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The assessors may ask you to role play a scenario similar to the job you re applying for. For example, if applying for a managerial position, they may ask you to discipline an actor pretending to be an unruly member of your team. Bear in mind that the organisation has probably invested a lot of time and money in designing the simulation and training managers or even bringing in consultants to run it. So make sure that you behave as if the situation was serious. If you say that you don t like role plays or don t play along, expect to be marked down automatically. The key in role plays is to think about the nature of the job that you re applying for. Decide upon the required skills and try to demonstrate them throughout. For example, if you re applying for a customer service job that requires tact and diplomacy, make sure that you behave tactfully and diplomatically when talking to other candidates in a group exercise. Role play simulations test not only what you say but also how you say it. Make sure that your body language is consistent with what you are talking about for example, demonstrating empathy or enthusiasm in your facial expressions, tone of voice, and use of hands. Role play simulations vary enormously from job to job and organisation to organisation. However, here are some common tasks: Meeting an angry customer. Selling products or services to a new client. Disciplining a member of your team. Be yourself. Candidates often go wrong when they attempt to second-guess what the assessors are looking for. Just behave as if you were actually facing these situations. Don t try to be someone that you re not.

Leary also contributed to the development of the interpersonal circumplex, one of the most influential geometric models in the history of personality theory (Freedman, Leary, Ossorio, & Coffey, 1951; Leary, 1957). The circumplex is often called the interpersonal circle. Whereas the DSM presents the personality disorders as discrete diagnostic categories with no necessary relationship, the circumplex organizes its constructs like the segments on a circle or like the face of a clock. Each personality thus shades gently into its nearby neighbors. The circle is formed by crossing the two content dimensions believed to define interpersonal communication: dominance and affiliation (Kiesler, 1996). Though each segment of the circle, each personality, receives a different name, each is a blend of different quantities of dominance and affiliation. Segments that are near each other are closely related, whereas those that are opposite on the circle are opposites in real life. In Leary s original circle, for example, the dependent personality was represented as consisting of about equal levels of affiliation and submission, and the compulsive personality, which Leary called the responsible-hypernormal, consisted of about equal levels of affiliation and dominance. Leary also noted relationships between the interpersonal circle and other perspectives. The four quadrants, he suggested, capture the temperaments or humors of Hippocrates, and the horizontal and vertical axes capture the two basic drives of psychoanalysis sexuality and aggression. Figure 2.1 presents Kiesler s (1986) 1982 interpersonal circle, one of the foremost current models.

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282 Scorecards: balanced, see Balanced scorecard bene ts of, generally, 69 70, 76, 80 budgets and, 133 customized, 70, 78 disconnected, 66 employee relationship management (ERM), 245 enterprise-wide vs. functional, 54 fact-based data and, 56 functions of, 23 24, 41 44, 48 49 goal/purpose of, 48 49, 72, 80 81 information distribution, 78 79 marketing applications, 170 171 perspectives, 50 52, 59 60 pro tability pro le curve and, 123 report cards distinguished from, 72 73 reporting information, 78 79 security for scores, 71 72 software systems, 66 67, 70 71, 78, 80 value entitlement, 148 149 web-enabled, 64 65 weighted, 55 57, 64 Scoring costs, in activity analysis, 114 116 Security, for scores, 71 72 Self-directed workers, 17 Self-help processes, 128 Self-inspection, 210 Self-management, 18, 25 Self-service, 245 Seller-and-buyer collaboration, 70 Seller/buyer interface, 183 184 Selling costs, 122 Semi- xed expenses, 139 Semi-variable expenses, 138 Senior management: budgeting process, 133 135 communications, 81 ego problems, 48 employee alignment with, 171 functions of, 4, 7, 9, 27 28, 45, 70, 120, 137, 149 scorecards and, 71 73 shifting strategy, 56 57 style of, 44, 72 Service lines: budgeting process and, 134 diversity of, 91 92 pro tability margins, 165, 168 pro t contribution, 124 126 Service organizations, 90 Share of wallet, 180, 267

Mention of paranoid conditions predates even the writings of Hippocrates more than 2,000 years ago. Translated literally from its Greek origin, the term means out of one s

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