The Business Attitude Inventory contains 9 measures of workplace related attitudes of important to employers:

• Dependability
• Commitment
• Personal Integrity - Honesty
• Desire to Work
• Willingness to Learn
• Critical Thinking Style
• Flexibility
• Sociability
• Tolerance

Dependability - The Dependability Scale measures independent motivation to complete assigned tasks and pride in the accomplishment of work assignments. Higher scores show a strong work ethic and attention to the demands of an assignment. Low scores indicate a lack of drive and focus necessary to deliver on assigned tasks.

Commitment - The Commitment Scale differentiates between someone who is more oriented toward the company, its people and its mission, versus someone whose goals are more self focused. Higher scores indicate feelings of loyalty to one's workplace and its goals and ideals. Low scores preference one's own advancement and success over those of the company.

Personal Integrity - Honesty - The Honesty Scale measures how a person presents themselves relative to such things as respect for other people's property, following rules, keeping promises, and speaking truthfully. Higher scores indicate trustworthiness and valuation of honesty in communication and behavior. This candidate would be averse to misleading clients or co-workers with exaggerations and half truths and describe themselves as trustworthy in relationship to the goods and financial aspects of the job. Low scores are consistent with attitudes that support cheating, deception and larceny.

Desire to work - The Desire to Work Scale measures eagerness to work, a sense of pride and self-worth derived from working. Higher scores indicate someone who tends to focus their energy on their work and to define themselves by the work they do. Low score indicate a lack of personal investment in work roles and are indicative of a person who will work to fulfill financial needs but focus their creative energies and effort in things outside of work.

Willingness to Learn - The Willingness to Learn Scale measures the appreciation of life long learning and the need to retool in light of a changing business environment. Higher scores indicate someone who is eager to learn new systems and new procedures. Low scores indicate a lack of appreciation for continued learning and employee development efforts.

Critical Thinking Style - The Critical Thinking Style Scale measures a person's overall approach to reasoning and problem solving. Higher scores indicate someone who values careful analysis when defining problems and a thoughtful, objective and reasoned approach to decision making. Low scores indicate distrust of reasoning, a preference for choices made by 'gut reaction,' and an aversion to facing an impending problem situation.

Flexibility - The Flexibility Scale measures a person's adaptability to changing workplace situations and demands. Higher scores on this scale indicate someone who is resilient and welcoming toward workplace requirements for change and for the application of new or different skills. Low scores indicate resistance to change in policies, regulations, or work processes which might make new demands on work role.

Sociability -The Sociability Scale is a measure of one's approach to social interactions in the workplace. Higher scores indicate consideration to limit socializing to that which is necessary to get the job done, sensitivity toward harassment or the appearance of harassment regarding other employees, and taking a professional approach to social interactions at work. Low scores indicate a lack of perceived boundaries in workplace relationships and the endorsement of a less than professional communication style.

Tolerance - The Tolerance Scale broadly surveys attitudes regarding discrimination in regard to demographic diversity. Higher scores indicate the tendency to respect people independent of such factors as age, gender, and sexual orientation. Low scorers endorse ideas consistent with prejudice or those which are contrary to the spirit of anti-discrimination legislation. While these workers may comply with workplace guidelines regarding discrimination, they would not be as likely to endorse or request anti-discrimination workplace practices.

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