Harrison Assessment Tests Cheat Sheet 2026

The 30 highest-yield Harrison Assessment Tests facts, distilled from real exam questions. Print it, save it as a PDF, or study it here — free, no sign-up.

1. What is the primary purpose of using Harrison Assessments in team building? → To understand how team members' behavioral traits interact and complement each other
2. Having structured discussions with employees to identify the components of a job that promote employee retention or may be enhanced to do so → Stay interviews
3. A procedure for monitoring and assessing an employee's adherence to performance criteria and giving them feedback. → Performance appraisal
4. Which phase of the conflict process is the first, according to Thomas? → Frustration
5. According to Harrison Assessments' Enjoyment Performance Theory, what is the primary driver of skill development and, ultimately, high performance in a role? → Genuine enjoyment of the tasks and activities required by the job.
6. Which of these represents the culmination of group growth, as per Tuckman? → Performing
7. When using Harrison Assessments to form project teams, which factor should receive primary consideration alongside eligibility? → Behavioral suitability and how trait profiles complement the project's requirements
8. In Harrison Assessment workforce analytics, what does 'predictive validity' refer to? → The statistical correlation between trait scores and real-world job performance outcomes
9. Which Harrison report feature provides the most value for a team-building workshop facilitator? → The collective paradox profile showing team-wide behavioral patterns
10. Which of the following motivation theories is regarded as being the most comprehensive? → Expectancy
11. An individual's Paradox Graph shows a score in the lower-left quadrant for the 'Flexible Organizing' paradox. What does this indicate? → A balanced deficiency, indicating the person avoids both organizing and being flexible.
12. Providing for or helping others → Community
13. Employee health in terms of the physical, psychological, and social elements → Well-being
14. Which of the following is a constructive and proactive approach to conflict? → Reaching out
15. In Harrison Assessment leadership reports, what does the concept of 'task preference' primarily indicate? → The types of work activities a person enjoys and tends to perform well
16. Employees' emotional investment in a company is shown by their readiness to exert extra effort to support its operation. → Employee engagement
17. Collaborating with others to address well-being challenges. → Community engagement
18. Instruments for gathering and analyzing data on employees' attitudes toward and perceptions of their working situations. → Employee surveys
19. Identity-based discrepancies between and among two or more people are referred to as _____ and impact their lives as job candidates, employees, and clients. → Diversity
20. What is the primary purpose of a team debrief session using Harrison Assessment data? → To collectively review the team's paradox profile and develop shared behavioral strategies
21. The Harrison Assessment technology is unique because it moves beyond identifying strong traits to: → Determining if a strong trait is a genuine strength or a derailer based on its balance.
22. Which Harrison Assessment concept is central to identifying team conflict risk? → Paradox pairs and their balance within team dynamics
23. The Enjoyment Performance Theory is one of two core theories underpinning the Harrison Assessment. What is the other foundational theory? → Paradox Theory.
24. What is the primary purpose of using Harrison Assessments in leadership development programs? → To identify leadership potential and development needs based on behavioral traits
25. Which of the following is a primary factor used to determine a candidate's *suitability* for a role according to Harrison Assessments? → A high level of enjoyment for collaborative and team-based tasks
26. Which type of Harrison Assessment report best supports group leadership development workshops with multiple participants? → Team-level trait aggregation reports revealing collective strengths, gaps, and diversity
27. What is the recommended approach when Harrison Assessment reveals a significant trait gap within a team? → Develop a targeted coaching plan or adjust roles to address the specific trait gap
28. Which Harrison Assessment metric is most useful for identifying high-performing employees at risk of leaving the organization? → Low engagement scores combined with low retention indicators in trait-based analytics
29. How does Harrison Assessment help identify leaders who may be at risk of burnout or disengagement? → By using engagement and retention analytics based on trait-enjoyment misalignment
30. A key mindset shift encouraged by Paradox Theory for leadership development is moving from an 'either/or' mentality to which of the following? → A 'both/and' perspective.