Our People

With a combination of accounting, law, finance, international business, engineering and economics, we offer a range of services to suit a variety of clients.

With a diverse cultural background of Spanish, Persian, Croatian and Australian, we can help you make your ideas a reality.

K

Jorge Cunado

 

Skills

  • Creative design 
  • Creative problem solver 
  • Hard worker
  • Communication

Through the Belbin Team Roles model, I was found to best align with that of the Plant Member (Belbin,1981).  Identified as a person who can solve difficult problems via my creative and imaginative thinking. 

  • Extraversion 86% 86%
  • Agreeableness 78% 78%
  • Negative Emotionality 50% 50%
  • Conscientiouness 66% 66%
  • Open-Mindedness 86% 86%

Zoe Mlikota 

 

K

Skills

  • Driven 
  • Commercially aware  
  • Compassionate 

Through the Belbin Team Roles model, I was found to best align with that of the Coordinator (Belbin,1981).  Identified as the chairperson/delegator, I pride myself in my ability to ensure the team completes tasks on time. 

  • Extraversion 82% 82%
  • Agreeableness 82% 82%
  • Negative Emotionality 58% 58%
  • Conscientiouness 84% 84%
  • Open-Mindedness 84% 84%
K

Finn Laxon

 

Skills

  • Flexible 
  • Works well under pressure
  • Motivated
  • Hard-Worker

Through the Belbin Team Roles model, I was found to best align with that of the Shaper (Belbin,1981).  Identified as a person who overcomes obstacles with drive and courage. 

  • Extraversion 86% 86%
  • Agreeableness 78% 78%
  • Negative Emotionality 50% 50%
  • Conscientiouness 66% 66%
  • Open-Mindedness 86% 86%

Merat Boukaghaei

 

K

Skills

  1. Attention to detail 
  2. Organised 
  3. Physical and tech problem solving

Through the Belbin Team Roles model, I was found to best align with that of the Resource investigator (Belbin,1981).  Identified as a person is enthusiastic when exploring new opportunities. 

  • Extraversion 86% 86%
  • Agreeableness 78% 78%
  • Negative Emotionality 50% 50%
  • Conscientiouness 66% 66%
  • Open-Mindedness 86% 86%

YOUR TEAM 

Learn how your team works together to provide outstanding client services

BFI-2 Inventory Test Results 

The big five inventory test (BFI-2) is a reliable and valid personality measure, and an important advancement in commercial settings. It identifies individuals differences and provides a predictive power of behaviour patterns amongst team members (Soto & John, 2017). The five categories of behaviour which the test profiles are essential to understand how the team members of Unity interact, perform and succeed in order to provide quality services to you.

Unity. demonstrates outstanding teamwork which is imperative in a commercial setting. Due to the diversity and depth of the services we offer, the personality dimensions which are our main focal point relate to open-mindedness, positivity, and conscientiousness. The Big Five personality test revealed these as our common strengths.

Open-Mindedness:

Unity prides itself in its open-mindedness, intellectual curiosity, and creativity. Open-mindedness is critical to job success because some problems cannot be solved using outdated techniques and we cater clients from al backgrounds. Intellectual curiosity highlights our teams interest in learning and knowledge acquisition which demonstrates our willingness to further our knowledge and continuously improve our services. Lastly, creativity and imagination is the key to increasing innovation and productivity throughout our organisation.

Negative:

The team ranked below average for the negative personality dimension which is a positive result. It is directly linked to our teams high life and job satisfaction, stability, and security. Neuroticism in the workplace can lead to poor interpersonal dynamics and emotional exhaustion which can significantly prevent employees from reaching their job demands and fulfilling performance standards (Maslach et al., 2001). Thus, the team at Unity prides itself in its positive atmosphere and empowering network.

Conscientiousness:

The team exhibits similar personality styles in relation to Conscientiousness. Conscientiousness is the self-acquired skill of engaging in a state of awareness, self-discipline, acting dutifully and striving for achievement. Our team excels in flexible and remote working where we are responsible, orderly, cautious, and meticulous which fuels our will to achieve challenging goals (Costa & McCrae, 1992). Here at Unity, we believe Conscientiousness is imperative to a forward-thinking organisation due to the current global situation.

Agreeableness:

Agreeableness emphasises our compassion, cohesion, cooperation, and consideration. All of which Unity demonstrates towards each other on a daily basis which aligns positively with team performance (Halfhill, Nielsen, & Sundstrom, 2008). Although, high agreeableness can lead to passive conflict situations and halt competitive innovation, two team members ranked reasonably high, whilst two team members ranked just above average. Thereby, creating a healthy balance within the team.

Extraversion:

Likewise, our team has a healthy balance of introvert and extrovert behaviours. Both are equally as intelligent and add important value, they simply prefer to work in different ways. This is a core strength for our team as certain complex problems require both personality styles to balance the weaknesses of one another to derive an effective solution (Farrell, 2017).

Reference List:

Costa, P., McCrae, R., & Dye, D. (1991). Facet scales for agreeableness and conscientiousness: A revision of the NEO Personality Inventory. Personality and Individual Differences, 12(9), 887–898. https://doi.org/10.1016/0191-8869(91)90177-D

Farrell, M. (2017). Leadership Reflections: Extrovert and Introvert Leaders. Journal of Library Administration, 57(4).

Halfhill, T., Nielsen, T., Sundstorm, E. (2008). The ASA Framework: A Field Study of Group Personality Composition and Group Performance in Military Action Teams. Small Group Research, 39(5), 616-635.

Maslach, C. A., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.

Soto, C., John, O. (2017). The Next Big Five Inventory (BFI-2): Developing and Assessing a Hierarchical Model With 15 Facets to Enhance Bandwidth, Fidelity, and Predictive Power. Journal of Personality and Social Psychology, 113(1),  117.