PPA Profile

Private & Confidential 04/10/2007

Thomas Mayer I II III
D 8 0 8
I 11 0 11
S 0 12 -12
C 0 10 -10

SELF IMAGE - GRAPH III

An integrative leader who works with and through people, this person has an outgoing interest in people. He has an ability
to gain the respect and confidence of varied types of individuals. He strives to do business in a friendly way, while pushing
forward to win an objective and sell a point of view. Thomas Mayer is usually a good coordinator who is willing to
delegate. He exhibits poise and confidence in most situations. There may be a tendency to act impulsively on occasions and
to be overly enthusiastic to "oversell".

Thomas Mayer is an excellent motivator and manager of people, a good leader who can communicate well and persuade as
well as be persuaded. He has the ability to work within the broad parameters of an organisation, although administration
may not be a strong point. Thomas Mayer likes to feel part of the team, is restless for success and likes to lead people
rather than direct them to achieve results. He is capable of seeing the big picture.

SELF MOTIVATION

Thomas Mayer wants challenging assignments involving varied contact with people. He seeks freedom from routine and
regimentation. He prefers "outside" assignments involving travel and wants the authority and prestige that goes with it.
Public recognition of ability is an important motivator to this person. He prefers a democratic supervisor and likes an
opportunity to show good results.

JOB EMPHASIS

Selling ideas and things to people

Ideally this person's job should require a tangible goal geared to motivating people to act on a voluntary basis, rather than
through authority or command. Thomas Mayer should be expected to initiate contacts with varied types of people. The job
should be relatively free from detailed analysis of data, report writing or record keeping. Good administrative back up
should be provided. Pressure for results should be considerable. Travel could be involved, if possible on a regular basis.
There should be ample freedom to act independently in a variety of changing situations.

DESCRIPTIVE WORDS

Influential, assertive, friendly, decisive, confident, self-starting, persuasive, driving, mobile, alert, independent, persistent,
opinionated.
WORK MASK – GRAPH I

Whilst one would normally expect Thomas Mayer to be very strong-willed and independent, there are indications that at
times he may be seen to emphasise these characteristics to the extent that he may become rebellious and defiant.

If continued extreme pressure is placed upon him in the job he may have a mercurial change in behavioural style. If this
reversal were to occur, it would only be a temporary situation, but as a result he is likely to pay more attention to accuracy
and the adherence to rules and specifics.

If an independent nature is integral to the job the effect of Thomas Mayer becoming extremely sensitive and cautious
should be considered.

It should also be noted that the self-image suggests that this strong-willed and independent individual will conform and
comply when really necessary. However, in the current work situation he appears to be emphasising his independence,
displaying a dislike for rules and close supervision. As a result he may be seen by others as rebellious or difficult to
manage.

BEHAVIOUR UNDER PRESSURE - GRAPH II

There are indicators that when the pressure goes on Thomas Mayer he is likely to emphasise his natural forceful and
assertive manner to the extent that he may become very aggressive.

There are also additional indicators which suggest that if the pressure is retained on this person, then he may reverse
characteristics and have a mercurial change in behavioural style.

If this reversal were to occur, it would only be a temporary situation, but would manifest itself in Thomas Mayer losing his
drive and he may be seen as less assertive and forceful.

This aspect needs careful examination as it could create relationship problems in pressure situations.

GENERAL COMMENTS

As there are currently no frustrations, problems or pressures showing in Thomas Mayer's profile, the indicators are that he
feels comfortable and able to cope behaviourally with the requirements of the job, organisation and boss.

Motivators

Thomas Mayer is motivated by popularity through social recognition, democratic relationships and monetary rewards to
cover good living. Additionally he enjoys power, authority, challenge and the opportunity for advancement. He prefers
favourable working conditions and an environment that is free from control and detail.

© Thomas International Limited 1990-2008 2

Should Thomas Mayer have a boss, then ideally that person will be a participative but direct leader, who realises that
objectives and guidelines should be negotiated on a one-to-one basis. There may, however, be a need to keep control on
timescales as Thomas Mayer may be distracted on occasions by his interest in people.

Please note

The above report is a guide. The Personal Profile Analysis is a work orientated inventory. This report is designed to assist
in the selection, appraisal, development or coaching and mentoring process.

The report should never be used in isolation but always in conjunction with both an interview and a process whereby a
person's experience, education, qualifications, competence and trainability can be assessed.

Other reports are available on the Thomas program which will provide additional useful information about this person.
Thomas recommend that consideration be given to using these further reports when appropriate.

© Thomas International Limited 1990-2008 3

 Interviewer's Guide

INTERVIEWER'S GUIDE - PERSONAL PROFILE ANALYSIS

Thomas Mayer

We recommend that the following questions be considered by the interviewer when meeting with Thomas Mayer. These
probing questions have been designed to assist the interviewer in gaining a more in-depth understanding of Thomas
Mayer, his strengths, limitations and behavioural style. This exploratory approach has been prompted by the contents of
the PPA report.

The following series of questions can be used to verify the profile and the extent to which Thomas Mayer is aware of his
impact on others within the working environment. They are also designed to identify whether he is adaptable in terms of
modifying his behaviour to meet the needs of colleagues.

• Where and under what circumstances do you get the opportunity to utilise your inter-personal capabilities? How do you
usually apply these?
• What, most commonly, do others say about your style of communication?
• To what extent do you consider yourself to be an enthusiastic and participative team player rather than a respected and
highly specialised contributor to the organisation?
• You are perceived to be friendly and outgoing. How would you describe your own inter-personal strengths? And
limitations?
• How easily do you trust people? When and under what circumstances has your natural trust of others let you down?
• Where, in your current role, have poise, charm and active participation proved to be either a benefit or a hindrance?
• Have you ever found yourself in a situation where, unexpectedly, someone had to assume responsibility for the
successful completion of a project? What was your response and what role did you play?
• What do you experience when you succeed in getting others within the work environment, possibly with widely varying
points of reference, to agree with your opinions, plans or recommendations?

And finally, is there anything else you would like to tell me that I have not asked about?

© Thomas International Limited 1990-2008 4

 Candidate Feedback

DESCRIPTIVE WORDS

Positive, optimistic, enthusiastic, influential, persuasive, verbal, friendly, communicative, competitive, forceful, direct,
assertive, self-starter, driving, active, mobile, alert, restless, strong-willed and independent.

GENERAL CHARACTERISTICS

• Results-orientated.
• Wants challenging assignments.
• A self-starter.
• Prefers to use persuasion to win his way but can become stronger and more forceful if necessary.
• Likes to compete and achieve his goals and objectives.
• Can delegate to others.
• Independent but will work within the broad parameters of the organisation.
• Receptive to change; questions the status quo.
• Quick paced.
• Generates enthusiasm and motivates others.
• Can make decisions.

Motivators

Thomas Mayer is motivated by popularity, monetary rewards and freedom from control and detail. Power, challenge and
achieving a good result are also important to him. He enjoys democratic relationships, favourable working conditions,
prestige and position.

Should Thomas Mayer have a boss, then ideally that person will be a participative but direct leader, who has the ability to
negotiate on a one-to-one basis, setting clear objectives and guidelines.

Values Thomas Mayer brings to the Organisation

Thomas Mayer's greatest contribution to the organisation lies in his natural abilities to interact positively with people, in
combination with his strong drive to achieve worthwhile results. He is, therefore, an excellent team member willing to help
others promote their projects as well as his own.

As a result of his ability to make favourable impressions by communicating easily and confidently and thereby generating
enthusiasm, Thomas Mayer is usually successful at opening doors and developing relationships for the business and/or the
community. In this regard his drive for results, willingness to take authority, make decisions and expedite action will
ensure timeous achievement of most of his goals and objectives.

© Thomas International Limited 1990-2008 5

His eagerness to accept challenges and venture into the unknown and question the status quo will often bring a fresh
perspective to organisational issues together with innovative solutions.

© Thomas International Limited 1990-2008 6

 Graphs & Scores

Thomas Mayer I II III

D 8 0 8
I 11 0 11
S 0 12 -12
C 0 10 -10

I II III
Work Mask Behaviour Under Pressure Self Image
D I S C D I S C D I S C

© Thomas International Limited 1990-2008 7