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Locus of control test

Figure out your locus of control. Gyfted’s cultural assessment measures the locus of control scale as one of multiple scales.

Determine your sense of control preferences

This locus of control assessment lets you figure out whether you have an external locus of control or an   internal locus of control. Locus of control refers to an individual's beliefs about the extent to which they have control over events and outcomes in their lives.


Benefits of the locus of control test include gaining insight into one's beliefs about personal control over events, identifying areas for personal growth, and improving decision-making and problem-solving abilities.

Who proposed the locus of control concept?

The concept of locus of control was developed by psychologist Julian Rotter in the 1950s. He defined locus of control as an individual's belief about the extent to which their actions and decisions can influence the outcomes of their lives. Rotter's work highlights the importance of individuals' beliefs about their ability to control their lives - individuals' sense of control.

How you can use this test?

How you can use this test?
Improve by learning more about yourself
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How it works?

Take this assessment when
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Our instructions will guide
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easy - just go with your gut
After completing the test,
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Locus of control quiz

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        Frequently asked questions

        What is company culture?

        An organization’s culture is the overall character of the business and defines the way the organization functions and the attitudes that prevail in it. Workplace culture includes shared values, beliefs, behaviors, goals, attitudes, and work practices established by leaders within the organization. The elements of a company’s culture are communicated and reinforced through actions and behaviors above all, ultimately shaping employee perceptions, attitudes, and behaviors that lead to desired and undesired outcomes. Companies with strong organizational cultures tend to balance between the extremes and take the most from various managerial approaches to create win-win situations for themselves and their employees.

        What different types of organizational cultures are there?

        Our key types of organizational culture include 7 dimensions:
        - Organizational effectiveness: means-oriented, focused on how to achieve the goals and open to novice ways and improvement vs goals-oriented, looking to get the job done quick often in a conventional way
        - Customer orientation: internally driven, focused on best reproducible result vs externally driven, work is adapted to the needs of individual customers
        - Level of control in the workplace: easy-going, giving employees more flexibility at work vs process-focused, with some rules and procedures in place
        - Focus: local, most decisions coming from local authority vs professional, more open to input from employees in the decision-making process
        - Approachability at work: open to people from various backgrounds and their initiative while encouraging diversity in the organization vs closed, stick to conservative criteria and established ideas
        - Management philosophy: employee-oriented company, personal life over work vs work-oriented, work over personal life
        - Collectivism, teamwork over individuals vs individualism, individual contribution over the group

        What cultural values in the organization does Gyfted's test assess?

        Gyfted’s company culture assessment assesses the following values and traits:
        - Organizational effectiveness describes a focus on means-oriented ("how") or goals-oriented ("what") methods of operating.
        - Customer orientation describes the drive towards internal vs external customer orientation.
        - Control level describes the level of control ie. easy-going vs process-focused organization.
        - Focus describes a leader- vs team-oriented decision-making and communication style at your company.
        - Approachability describes a relatively more open or closed culture style.
        - Management philosophy describes the drive towards a people-oriented or targets-oriented culture.
        - Collectivism describes the drive towards team-oriented or competition-oriented work approaches.

        Why is it important to find out your culture preferences?

        Glassdoor’s Mission & Culture Survey 2019 found that over 77% of adults across four countries (the United States, UK, France, and Germany) would consider a company’s culture before applying for a job there. Moreover, over half of respondents said that company culture is more important than salary when it comes to job satisfaction.
        Knowing your company culture preferences is great for understanding your cultural fit and for your long-term career development. Employees are more likely to enjoy work when their needs and values are consistent with their employers and tend to develop better relationships with coworkers while being more proactive and productive. Bad cultural fits tend to disengage people from work.

        What are the 6 cultural dimensions in Hofstede’s Insights assessment?

        Hofstede's Insights or 6 Cultural Dimensions Theory, developed by Geert Hofstede, is a framework aimed at understanding the differences in culture across countries. What’s important is that it was developed primarily based on differences in values and beliefs regarding work goals. Hofstede's 6 cultural dimensions include power distance (strength of social hierarchy), uncertainty avoidance, individualism-collectivism, masculinity-femininity (task-orientation versus person-orientation), and short vs. long-term orientation.

        How is Gyfted’s assessment related to cultural dimensions?

        Gyfted’s psychometric company culture assessment is inspired by Hofstede's culture dimensions and measures what one values most in company culture.

        What is culture fit?

        Culture fit involves determining the likelihood that a candidate will be able to fit in with the core values and collective behaviors that exist in your team or organization. Companies usually look for candidates whose beliefs and behavior systems are compatible with the company's specific culture. Cultural fit and functional fit are two main criteria that recruiters, hiring managers, leaders and talent acquisition professionals tend to consider when evaluating candidates for employment during the recruitment process.