FOUNDATION OF INDIVIDUAL

BEHAVIOUR

By MOfeee

Ability refers to an
individuals capacity to
perform the various
tasks in a job. It is a
current assessment of
what one can do.

TYPES OF ABILITY

INTELLECTUAL ABILITY
PHYSICAL ABILITY

INTELLECTUAL ABILITY

Intellectual abilities are abilities needed to

perform mental activities like, thinking,
reasoning, problem solving etc.
Smart people generally earn more money &
attain higher levels of education.
Tests such as SAT,CAT, GMAT etc. are
designed to ascertain a persons general
intellectual abilities.

DIMENSIONS OF INTELLECTUAL
ABILITY
Number
Number
Aptitude
Aptitude

Verbal
Verbal
Comprehension
Comprehension

Memory
Memory

Spatial
Spatial
Visualization
Visualization

Intellectual
Ability

Deductive
Deductive
Reasoning
Reasoning

Inductive
Inductive
Reasoning
Reasoning

Perceptual
Perceptual
Speed
Speed

DIMENSIONS OF INTELLECTUAL
ABILITY

Number Aptitude:
Ability to do speedy
and accurate
arithmetic.

Verbal Comprehension
Ability to understand
what is read or heard
and the relationship of
words to each other.

Perceptual Speed : Ability to identify visual

similarities & differences, quickly &
accurately.
Inductive Reasoning: Ability to identify a
logical sequence in a problem & then solve a
problem.
Deductive Reasoning: Ability to use logic &
assess the implications of an argument.

Spatial Visualization: Ability to imagine how

an object would look if its position in space
would change.

Memory: Ability to retain and recall past

experiences.

GENERAL MENTAL ABILITY

Intelligence
Dimensions are
positively related.

For eg. If you score

high on Verbal
Comprehension you
are more likely to
score high on Spatial
Visualization.

WONDERLIC PERSONNEL TEST

The test was

developed byEldon
Wonderlic.

It is a popular group
intelligence test used
to assess the aptitude
of prospective
employees for learning
and problem-solving in
a range of occupations.

While intelligence is a big help in performing

a job well, it doesnt make people happier or
more satisfied with their jobs.

The correlation between intelligence & job

satisfaction is about Zero.

EMPLOYEE APTITUDE SURVEY

FACT SHEET

The Employee Aptitude

Survey (EAS) consists of
10 tests specifically
designed to measure
cognitive, perceptual,
and psychomotor abilities
required for successful
performance in a wide
variety of occupations.
The tests are published
separately and can be
selected to form custom
batteries.

PHYSICAL ABILITIES

The capacity to
do tasks that
demand stamina,
dexterity,
strength, and
similar
characteristics.

BASIC PHYSICAL ABILITIES

Strength Factors:

Dynamic Strength: Ability to exert muscular

force repeatedly or continuously over time.

Trunk Strength: Ability to exert muscular

strength using the trunk muscle.

Static Strength: Ability to exert force

against external objects.
Explosive Strength: Ability to expend a
maximum amount of energy in one or a
series of explosive acts.

Flexibility Factors

Extent Flexibility:
Ability to move the
trunk and back muscles
as far as possible.

Dynamic Flexibility:
Ability to make rapid,
repeated flexing
movements.

Other Factors
Body Coordination: Ability to coordinate the
simultaneous actions of different parts of the
body
Balance: Ability to maintain equilibrium
despite forces pulling off balance.
Stamina: Ability to continue maximum effort
requiring prolonged effort over time.

THE ABILITY-JOB FIT

Employees
Abilities

Ability-Job
Fit

Jobs Ability
Requirements

THE ABILITY-JOB FIT

A high ability-job fit necessary for improved job

performance
Lack of fit leads to performance problems
If, Ability < Job Requirements
basic cause of poor performance
Ability > Job Requirements
organizational inefficiency and job
dissatisfaction
Jobs make differing demands on people and that
people differ in their abilities

MANAGERIAL IMPLICATIONS
What Should Managers Do?

Ability directly influences employees level of

performance.
An effective selection process & job analysis
should be done.
Managers need to focus on ability in selection,
promotion, and transfer.
Fine-tune job to fit incumbents abilities.

RECENT SURVEY

FEW CFOS PLAN TO INVEST IN

INTERPERSONAL ABILITY DEVELOPMENT
FOR THEIR TEAMS

CFOs were asked, "In your opinion, which one

of the following is the most common reason for
an employee's failure to advance at your
company?" Their responses:
Poor interpersonal ability -30%

Poor work ethic -25%

Not developing new skills- 23%

Failure to enhance his or her visibility within the
organization-15%
Failure to proactively seek promotions and career
advancement- 5%

None of these-1%

Don't know/no answer-2%

CFOS ALSO WERE ASKED, "WHICH OF THE FOLLOWING TYPES OF SKILLS TRAINING ARE YOU LIKELY TO INVEST IN FOR YOUR INTERNAL ACCOUNTING AND FINANCE STAFF IN THE NEXT TWO
YEARS?" THEIR RESPONSES:

Accounting or finance-32%
Information technology-29%
Soft skills (communication and
interpersonal abilities)-19%
Management-17%
None of these-2%
Don't know/no answer-2%