Convenience

Accommodators
would be best at innovation tasks such as designing and building pro-
totypes or testing product features and functions. They would excel as product cham-
pions because they are energetic and enthusiastic.
Divergers
would be best at brainstorming and generating new products. They would excel as
inventors, whether of an entirely new product or of an improvement to an existing product.
Convergers
would be best at testing products through experimentation or at developing
additional features or enhancements to existing products. They would excel as technical
advisors to the innovation process.
Assimilators
would be best at thought experiments. They would excel at observing users
and then generalizing from the specific observations to more general principles or ideas.
They would excel as champions because they enjoy organizing people and information
toward a practical outcome.
For more information about Kolb
’
s styles and their implications for learning and work,
look online. One interesting site is
www.businessballs.com/kolblearningstyles.htm.
Appendix:
Interpretations of Skills Self-Assessment Instruments
493
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CHAPTER 8: WHAT DO STUDENTS WANT FROM
THEIR JOBS?
This survey was administered to a large group, and the average results follow. Responses
to this survey vary quite a bit.
If your individual scores fit the pattern of a typical student, then you will likely have an
easy time explaining your job values to potential employers.
If your individual scores vary in one or more significant ways, this is not a cause for
concern. Many employers seek students with job values that match those of their orga-
nizations, which can vary considerably. However, you should plan ahead about ways to
effectively communicate with potential employers. Without your self-knowledge and
ability to communicate your unique job values, employers would likely assume that you
are typical, resulting in a poor understanding of your needs and possibly a poor person–
job fit. On the other hand, good self-knowledge and communication skills can result in a
superior person–job fit.
The second column of the table demonstrates that recruiters are not able to perfectly
predict the relative importance of various job values to potential recruits. Again, self-
knowledge and communication are the keys to finding a good person–job fit.