.

The Management Profile is scored in ranges. Rarely is one answer always right. Exceptions to the generally accepted approach can usually be found. However, by thoroughly understanding good management practices, when and how to deal with the exception becomes more clear, to the good manager.

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