LoongJee Yung2022Oct28TdJsaHmdrSkDpLComps 7827

Report for
Jee Yung Loong

Date of completion 28/10/2022
Traits & Definitions

Job Success Analysis
How To Manage, Develop, & Retain
Summary and Keywords
Development for Position
Behavioral Competency Analysis
Understanding Harrison Assessments
This introduction enables you to better understand how to get the most from your Harrison Reports. The highlighted
items are key terms and phrases.
Your Role, Interactions, and Current Issues
Before reviewing your Harrison Reports, reflect on the following and write down some brief answers:
Your Role: What are your key responsibilities? (For example: Managing others' performance, formulating strategies,
innovating, implementing, or selling).
Your Interactions: What types of interactions do you have with others? (For example: brainstorming, holding others'
accountable, influencing ideas, making collaborative decisions, providing clarity around objectives or priorities, or
responding to others' needs).
Current Issues: Which of your responsibilities do you think are going well? What aspects of your job do you find most
challenging? What do you want to improve?
The above issues provide a context for better understanding your reports.
What Harrison Measures
Harrison measures behavioral tendencies, interests, and preferences. We don't put people in boxes with labels
like general personality assessments do. The purpose is to help you navigate your career by identifying your key
strengths, best roles, and ways to further your success.
Enjoyment Performance Theory
When we enjoy a task or behavior, we tend to do it more often and get better at it.
This elicits positive feedback or a sense of satisfaction, which reinforces enjoyment and
tendency. The cycle repeats.
When we don't enjoy a task or behavior, we tend to avoid it and we don't get better at it.
This elicits negative feedback or a sense of dissatisfaction, which reinforces dislike and
avoidance. The cycle repeats.
Focus on Trait Definitions
Trait names appearing on the reports have a definition next to it. Focus on the definition because the meaning can
often be misinterpreted. What is measured is the definition, not the trait name. For example, Harrison's definition for
Assertive is "the tendency to put forth one's own wants and needs". It does not mean being pushy or aggressive.
Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 2 of 27

Understanding Harrison Assessments
The Harrison Measurement Scale
Traits are measured on a 2 to 10 scale with your strongest preference and tendency being 10 and your lowest
preference and tendency being 2. A score of 6 is the midpoint in which you neither like or dislike that factor. The
intensity of the preference/tendency starts from 6 (the midpoint) and accelerates in both directions. A score above 9
indicates an extremely strong preference/tendency and a score below 3 indicates an extremely strong preference not
to do it.
Low preference and Neutral Strong preference and

tendency tendency
Reliability
How do we know your answers on the questionnaire are reliable? The Harrison technology compares your answers
to determine reliability. Your reliability percentage is 93.6 indicating that your answers were truthful, self-aware,
and you were paying attention.
Highlighted Traits Relate to Your Job
On some reports, factors have highlights indicating a specific job was selected when running the report. If the trait
has a green highlight, a high score (the higher the better) is likely to contribute to job satisfaction and success for
that job. If the trait has a blue highlight, a lack of that trait (a score of less than 5) could hinder your satisfaction and
success for that job.

Report for Jee Yung Loong
Compared to: Property Manager #BO156-004 v26/10/2022
REPORT FOR
Jee Yung Loong
Introduction
DATE OF COMPLETION
28/10/2022
This report lists your preferences and tendencies. Pay special attention to the
factors at the top and bottom of each section. The top factors give you the most
RELIABILITY - 93.6% satisfaction and the bottom factors give you the least satisfaction.
Answers were very likely accurate and
truthful Trait names appear in the left column. To the right of each trait is your score and
the trait definition. The Harrison measures the trait definition, NOT the trait name
ORGANIZATION
Boustead Properties Berhad
which can easily be misinterpreted.
Traits with an asterisk indicate you may have had some confusion related to that
factor when answering the questionnaire. A double asterisk indicates a lot of
confusion.
Traits
The traits are listed in order of your preference and they are divided into sections.
The first section, Life Themes, shows your top 5 traits which reflect your highest values and preferences. These have the greatest influence
on your life. If these traits are utilized in your job, it can increase your job satisfaction. Do they resonate with you? Do you get an opportunity
to use these in your current job?
The last section are traits you least enjoy and probably prefer not to do. If these traits are utilized in your job, it will decrease your job
satisfaction. Are any of these called upon in your current job? If so, how do you feel when they are required?
Life Themes - Jee Yung's life themes, highest values, key potential strengths
Trait Score Description

The desire for decision-making authority and the willingness to accept decision-making
Authoritative 9.9
responsibility
Enlists Cooperation 9.8 The tendency to invite others to participate in or join an effort
Wants To Lead 9.6 The desire to be in a position to direct or guide others
Wants Challenge 9.5 The willingness to attempt difficult tasks or goals
Analyzes Pitfalls 9.5 The tendency to scrutinize potential difficulties related to a plan or strategy
Strengths and Preferred Focus - Jee Yung's potential strength and preferred focus

Enthusiastic 9.4 The tendency to be eager and excited toward one's own goals
Influencing 9.0 The tendency to try to persuade others
The drive to achieve including taking initiative, wanting challenge, and being enthusiastic about
Self-Motivated 8.9
goals
Wants Autonomy 8.8 The desire to have freedom or independence from authority
Cause Motivated 8.5 The tendency to be motivated to help society
Self-Improvement 8.5 The tendency to attempt to develop or better oneself
Collaborative 8.4 The tendency to collaborate with others when making decisions
Analytical 8.3 The tendency to logically examine facts and situations (not necessarily analytical ability)
Experimenting 8.3 The tendency to try new things and new ways of doing things
Persistent 8.2 The tendency to be tenacious despite encountering significant obstacles
Outgoing 8.0 The tendency to be socially extroverted and the enjoyment of meeting new people
Risking 7.9 The tendency to feel comfortable with business ventures that involve uncertainty
Organized 7.8 The tendency to place and maintain order in an environment or situation

Strengths and Preferred Focus - Jee Yung's potential strength and preferred focus

Precise 7.7 The enjoyment of work that requires being exact and the tendency to be detail oriented
Acceptable Areas - Jee Yung's moderate strengths and preferences

Flexible 7.3 The tendency to easily adapt to change
Optimistic 7.2 The tendency to believe the future will be positive
Takes Initiative 7.1 The tendency to perceive what is necessary to be accomplished and to proceed on one's own
Certain 7.0 The tendency to feel confident in one's opinions
Planning 6.9 * The tendency to formulate ideas related to the steps and process of accomplishing an objective
Diplomatic 6.8 The tendency to state things in a tactful manner
Open / reflective 6.6 * The tendency to reflect on many different viewpoints
Helpful 6.4 The tendency to respond to others' needs and assist or support others to achieve their goals
Tolerance Of Bluntness 6.4 The level of comfort related to receiving abrupt or frank communications from others
Wants Capable Leader 6.2 The desire to have a leader one perceives to be capable
Enforcing 6.0 The tendency to insist upon necessary rules being followed
Comfort With Conflict 5.7 The tendency to be comfortable with confrontation or strife
Wants High Pay 5.6 The desire to earn greater remuneration
Warmth / empathy 5.6 The tendency to express positive feelings and affinity toward others
Willing to do - Areas in which Jee Yung is willing if not required a large percentage of the time

Wants Diplomacy 5.3 The desire for others to be tactful
Assertive 5.1 The tendency to put forward personal wants and needs
Relaxed 5.0 The tendency to feel at ease or calm while working
Self-Acceptance 5.0 The tendency to like oneself ("I'm O.K. the way I am")
Wants Recognition 4.8 The desire for positive acknowledgement (from others) related to one's abilities and strengths
Manages Stress Well 4.6 The tendency to deal effectively with strain and difficulty when it occurs
Systematic 4.4 The enjoyment of tasks that require carefully or methodically thinking through steps
Tempo 4.3 The enjoyment of work that needs to be done quickly
Intuitive 4.0 The tendency to use hunches to help make decisions (not necessarily intuitive capabilities)
Frank 4.0 The tendency to be straightforward, direct, to the point, and forthright
Wants Frankness 3.7 The desire for others to be direct, straightforward, and to the point
Prefer Not to Do It - Jee Yung would prefer to be doing other things than these

Tolerance Of Structure 3.3 The tolerance of following rules, schedules, and procedures created by someone else
Wants Stable Career 2.9 The desire for long-term or permanent employment

Employment Expectations
This section reflects your employment expectations. Ideally, your top 5 expectations are at least in the process of being met. Reflect on your
level of fulfilment for each of those top 5 expectations. These issues provide an important framework for a discussion with your manager.
Employment Score Description
Expectations
Wants To Be Informed 10.0 The desire to have an employer who freely shares information related to one's work or job
Wants Development 9.0 The desire to have work opportunities to learn new skills or increase abilities
Wants Advancement 8.0 The desire to have work opportunities to expand one's career or responsibilities
Wants Appreciation 7.0 The desire to have an employer who expresses appreciation for one's work
Wants Work/Life Balance 6.0 The desire to have sufficient time away from work for rest, enjoyment, or family
Wants Opinions Valued 5.0 The desire to have an employer who listens and gives importance to one's views
Wants Social
4.0 The desire to have a workplace that enables one to meet and interact with others
Opportunities
Wants Personal Help 3.0 The desire to receive some form of employer support related to one's personal difficulties
Wants Flexible Work
2.0 The desire to have flexible working hours or holiday schedules
Time
Wants Quick Pay
1.0 The desire to have an employer who offers relatively frequent pay increases
Increases
Task Preferences
This section displays your preference levels related to a range of tasks. Your job satisfaction will be increased if your job involves tasks with
scores of 8 or above. Your job satisfaction will be decreased if your job involves tasks with scores of less than 4. Hopefully your job doesn't
frequently require these.
Task Preference Score Description
Public Speaking 9.1 The enjoyment of presenting or articulating information to groups of people
Numerical 9.0 The enjoyment of counting, calculating, or analyzing quantities using mathematics
Driving 7.3 * The enjoyment of operating a motor vehicle
Teaching 5.8 The enjoyment of instructing, training, or educating others
Research / learning 5.7 The enjoyment of gathering and comprehending new information
Manual Work 4.8 The enjoyment of work that involves using one's hands
Computers 3.8 The enjoyment of working with electronic machines that calculate, store, or analyze information
Mechanical 3.0 The enjoyment of work that involves fixing or repairing something
Building / making 2.8 The enjoyment of constructing or putting together anything
Clerical 2.5 The enjoyment of tasks such as typing or filing or organizing information
Artistic 2.4 The enjoyment of making things look beautiful or attractive
Physical Work 2.0 The enjoyment of work that involves substantial bodily effort
Interests
This section lists your interests in order. You will have more passion and enjoyment for your job if it involves interests with score of 8 or
above. If your job involves interests with scores below 4, it is likely to hinder your work passion.
Interest Score Description
Science 10.0 The interest in any body of knowledge that uses a systematic method for achieving knowledge
Physical Science 10.0 The interest in the physics and chemistry of nature
Manufacturing 10.0 The interest in the production of products using labor, machines, or chemicals
Legal Matters 10.0 The interest in rules created by social institutions to govern society and business

Interest Score Description

Travel 10.0 The interest in work that involves frequently taking a journey
Psychology 10.0 The interest in human mental functions including mannerisms, actions, attitudes, and abilities
Electronics 10.0 The interest in designing, assembling, repairing, or operating automated or computerized equipment
Health / medicine 9.0 The interest in health or medicine
Children 9.0 The interest in working with children
Sports 9.0 The interest in work that involves sports
Finance / business 9.0 The interest in commerce or fiscal management
Selling 9.0 The interest in convincing or influencing others to purchase a product or service
The interest in the structure, function, growth, evolution, distribution, or taxonomy of living
Biology 8.0
organisms
Food 8.0 The interest in work relating to food
Plants 8.0 The interest in shrubs, gardening, botany, trees, or farming
The interest in work that involves formulating words to convey meaning (i.e., journalism or
Writing / language 6.0
translator)
Computer Hardware 6.0 The interest in the physical elements that constitute a computer system
Computer Software 6.0 The interest in the non-tangible program components (i.e. software) of computers
Animals 4.0 The interest in working with mammals, birds, reptiles, or fish
Medical Science 3.0 The interest in at least one of the applied sciences related to healthcare
Entertainment 2.0 The interest in activity that holds the attention and interest of an audience
Work Environment Preferences
This section lists work environment preferences. If your job requires being in a work environment related to factors in which you score 8
or above, it will contribute to your comfort level. If your job requires being in a work environment related to factors in which you score 4 or
below, it will make your work environment less comfortable.
Work Environment Score Description
Preference
Team 9.2 The enjoyment of working closely in a co-operative team effort (not necessarily the ability to do so)
Outdoors 7.2 The desire to work in an outside environment
Pressure Tolerance 4.5 The level of comfort related to working under deadlines and busy schedules
Public Contact 3.9 The level of comfort interacting with a wide range of people representative of general society
Repetition 3.5 The tolerance of monotonous work: a single activity repeated over and over (e.g. assembly line)
Noise 2.6 The tolerance of working in an environment that has loud or continuous sounds
Sitting 2.4 The tolerance of sitting for long periods in which there is no opportunity to stand or walk around
Standing 2.1 The tolerance of standing in one place for long periods (no opportunity to sit or walk around)
Behavioral Competencies
Behavioral Competencies are something we are able to do and tend to do. These are composed of multiple traits. If your job requires
behavioral competencies in which you have a score of 8 or above, you are more likely to enjoy the job. If it requires behavioral competencies
in which you score below 5, it is likely to hinder your work satisfaction.
Behavioral Competency Score Description
Provides Direction 9.6 The tendency to provide others with clear direction or guidance
The tendency to have the motivation and self-reliance necessary for a significant amount of
Handles Autonomy 8.8
independence from immediate supervision (does not indicate the necessary job related knowledge)
Coaching 8.8 The tendency to effectively facilitate the development of others (one-to-one interactions)
The tendency to be effective when self-employed (does not necessarily indicate sufficient business-
Self-Employed 8.7
related knowledge)

Behavioral Competency Score Description

Doesn't Need Structure 8.4 The tendency to work effectively without much structure (assuming sufficient job related knowledge)
Effective Enforcing 8.3 The tendency to skillfully correct others when they are violating rules or performing poorly
Organizational The tendency to work co-operatively with others (assuming sufficient job related knowledge and
8.2
Compatibility team compatibility)
Innovative 8.1 The tendency to create new and more effective ways of doing things
Negotiating 8.1 The tendency to bargain in order to reach a beneficial agreement
The tendency to have a balance of traits necessary to discern pertinent information, and formulate
Judgment (strategic) 8.1
an effective strategy
The tendency to skillfully face discord or strife, and the interpersonal skills necessary to deal with it
Handles Conflict 7.9
effectively
Interpersonal Skills 7.9 The tendency to have a balance of traits that relate to effective interaction with others
Receives Correction 7.4 The tendency to accept guidance intended to improve performance
People Oriented 7.2 The tendency to positively interact with others
Tolerance Of Evasiveness 6.3 The level of comfort related to dealing with people who are indirect or lacking in frankness
Traits to Avoid for this Position
The traits below are related to the Property Manager position which was selected when running your report. The ideal score for these traits
is zero which indicates you don't have the trait. The traits with red highlights indicate your score could hinder your job satisfaction and
success. They are potential areas for development for the Property Manager position.
Traits to Avoid Score Description
Evasive 2.8 The tendency to be tactful without being sufficiently direct
Authoritarian 1.5 The tendency to make decisions independently without sufficiently collaborating with others
Dogmatic 0.4 The tendency to be certain of opinions without sufficiently being open to different ideas
The tendency to enforce rules without giving sufficient emphasis to building rapport or being
Harsh 0.4
empathetic
Blunt 0.0 The tendency to be frank or direct without being sufficiently tactful or diplomatic
Defensive 0.0 The tendency to be self-accepting without sufficiently intending to improve
The tendency to focus on the possible benefits of a plan or strategy without sufficiently analyzing the
Blindly Optimistic 0.0
potential difficulties or pitfalls
Dominating 0.0 The tendency to be assertive of one's needs without sufficiently being helpful to others
The tendency to be warm and empathetic without sufficiently enforcing rules or holding others
Permissive 0.0
accountable

REPORT FOR
Jee Yung Loong Overall Score
DATE OF COMPLETION The overall score takes into account all the assessment types you have selected
28/10/2022 for this job. Each assessment type is then weighted as shown in the Assessment
RELIABILITY - 93.6% Weighting section. The weighting for the assessment types are used to calculate
Answers were very likely accurate and the Overall Percentage Job Fit.
truthful
ORGANIZATION
Overall Percentage of Job Fit = 95%
Boustead Properties Berhad 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
Unlikely Fit Possible Fit Probable Fit
Assessment Weighting
Eligibility (37%): Your selected weighting for this assessment is 37%. This
assessment includes prior experience, education, and abilities, which you have
selected for recruitment for this job.
Suitability (38%): Your selected weighting for this assessment is 38%. This
suitability assessment includes attitudes, motivations, task preferences,
interests, and work environment preferences that relate to success for this job.
The factors included in this template are based on Harrison Assessments success
research regarding suitability success factors for this job.
QCT (25%): Your selected weighting for this assessment is 25%. (QCT) measures
the ability of an individual to combine logic with numerical reasoning and verbal
reasoning to solve problems and make decisions.
Assessment Scores
Eligibility *
Suitability 95
QCT *
* Not Completed Extremely Lacking Below Average Good Excellent Ideal
Lacking Average

Harrison Assessments Suitability
Overall Percentage of Suitability Fit = 95%

0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
Unlikely Fit Possible Fit Probable Fit
This section includes work preferences and tendencies that you have selected for this job. The score to the right of
each factor shows the score as calculated for each trait.
The green, yellow or red ball in each graph indicates the degree of positive (green) or negative (yellow and red)
impact that the factor is predicted to have on job performance. The ball is always inside a bar graph, which
indicates the potential range of impact that the factor can have on performance. Note that the bar graph can have
a different length for each factor. The lengths and positions of the bars are determined by the weightings that have
been given to each trait in the Job Success Formula setup.
Negative Impact < > Positive Impact
Essential traits
Very strong
Very strong
Substantial
Substantial
Jee Yung's
(in order of importance)
No impact
Moderate
Moderate
Strong
Strong
Score
Slight
Slight
Takes Initiative:
The tendency to perceive what is necessary to be accomplished and to
proceed on one's own
Narrative: Jee Yung will probably tend to take some initiative. If a 7.1
great deal of initiative is required, it may be necessary to provide a
little encouragement and guidelines related to the initiative that can
be taken. In that case, Jee Yung is likely to respond. Jee Yung's degree
of initiative is sufficient for this job.
Wants Challenge:
The willingness to attempt difficult tasks or goals
Narrative: Jee Yung is highly motivated by difficult tasks or projects
and has a strong need for challenging work. Jee Yung will probably
only remain with an employer who is able to offer challenging 9.5
work. His/Her strong drive for achievement will probably be a good
example for others. Jee Yung's degree of drive to achieve challenging
objectives will probably have a somewhat positive impact on job
satisfaction and/or performance.
Authoritative:
The desire for decision-making authority and the willingness to accept
decision-making responsibility
Narrative: Jee Yung has a very strong desire to have decision-making 9.9
authority and is extremely willing to accept responsibility. Jee
Yung's degree of enjoyment of having decision-making authority will
probably have a somewhat positive impact on job satisfaction and/or
performance.


Essential traits
Very strong
Very strong
Substantial
Substantial
Jee Yung's
No impact
Moderate
Moderate
Strong
Strong
Score
Slight
Slight
Enthusiastic:
The tendency to be eager and excited toward one's own goals
Narrative: Jee Yung tends to be very enthusiastic about his/her goals.
If Jee Yung's goals are in alignment with the organization's objectives, 9.4
he/she will probably have a strong drive to achieve those objectives.
Jee Yung's degree of enthusiasm for his/her goals will probably have a
somewhat positive impact on job satisfaction and/or performance.
Persistent:
The tendency to be tenacious despite encountering significant
obstacles
Narrative: Jee Yung is determined and perseveres with a task 8.2
despite many obstacles. Jee Yung's tendency to be persistent will
probably have a slightly positive impact on job satisfaction and/or
performance.
Wants To Lead:
The desire to be in a position to direct or guide others
Narrative: Jee Yung has an extremely strong desire to be in a
leadership position. He/She has a very strong drive to take charge. 9.6
Jee Yung's degree of willingness to be in a leadership position will
probably have a somewhat positive impact on job satisfaction and/or
performance.
Analytical:
The tendency to logically examine facts and situations (not necessarily
analytical ability)
Narrative: Jee Yung tends to analyze problems and decisions 8.3
and enjoys it. Jee Yung's degree of enjoyment of analyzing will
probably have a slightly positive impact on job satisfaction and/or
performance.
Analyzes Pitfalls:
The tendency to scrutinize potential difficulties related to a plan or
strategy
Narrative: Jee Yung has a very strong tendency to analyze the
potential difficulties of plans and strategies. Therefore, Jee Yung is 9.5
likely to be extremely mindful when it comes to making strategic
decisions. Jee Yung's degree of enjoyment of analyzing potential
difficulties will probably have a somewhat positive impact on job
Finance / business:
The interest in commerce or fiscal management
Narrative: Jee Yung is very interested in business or finance. Jee 9.0
Yung's level of interest in business or finance will probably have a
slightly positive impact on job satisfaction and/or performance.


Essential traits
Very strong
Very strong
Substantial
Substantial
Jee Yung's
No impact
Moderate
Moderate
Strong
Strong
Score
Slight
Slight
Influencing:
The tendency to try to persuade others
Narrative: Jee Yung frequently engages in persuading and influencing
others. Assuming he/she has the right balance of other interpersonal 9.0
traits, Jee Yung is likely to be skillful in expressing his/her ideas to
staff, co-workers and/or clients. Jee Yung's degree of enjoyment
of influencing will probably have a slightly positive impact on job
Negotiating:
The tendency to bargain in order to reach a beneficial agreement
Narrative: Jee Yung's interpersonal preferences and tendencies 8.1
probably enable him/her to have good negotiating skills. Jee Yung's
level of negotiating skills will probably have a slightly positive impact
on job satisfaction and/or performance.
Negative Impact <
Desirable traits
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Diplomatic:
The tendency to state things in a tactful manner
Narrative: Jee Yung is fairly capable of being tactful and usually 6.8
tends to state things in a diplomatic manner. Jee Yung's degree of
diplomacy is sufficient for this job.
Numerical:
The enjoyment of counting, calculating, or analyzing quantities using
mathematics
9.0
Narrative: Jee Yung very much enjoys working with numbers. Jee
Yung's degree of enjoyment of working with numbers is sufficient for
this job.
Optimistic:
The tendency to believe the future will be positive
Narrative: Jee Yung tends to be generally optimistic and cheerful. Jee 7.2
Yung's positive attitude will be somewhat beneficial when dealing
with staff and co-workers. Jee Yung's degree of optimism is sufficient
for this job.
Outgoing:
The tendency to be socially extroverted and the enjoyment of meeting
new people
8.0
Narrative: Jee Yung enjoys meeting new people and is probably
outgoing. Jee Yung's degree of enjoyment of meeting new people is
sufficient for this job.


Negative Impact <
Desirable traits
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Pressure Tolerance:
The level of comfort related to working under deadlines and busy
schedules
Narrative: Jee Yung prefers only a moderate amount of pressure 4.5
of deadlines and tight schedules. Jee Yung's degree of tolerance
of pressure will probably have a slightly negative impact on job
Self-Acceptance:
The tendency to like oneself ("I'm O.K. the way I am")
5.0
Narrative: Jee Yung is only moderately self-accepting. Jee Yung's
degree of self-acceptance is sufficient for this job.
Team:
The enjoyment of working closely in a co-operative team effort (not
necessarily the ability to do so) 9.2
Narrative: Jee Yung very much enjoys working in a team. Jee Yung's
degree of enjoyment of working in a team is sufficient for this job.
Collaborative:
The tendency to collaborate with others when making decisions
Narrative: Jee Yung enjoys collaboration and is probably quite willing 8.4
to collaborate with others with regard to making important decisions.
Jee Yung's degree of enjoyment from collaborating is sufficient for
this job.
Enlists Cooperation:
The tendency to invite others to participate in or join an effort
Narrative: Jee Yung greatly enjoys enlisting the cooperation of others 9.8
and probably tends to do so very frequently. Jee Yung's degree of
enjoyment related to enlisting the cooperation of others is sufficient
for this job.
Planning:
The tendency to formulate ideas related to the steps and process of
accomplishing an objective
6.9
Narrative: Jee Yung enjoys planning and probably tends to do it
reasonably often. Jee Yung's degree of enjoyment of planning is
Teaching:
The enjoyment of instructing, training, or educating others
Narrative: Jee Yung is moderately interested in teaching or instructing 5.8
others. Jee Yung's level of interest in teaching or instructing others is


Negative Impact <
Desirable traits
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Organized:
The tendency to place and maintain order in an environment or
situation 7.8
Narrative: Jee Yung tends to be quite well organized. Jee Yung's
degree of being organized is sufficient for this job.
Warmth / empathy:
The tendency to express positive feelings and affinity toward others
Narrative: Jee Yung moderately expresses warmth and empathy. Jee 5.6
Yung's degree of expressing warmth and empathy is sufficient for this
job.
Effective Enforcing:
The tendency to skillfully correct others when they are violating rules or
performing poorly
8.3
Narrative: Jee Yung's interpersonal preferences and tendencies
indicate he/she is quite likely to skillfully enforce rules. Jee Yung's
degree of willingness to enforce rules is sufficient for this job.
Frank:
The tendency to be straightforward, direct, to the point, and forthright
Narrative: Jee Yung may tend to be a little lacking in direct and frank 4.0
communication. Jee Yung's degree of frankness is sufficient for this
job.
Enforcing:
The tendency to insist upon necessary rules being followed
Narrative: Jee Yung is moderately willing to enforce necessary 6.0
rules. Jee Yung's degree of willingness to enforce necessary rules is
Helpful:
The tendency to respond to others' needs and assist or support others to
achieve their goals
6.4
Narrative: Jee Yung tends to be moderately helpful and has
a moderate awareness of others' needs. Jee Yung's degree of
helpfulness is sufficient for this job.
Open / reflective:
The tendency to reflect on many different viewpoints
Narrative: Jee Yung generally enjoys reflecting on different ideas and 6.6
opinions, and he/she is relatively open-minded. Jee Yung's degree of
enjoyment of reflecting on different ideas and opinions is sufficient.
Self-Improvement:
The tendency to attempt to develop or better oneself
Narrative: Jee Yung has a strong intention to improve himself/herself. 8.5
Jee Yung's level of interest in self-improvement is sufficient for this
job.


Negative Impact <
Desirable traits
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Tolerance Of Bluntness:
The level of comfort related to receiving abrupt or frank
communications from others 6.4
Narrative: Jee Yung is moderately tolerant of people who are blunt.
Jee Yung's degree of tolerance of bluntness is sufficient for this job.
Precise:
The enjoyment of work that requires being exact and the tendency to be
detail oriented
7.7
Narrative: Jee Yung enjoys precision tasks and tends to be quite
precise and attentive to detail. Jee Yung's degree of exactness is
Negative Impact <
Traits to avoid
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Blunt:
The tendency to be frank or direct without being sufficiently tactful or
diplomatic
0.0
Narrative: Jee Yung probably does not have a significant degree
of being blunt. Jee Yung's degree of being blunt will NOT hinder
performance.
Defensive:
The tendency to be self-accepting without sufficiently intending to
improve
0.0
Narrative: Jee Yung probably does not have a significant degree of
defensiveness. Jee Yung's degree of defensiveness will NOT hinder
performance.
Authoritarian:
The tendency to make decisions independently without sufficiently
collaborating with others
Narrative: Jee Yung probably has only a very slight tendency to make 1.5
decisions without sufficiently collaborating. Jee Yung's degree of
making decisions without sufficiently collaborating will NOT hinder
performance.
Blindly Optimistic:
The tendency to focus on the possible benefits of a plan or strategy
without sufficiently analyzing the potential difficulties or pitfalls
0.0
being blindly optimistic. Jee Yung's degree of being blindly optimistic
will NOT hinder performance.


Negative Impact <
Traits to avoid
Very strong
Substantial
Jee Yung's
No impact
Moderate
Strong
Score
Slight
Dogmatic:
The tendency to be certain of opinions without sufficiently being open to
different ideas
0.4
being dogmatic. Jee Yung's degree of being dogmatic will NOT hinder
performance.
Dominating:
The tendency to be assertive of one's needs without sufficiently being
helpful to others
0.0
being dominating. Jee Yung's degree of being dominating will NOT
hinder performance.
Evasive:
The tendency to be tactful without being sufficiently direct
Narrative: Jee Yung probably has a slight tendency to be evasive 2.8
when communicating rather than saying what he/she really thinks.
Jee Yung's degree of being evasive will NOT hinder performance.
Permissive:
The tendency to be warm and empathetic without sufficiently enforcing
rules or holding others accountable
0.0
permissiveness. Jee Yung's degree of permissiveness will NOT hinder
performance.
Harsh:
The tendency to enforce rules without giving sufficient emphasis to
building rapport or being empathetic
0.4
Narrative: Jee Yung probably does not have a significant tendency
to be harsh or overly strict. Jee Yung's degree of harshness will NOT
hinder performance.

REPORT FOR
Jee Yung Loong
Introduction
DATE OF COMPLETION This report enables Jee Yung's manager to better utilize his/her strengths,
28/10/2022
neutralize weaknesses, and develop a long term positive relationship with the
RELIABILITY - 93.6% employee that can lead to lower employee turnover. The factors are divided into
Answers were very likely accurate and Essential, Important, and Other Factors enabling the manager to focus on the
truthful most important factors first.
ORGANIZATION
Essential Factors to Consider
• Jee Yung has a need to have decision-making authority. To motivate or reward Jee Yung, offer him/her
opportunities for more responsibilities. If you wish to retain him/her, you will probably need to offer a career
path toward greater responsibilities. On the other hand, make sure Jee Yung's skills and experience are
sufficiently developed for each stage of increased authority.
• Jee Yung has a need for challenging work. If this need is not met, he/she will probably look elsewhere.
Therefore, to manage Jee Yung well, you will need to provide new challenges continuously. If Jee Yung has
strong experience and skills, allow him/her to take on difficult challenges. If Jee Yung's experience and skills
are still developing, allow him/her to take on challenges in stages and monitor progress.
• Jee Yung is highly motivated by opportunities to lead others. You can offer such opportunities as a reward
for good performance. Jee Yung's strong desire to lead is likely to be beneficial if you can provide clear
guidelines of authority and he/she has the experience and skills that are required.
• Jee Yung is likely to be extremely mindful when it comes to making strategic decisions. Therefore, it could
be useful to have him/her help examine the potential pitfalls of a plan or strategy.
Important Factors to Consider
• Provide Jee Yung with many opportunities to express his/her views and to influence others. Listen carefully,
thank him/her for the ideas, and respond accordingly. Jee Yung may at times continue to push his/her views
until he/she gets his/her way and therefore, you may need to be firm if you elect not to go along with Jee
Yung's ideas.
• Jee Yung has a strong desire to have employment that he/she perceives to be of benefit to society. If
possible, offer him/her projects the he/she would perceive to produce a result that is helpful to society.
• Jee Yung has a strong desire to improve himself/herself. Discuss with him/her the ways in which this
position could help him/her to improve.
• Jee Yung is very enthusiastic about his/her goals.
• If Jee Yung is performing well, provide him/her with opportunities for greater autonomy.
• Ask Jee Yung about his/her goals. Try to gain a complete understanding of each of Jee Yung's major goals
and acknowledge each major goal. Then discuss how Jee Yung's goals could be achieved in this position.
• Jee Yung very much enjoys working in a team. Look for opportunities where he/she could work closely with
other team members.
Other Possible Factors to Consider

• Wherever possible, provide Jee Yung with opportunities to meet new people and have social interaction.
However, if social interaction is not a central aspect of Jee Yung's work, it could become a distraction.
• Jee Yung enjoys analyzing facts and situations. Provide such opportunities wherever possible.
• Jee Yung is motivated by opportunities for collaboration. You can also reward him/her with such
opportunities.
• Jee Yung enjoys trying new things and often experiments with new ideas. Allowing him/her to try new
projects or experiment with different approaches could be an excellent means of motivating or rewarding
him/her.
• Jee Yung sometimes enjoys opportunities to take initiative. Providing opportunities to take initiative could
be one means of motivating or rewarding him/her. Provide clear guidelines and examples of the type of
initiative he/she is authorized to take. If Jee Yung has strong eligibility for this position, his/her initiatives are
likely to be appropriate. However, if Jee Yung's experience and skills are in a developmental stage, you will
need to monitor that his/her initiatives are sufficient and within the guidelines.
• Jee Yung may sometimes want recognition, but in general does not care much about it.

REPORT FOR
Jee Yung Loong
Introduction
DATE OF COMPLETION This report provides key single words that describe the individual. The keywords
28/10/2022
are divided into three columns: Strongest Traits, Strong Traits and Reasonably
RELIABILITY - 93.6% Strong Traits. The Strongest Traits are traits that the person scores 10 out of 10
Answers were very likely accurate and or 2 or less out of 10. This indicates that the trait is extreme and thus will be the
truthful person's strongest characteristic. Strong Traits are traits in which the person
ORGANIZATION scores 9 out of 10 or 3 out of 10, indicating the traits will be strong due to its
Boustead Properties Berhad absence or presence. Reasonably Strong Traits are traits in which the person
scores 8 out of 10 or 4 out of 10, indicating the trait will be fairly strong due to its
presence or important due to its absence. The Summary Descriptions provide a
narrative paragraph that further describes the person's behavior.
Keyword Descriptions
Strongest Traits Strong Traits Reasonably Strong Traits

Willing to make decisions Wants autonomy Outgoing
Likes to lead Idealistic and realistic Analytical
Willing to grow Non-intuitive
Dislikes structure Enjoys collaborating
Enthusiastic about goals Risking
Self-Motivated Persevering
Has creative ideas
Resourceful
Organized
Precise
Summary Descriptions
Jee Yung's task preferences are (in order of preference): doing something that helps others or society, making
presentations to groups, meeting and interacting with new people, analyzing facts, problems and decisions, doing
tasks that need to be done precisely, organizing something, and working with numbers. Jee Yung prefers to avoid
the following tasks (listed according to greatest dislike first): doing something artistic, doing physical work, fixing or
repairing something, building or making something, and doing clerical work. Jee Yung would be interested in work
that involves science, travel, electronics, food, plants, selling, psychology, physical science, manufacturing, legal
matters, and biology. Jee Yung lacks interest in entertainment. Jee Yung needs a work environment that involves
working as part of a team, the opportunity to occasionally get up and move around, and a quiet setting.
Jee Yung has a very strong intention to improve himself/herself. Jee Yung is outgoing. Thus Jee Yung would enjoy a
position that involves meeting new people. Jee Yung enjoys trying to influence others. Jee Yung tends to be open-
minded, making it easier to communicate with people who have different ideas. There are some interpersonal areas
in which he/she could improve. Jee Yung may occasionally have difficulty being frank. Although Jee Yung has a very
strong intention to improve himself/herself，Jee Yung may occasionally tend to be a little hard on himself/herself.
Jee Yung is highly motivated by a chance to have decision-making authority, having challenging work, an
opportunity to do something worthwhile for society, a chance to be in a leadership position, and an opportunity to
achieve his/her goals. He/She is demotivated by goals unrelated to his/her own.

Jee Yung enjoys analyzing facts and situations. Jee Yung is comfortable in a decision-making role. Jee Yung is
willing to collaborate with others with regard to making decisions. Jee Yung has a good balance between accepting
responsibility for decisions and collaborating with others. Jee Yung is willing to take risks. Jee Yung has a very
strong tendency to analyze the potential difficulties of plans and strategies, making it more likely that once he/she
has come to a decision he/she will have thought through the important issues. When making decisions, Jee Yung
often prefers to try a new approach to a situation. Jee Yung enjoys planning.

REPORT FOR
Jee Yung Loong
Introduction
DATE OF COMPLETION This report provides training recommendations related to attitudes, tendencies,
28/10/2022
and behaviors. It does not take into consideration hard skills such as typing
RELIABILITY - 93.6% or computer skills. You can choose any or all of the development suggestions
Answers were very likely accurate and below for your current position, career development, or personal growth.
truthful Some suggestions and exercises for trait development may not be applicable
ORGANIZATION in every case and may need to be modified to suit your particular situation or
Boustead Properties Berhad organization. If you choose to work on more than one trait, it is recommended
that you complete one before starting the next.
Changing behavior is much more difficult than learning information. It requires
an adjustment of habits or patterns that may have been in place for many years.
This type of change generally takes longer and requires regular attention and
reinforcement.
Each section of this report contains an explanation of a trait and its relevance
to career or personal development. It also includes at least one exercise. The
exercises are designed to provide a practical experience and ongoing application
that will develop the trait. In most cases, it is not necessary to develop a trait very
much. Even a small increase in a trait can create a significant improvement. You
can do the exercises by answering the questions and following the instructions,
however, it is highly recommended you obtain a coach or partner with whom you
can discuss your answers. These developmental exercises can also be done in a
classroom with other people. Your coach can support you in making the change,
including helping you to give regular attention to the desired change.
This report is generated as a result of your answers to the questionnaire. The
traits selected for the report are related to the position selected when running
this report. The HA system automatically selects the development traits that are
most likely to help you to succeed in this position. However, the system does
not necessarily select your traits with the lowest scores. It may select a trait
in which you are already fairly strong. If a trait is especially important to the
position, you can make greater progress by further developing a fairly strong
trait. The suggestions and exercises for trait development may not be applicable
in every case and may need to be modified to suit your particular situation or
organization. Check with your manager to confirm that the suggested actions are
appropriate to your organization.

Development Area 1: Takes Initiative
You usually take a reasonable amount of initiative.

Taking initiative is important to achievement and usually one of the keys to succeeding in any organization.
However, it is usually not very effective to just decide that you are going to take initiative. First, you need to
formulate a clear idea of what appropriate initiative would be. What results need to be achieved in your position?
By having a clear idea of the needed results, you can take initiative in the desired direction. What are the limits of
your authority? By clarifying the 'boundaries of initiative', you don't have to ask about each thing you may want to
do, and you don't have to worry about overstepping your bounds. Thus, you can be free to take any appropriate
initiative that is focused on what is needed.
Step 1 - What are the results needed to be achieved for your position?
Make a list of what you consider to be the most important results that need to be achieved for your position. These
will be the essential performance factors for your job. The list should be between 3 and 7 factors. Put the items
in order of importance. The list should focus on RESULTS TO BE ACHIEVED rather than activities to be done. For
example, typing is an activity to be done, but typing an average of 60 words per minute with 95% accuracy is a
result. In another example, selling is an activity, but selling an average of $100,000 retail per month is a result to
achieve.
1
2
3
4
5
6
7
Step 2 - Verify the list with your manager

Ask your manager to review the list and give his/her viewpoint on those key performance factors for your position.
Discuss each performance factor until you have a clear mutual understanding, including which ones are most
important.

Step 3 - How could you take initiative?

Make a list of all the ways that you could take initiative. Examine each of the items in step 2 above and reflect
on what you could do to take initiative for each item. Go over each item on the list with your manager and make
sure you have the authority to take those steps. Also, ask your manager for examples of ways someone could take
initiative in order to achieve high performance. This will give you a good idea of what you are free to do as well as
the parameters or restraints that you may have (there are always some). As you look for new ways to take initiative
in the future you will have greater clarity about the things you can initiate and the things you need to discuss before
initiating.
Step 4 - What will you commit to doing to take greater initiative?

Reflect on and list the things that you will commit to doing related to taking initiative. Be specific about what you
will do, including time schedules and specific measurable actions or results.

Development Area 2: Persistent
You tend to be persistent.

A strong intention propels you to a result. When you have a strong intention, you have the attitude 'I'm going there!'.
Whatever comes up along the way is simply something on the road to getting there. No matter what the obstacle,
just renew your intention and continue. You don't even need to know how you are going to do something in order to
have a strong intention. Just focus on what will be achieved. This type of determination is what enables you to make
significant achievements. Creative new ways of reaching your goal will automatically come to mind as you proceed
with determination. Each attempt is an experiment that offers new learning and therefore puts you that much closer
to your goal.
You may hesitate to commit to this level of persistence because you may fear that you cannot accomplish the task.
While there is always that possibility, the greater your persistence, the more likely you will accomplish the goal. By
committing to a goal, you may feel more vulnerable to failure. However, you are actually closer to achievement.
Exercise - Developing persistence
Step 1 - How could increasing your determination/persistence help your career?

Reflect on and list any area of your work in which you could be more determined or persistent. Rank each item on
the list according to its importance.
Step 2 - What result do you want to achieve with regard to ____________ (start with the most important item
on the list)
Write a clear description of the specific goal related to the most important area for you to accomplish.

Step 3 - What is your intention with regard to achieving that goal?

State a clear description of your intention to achieve that goal within a specific time period. Review and rewrite it
until the intention is completely clear and you feel completely determined to fulfill it.
Step 4 - What could you start doing to fulfill that intention?

Explore and list ways you could implement your stated intention
Step 5 - Create an action plan to accomplish for the intention stated in step 3.
Continue with steps 2 and 3 until you have reached your goal.

Compared to: Emerging Leader Overview #LC13
REPORT FOR
Jee Yung Loong
Emerging Leader Summary Overview
DATE OF COMPLETION This overview shows how the employee scores for each behavioral competency
28/10/2022 within the Emerging Leader set.
RELIABILITY - 93.6%
Answers were very likely accurate and
truthful
ORGANIZATION
VIEW INSTRUCTIONAL VIDEO

public.harrisonassessments.com/BCvideo/
Summary_Overview_en_US.html
Competencies 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
(in order of importance) Importance Score

Needs Development Partially
Competent
Mostly Competent
Communication:
Promotes clear understandings, presents clear ideas,
speaks up regarding concerns, listens effectively,
Very Essential 72%
provides timely and helpful information, and takes
responsibility to confirm that communications are
received.
Energizing People:
Motivates others to achieve goals, articulates a common
Very Essential 94%
vision, engages team members, relates openly, and
empowers others to achieve.
Learning Agility:
Gains knowledge from experiences, successes, and
Very Essential 79%
mistakes, and applies that knowledge to new situations
or responsibilities.
Problem Solving:
Is perceptive and logical when identifying problems,
Very Essential 78%
finds the source or cause of problems, and thinks
through potential difficulties of the solution steps.
Resilience and Perseverance:

Persists in the face of adversity, obstacles, or setbacks
Very Essential 78%
including effectively managing a crisis and quickly
adapting to change.
Achievement Orientation:
Consistently achieves objectives, accepts difficult
Essential 90%
challenges, seizes opportunities, and has a high level of
energy and enthusiasm.

Compared to: Emerging Leader Overview #LC13
Competencies 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
(in order of importance) Importance Score

Needs Development Partially
Competent
Mostly Competent
Impact and Influence:

Influences others to achieve goals, enlists their
cooperation, appeals to their interests, builds trust, Essential 83%
and negotiates mutually beneficial and sustainable
agreements.
Innovation:
Experiments with different ways to improve processes,
Essential 82%
efficiency, and/or effectiveness while maintaining focus
on the desired objective or result.
Leading People:
Takes responsibility to achieve the organization’s
mission, provides clear direction, promotes team Essential 93%
participation and cooperation, and accepts decision-
making authority.
Strategic Thinking:
Creates effective strategies and long-term plans that
seize opportunities, anticipates emerging issues and
Essential 74%
risks, draws from previous experiences, explores
industry information, and collaborates with the right
individuals.

LoongJee Yung2022Oct28TdJsaHmdrSkDpLComps 7827

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Report for

Jee Yung Loong

Traits & Definitions

Your Role, Interactions, and Current Issues

What Harrison Measures

Enjoyment Performance Theory

Focus on Trait Definitions

Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 2 of 27

The Harrison Measurement Scale

Low preference and Neutral Strong preference and

Highlighted Traits Relate to Your Job

Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 3 of 27

Trait Score Description

Trait Score Description

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Trait Score Description

Acceptable Areas - Jee Yung's moderate strengths and preferences

Trait Score Description

Trait Score Description

Trait Score Description

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Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 6 of 27

Interest Score Description

Work Environment Preferences

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Behavioral Competency Score Description

Traits to Avoid for this Position

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Unlikely Fit Possible Fit Probable Fit

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Harrison Assessments Suitability

Overall Percentage of Suitability Fit = 95%

Unlikely Fit Possible Fit Probable Fit

(in order of importance)

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Harrison Assessments Suitability

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Harrison Assessments Suitability

(in order of importance)

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Harrison Assessments Suitability

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Harrison Assessments Suitability

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Harrison Assessments Suitability

(in order of importance)

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Harrison Assessments Suitability

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Essential Factors to Consider

Important Factors to Consider

Other Possible Factors to Consider

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Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 18 of 27

Strongest Traits Strong Traits Reasonably Strong Traits

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Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 21 of 27

Development Area 1: Takes Initiative

You usually take a reasonable amount of initiative.

Step 2 - Verify the list with your manager

Copyright © 1991-2022 Harrison Assessments Int'l Limited Completed: 28/10/2022 | Page 22 of 27

Step 3 - How could you take initiative?