Reflecting on Self-Assessments and the SCARF Model

Due Week Four: SCARF Project

Reflecting on Self-Assessments and the SCARF Model

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For this assignment you will write a reflective essay, where you will analyze how SCARF impacts you personally within your career. If you are not working, it can be a former career.

You will analyze the elements of; Status, Certainty, Autonomy, Fairness, and Relatedness in general and then provide examples to develop a framework of how you personally respond to each element within your current workplace.

You will use your assessment results from the first four weeks of this class to support your discussion.

Finally, discuss how the SCARF model and your assessment results either confirmed aspects that you already believed about yourself or whether they are at odds with your self-perception of yourself within an organizational group.

The assignment should be submitted as a Word document, APA format is required.

Title page and reference page are not counted in the 3-4 page count requirement.


Expert Answer


Week 4: SCARF Project



SCARF model is a self-assessment test that consists of five elements which include Status, Certainty, Autonomy, Relatedness and Fairness. According to the neuroscience research, these five social elements activate similar reward and threat in a person’s brain that controls an individual’s social and physical approaches. Generally Status means a person’s relative importance to other people while certainty refers to one’s ability to foresee the future. A person with a high level of Autonomy has a sense of control over different situations and events. Further, Relatedness refers to how safe an individual feels while in the midst of others whereas fairness entails how fair a person recognizes the exchanges people.  The SCARF model can help one maximize positive feelings and reduce perceived threats thus enhancing the ability to deal with issues and effectively communicate with other people (Zweig and Nguyen, 2010). In this regard, the writer presents a reflective essay on how the model affects him within his career.


Indeed, the elements of the SCARF model influenced my performance when I was working with Dollar General. I had an average degree of relatedness and hence I was somehow social and as a result, I made new friends and connected with a few colleagues who contributed to my career development. I exhibited a high degree of fairness evidenced by various moves to advocate for equal treatments of all employees. Besides, I took part in the decision-making process. I use to plan in advance to avoid unnecessary pressure and last minute rush.  I was self-dependent and could do what I thought was the best without consulting my colleagues. Yet, I had a low degree of status. I never used to show that I was always right to win an argument.



If a person greatest driver is status, then he or she is naturally competitive. Such a person does not like being the last, third or second but likes winning. It could be winning a sports competition, owning the latest car, organizing the most expensive party or doing whatever it takes to be on (Rock, 2008).  Individuals with high status need to be keen on their competitive spirits. In a way, this could be a weakness since such people might find themselves trying to win an argument even if they are wrong. Although, they are motivated by a good contest. Perhaps, focusing on their natural ability could be rewarding and exercising their status in relevant matters could reduce the threat



If certainty is not one’s greatest driver, the person is less likely to have a plan if he or she is going to do but those with a high degree of certainty planning in advance for the future. Such people do not like making changes during the last minutes. They have a natural attraction to systems and processes. They find themselves planning for social events and work-related activities. Those with a high level of certainty are more likely to limit themselves from doing things, some of which could be good to them. For example travelling (Rock, 2008). They can strongly react when things are done during the last minutes. To increase the rewards one should look for information that will let him or her understand what is anticipated rather than waiting for others to be told later. Autonomy

Those who have a high degree of autonomy are always on top of issues and do not like being told what they ought to do and how to go about certain things. They often say no to things because they are not their ideas. If autonomy is one’s greatest driver then he or she can increase rewards by creating alternative choices even when they stick to certain factors.


In the case of relatedness is someone’s biggest driver, then such a person finds it easy to remember various things regarding other people. People who exhibit high levels of relatedness are more likely to relate with other people well. They make efforts to reach people and establish relationships. They are more social and hate it when other people and not like them. They like doing things that make it possible for them to meet other people and feel loved. Also, they engage in activities that make them feel special and admirable. They expect more from their colleagues that what they can offer and easily get offended when others do not respond to their invitations or get back to them with others (Rock, 2008). For one to increase reward and reduce threat associated with relatedness, he or she has to look for opportunities that will enable them to connect with other people who could be important to them. For instance, forming an interest group, joining fun teams.  They need to avoid situations that would bring about long term isolation For example working on their own.


People who exhibit a high degree of fairness are always ready to accept is they are beaten by better players but hade liars and dishonest people. Such individuals often advocate for equality. When fairness is critical to an individual, he or she can find herself talking on behalf of another person. They like caring for others (Rock, 2008). For one to increase rewards that related to fairness, he or must find ways of making himself or herself I various things and learn how to make decisions.



When I was working with Dollar General I used to be self- reliance.  I was always on top of issues and ready to solve problems, something that confirms the previous test results with SCARF assessment results. According to SCARF assessment, I tend to have a high degree of autonomy and certainty. Being self-reliant is almost similar to autonomy. The previous result indicated that I am good at ensuring this get done within the organization and this cannot be achieved in the absence of certainty.


In conclusion, the SCARF model and other self-assessment test allow individuals to examine themselves and reflect on their behaviours. They help them understand their strengths and weaknesses and find the best way possible of overcoming threats and weaknesses. Once people identify their weaknesses, they can think of ways of overcoming threats.


Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing            others. NeuroLeadership Journal1(1), 44-52.

Zweig, G., & Nguyen, P. (2010). SCARF: A segmental conditional random field toolkit for speech            recognition. In Eleventh Annual Conference of the International Speech     Communication Association.

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