MOUNTAIN VIEW, Calif., March 31, 2009 — CPP, Inc.,an
industry leader in research, training, and organizational development tools including
the Myers-Briggs Type Indicator® assessment, today announced the release
of the Work Engagement Profile assessment. Developed by Kenneth W. Thomas, co-author
of the best-selling Thomas-Kilmann Conflict Mode Instrument (TKI), and Walter G.
Tymon, Jr., the 24-item questionnaire represents CPP’s entrance into the “employee
engagement” assessment category.
The Work Engagement Profile is a psychometrically validated assessment that examines
the internal motivations – for meaningfulness, choice, competence, and progress
– that fuel employee engagement. These motivations ignite employees’ passion for
their work and inspire them to “go the extra mile” by dedicating discretionary time
and energy to their job. The Work Engagement Profile is included in a 20-page booklet
that offers interpretative information on scores and steps to maximize employee
engagement. In conjunction with the assessment’s launch, Berrett-Koehler, in partnership
with ASTD, is releasing a second edition of Ken Thomas’ Intrinsic Motivation at
Work, which references the Work Engagement Profile extensively.
“In today’s economic environment, many organizations must do more with less. Unfortunately,
that often means fewer employees, so ensuring the highest level of engagement from
those employees is critical,” said Jeff Hayes, CEO, CPP, Inc. “Multiple bodies of
research show a direct relationship between revenue growth/cost reduction and increased
levels of employee engagement. Disengaged employees are certainly detrimental; on
the other hand, highly engaged employees can provide companies with a distinct advantage
over their competitors.”
Speaking broadly, organizations can use two kinds of rewards to shape employee work
engagement: extrinsic rewards – financial rewards involving pay, benefits, awards,
etc. – and intrinsic rewards – psychological rewards that employees get directly
from performing important work and doing it well. The Work Engagement Profile is
exclusively focused on intrinsic rewards, and offers great opportunity for bottom-line
improvement because it addresses work engagement at its core – the employee’s feelings
about the work itself.
“We know from research that people overestimate the impact of extrinsic rewards,”
said co-author Ken Thomas, Ph.D. “You need to pay people fairly, of course. But
what makes work engaging isn’t generally the pay. It’s the energy and satisfaction
employees get from doing work that matters and doing it well—from making a contribution
and adding value. On the whole, today’s jobs are considerably more meaningful and
challenging than those of a generation ago. The key to engaging employees is to
understand the intrinsic rewards that this new work can provide and to learn the
building blocks and actions that strengthen these intrinsic rewards.”
The Work Engagement Profile is designed for Human Resources and Organizational Development
professionals as well as managers and individuals in one-on-one coaching, leadership
development, team building, and motivation/retention programs. It can be used alone
or in concert with other CPP assessments (specifically the MBTI®, FIRO-B®,
and CPI 260® tools), and does not require certification.
Learn more about the Work Engagement Profile.
About CPP, Inc.
Since its founding in 1956, CPP, Inc. has been a leading publisher and provider
of innovative products and services for individual and organizational development,
supplying reliable training solutions to businesses of all sizes, including the
Fortune 500. The company’s hundreds of offerings have been used by millions of individuals
in more than 100 countries, in more than 20 languages, to help people and organizations
grow and develop by improving performance and increasing understanding. Among CPP’s
world-renowned brands and services are the Myers-Briggs Type Indicator®,
Strong Interest Inventory®, Thomas-Kilmann Conflict Mode Instrument (TKI),
FIRO-B®, and CPI 260® assessments.