Technical Manual 2010
|
|
- Madeleine Barton
- 5 years ago
- Views:
Transcription
1 Technical Manual 2010
2 Table of Contents CONTENTS PAGE Technical Manual... 3 Construct Validity... 7 Internal Correlation Internal Reliability Test-Retest Reliability References Glowinkowski Predisposition Indicator (GPI ) - V2.1. All rights reserved. Glowinkowski International, Ltd. 5 St Peter s Court, Middleborough, Colchester, Essex, CO1 1WD Glowinkowski International 2 Contents
3 Glowinkowski Predisposition Indicator (GPI ) Technical Manual Early psychological research Work on personality can be traced back to Hippocrates, the Greek physician, who spoke of four personality types, namely Choleric, Melancholic, Sanguine and Phlegmatic. Sigmund Freud was the first psychologist to investigate personality scientifically. Freud s research is much criticised, most notably for the fact that it was largely based on case study evidence using a non-representative sample. It is also often argued that Freud s theory is not testable so not falsifiable and consequently does not meet a fundamental requirement for scientific theory. Nevertheless, Freud s work on the stages of development, Id, Ego and Superego and the different levels of consciousness still strike much debate today and have formed the basis for many subsequent theorists work. Since Freud, much of the subsequent personality research has focused on the identification of traits. Traits are mechanisms within individuals that shape the way they react in different situations. Traits are often said to summarise past behaviour and predict future. In scientific, experimental terms, research has attempted to identify the basic personality traits that reliably describe and account for the individual differences in personality between people. Throughout the 20th century there was a great deal of disagreement as to the specific number of traits, or factors, that exist and the literature reveals a raft of different researchers that claim to have found the answer to this question. At one end of the spectrum Cattell identified 16 factors of personality whilst Eysenck (1967) initially claimed there were two, Neuroticism and Extraversion, before subsequently adding a third, Psychoticism. Disagreement about the number of separate factors of personality prevailed until mid way though the second half of the 20th century. More recent studies by McCrae and Costa (1987) have indentified five core factors. This work is in agreement with that of earlier researchers such as Thurstone (1934) and Fiske (1949) and the research we have been conducting since the early nineties. We see a five factor representation of personality as the most valid model, as do many other research institutions and industry professionals around the world. Consistently, across different genders, cultures, languages and age ranges, five factors are now accepted as the largest number of separate, uncorrelated dimensions of personality. These factors are as follows: 1. Extraversion Assertive, active, excited, gregarious, energetic, outgoing 2. Agreeableness Trusting, modest, compliant, generous, kind, sympathetic 3. Attainment (often referred to as Conscientiousness) Ordered, planned, thorough, achievement-striving 4. Emotionality (this includes the concept of Neuroticism) Anxious, self-conscious, impulsive, tense, worrying 5. Cognition (often referred to as Openness to Experience) Ideas, curious, imaginative, insightful These five factors provide trait descriptions at the highest level only. There is a wealth of data which underpins them. The conclusions to be drawn from research around these five factors are as follows: It is an overarching and robust model that has been developed over a large number of years and has stood the test of time It is a model that has broad applicability when used effectively: It provides a common language across cultures It is comprehensive thus allowing exploration of personality with other concepts, e.g. motivation, competency behaviours It has efficiency and simplicity making it easier to use Up until the development of the five factor model, investigations into the validity of personality assessment for industrial/organisational application produced less than encouraging results. In fact Guion and Gottier (1965) concluded it is difficult to advocate with a clear conscience the use of personality measures in most situations as a basis for making employment decisions (pg 160). However, the development of the five factors framework together with more advanced statistical techniques made possible through a rapid acceleration in computer technology has painted a more encouraging picture in recent years. Metaanalyses, combining a number of studies findings looking at the correlation between the five factors and outcome measures, i.e. job performance, have revealed favourable results in support of personality measurement (for an example, see Barrick and Mount, 1991). Such studies are not without their shortcomings however. Quality of performance measurement is consistently cited as a problem, as are the generality of the results. This is perhaps in the favour of personality measurement because where personality inventories are selected to match the requirements of a job analysis, predictive validity rises (Tett, Jackson and Rothstein, 1991). Similarly, where there is more specific job performance data, the amount of variance in performance which the five factors account for grows (see Hogan & Holland, 2003). On a downside however, if personality is more predictive of performance outcomes in one situation than another then the generalisation and therefore application of the research has to be questioned. With this in mind it is necessary to think critically about Technical Manual 3
4 the whole concept of predictive validity in personality measurement and therefore, whether personality inventories should be used at all in selection situations. As behaviour is the driver of performance i.e. what you do determines what you get - but is a function of both the personality of an individual and the situation they find themselves in - personality is of limited use alone for predicting performance. Even if the situational parameters are well specified, other elements of the individual such as their motives, values and beliefs will shape the way they behave. Perhaps Guion and Gottier (1965) were right to some extent with the point that personality measurement should not be used in employment situations. Although research suggests a link between personality and performance is now more favourable than in the mid-sixties, predictive validity is perhaps in the general sense, absurd. Predictive validity does not begin to mean anything until performance is considered more specifically. It makes sense to say therefore, that given certain personality profiles, certain tasks within an individual s role will be more/less comfortable to perform. This is likely to have an impact on whether an individual does some role required things as much as they should. Why we developed the GPI Although we harboured doubts (indeed we still do) as to the concept of predictive validity within the five factor model in terms of its ability to predict delivered behaviours in a general sense, we still saw this model as a highly valid and practical way of presenting and describing personality. We found however find that the current ways of assessing the five core dimensions of personality did not match up to our requirements. There were several tools available on the market but none of them were able to tick all of the boxes and meet all of our needs. We therefore set out to develop our own tool the Glowinkowski Predisposition Indicator (GPI ) which was able to fulfil the requirements that we had. The problems with existing inventories for assessing personality and therefore the reason for developing the GPI fit into five categories 1. Terminology and language 2. Conceptualisation 3. Statistical validity and reliability 4. Practicality 5. The distinction of predisposition, other aspects of personality and behaviour 1. Terminology and language Predispositions and behaviour are separate things. If a predisposition does play itself out in behaviour, it is possible that some predispositional profiles may be less positive than others. However, as mentioned above, predisposition and behaviour are different things and therefore, in simple terms, there is no right or wrong in predispositions. Not only did we find that in several of the available measures the distinction between predisposition and behaviour was not clear, and we shall return to this point more thoroughly in point five, but the measures also described some predispositions as more favourable than others. If predispositions are considered as bi-polar, it is not then right to attribute favourability to either side or hold one pole above the other. Both poles of a predisposition have their strengths and weaknesses and furthermore, if a predisposition does play itself out in behaviour, a behavioural strength in one situation may be a behavioural weakness in another. Whilst some measures used pejorative terminology at the output stage, others used socially desirable terminology at the input stage. According to Dunnette (1972), one in seven people fake good in personality tests. In other words, they try to create a profile which they think will be more favourable than their real profile for the specific context their profile will be considered in. One in seven is a relatively high proportion of test takers and one that interpreters should be aware of but, unfortunately, accept as a reality. Whilst such faking behaviour relies on the test taker making an accurate analysis of the right profile and then being able to pick the questions correctly which assess the predispositions they want to portray - two things which are by no means easy - it was our view that certain tests made such faking behaviour easier. To give an example, if individuals are being assessed for their suitability for a sales role, asking if that person enjoys trying to persuade people is unlikely to get a negative response, whether it actually is the case or not. In this situation, one in seven people faking is, no doubt, a conservative estimate. 2. Conceptualisation It is our view that if the measure used is going to be applied to an industrial/organisational/business setting, presenting the output in language which is directly applicable to this world is a must. Building on this, using terminology which is concrete, definable and immediately applicable to a client s role is hugely important. Getting this right comes partly from the rationale for the development of a test was it developed for business application, or clinical application, or for some other reason? If a test was not developed for industry/ organisations/business and then did not cut its teeth in this setting during the initial development and validation phase, it is unlikely the language will match the need. Furthermore, without an understanding of organisations during the development of a measure i.e. where and how the measure will be applied - the language may appear to be right but in practice miss the point. In our experience, several tests fell into the trap of having conceptual issues. Where the labels used to describe the poles of a dimension were not immediately apparent in their meanings, valuable time was spent in the feedback session explaining what the dimension was assessing when the objective of the session was to talk about what the profile meant and how it applied to the client. Glowinkowski International 4 Technical Manual
5 Glowinkowski Predisposition Indicator (GPI ) 3. Statistical specifications Validity, i.e. whether a test measures what it purports to measure, is the key concept. We felt we encountered too many feedback sessions where the data shocked the client it was at odds with data they had received in the past. Other individuals could simply not see how a profile related to them. This wasn t a situation we wanted to be in as consultants. Outputs of some tests revealed distributions in the dimensions that we were not comfortable with either. The validity of tests was thrown into question where the population was strongly skewed towards one end of a dimension without a good explanation as to why this should be the case. In other cases, this situation was apparent in males but not in females, in one culture but not in another and similar questions of validity were sparked within us. 4. Practicality Personality types, where an individual is either one type or another, are immensely useful in a feedback session. In exchange for the simplicity of type however you lose the richness of dimensions. In dimensions of personality you have a level of detail unavailable in types, but too often it means trying to give a feedback session by pointing to where an individual sits on a dimension, twenty or thirty times. Feedback sessions become descriptions of profiles rather than interpretations. Making links between data points is difficult even for expert interpreters and as a client, having a profile which is of any use after the feedback session is extremely unlikely. In short, there are pros and cons associated with both type and dimensional representations of personality. When it comes to having to make the choice between the feedback methods, we got the feeling that you can t have your cake and eat it. Have our cake and eat it was exactly what we wanted to do however. Presentation of data is extremely important, both for digestion at an individual and team level. We found that some presentation profiles were designed for individual feedback sessions - a context in which they worked well - but the same data could not then be aggregated for use in a team feedback session. Where team data was presented effectively for team feedback sessions, there wasn t enough detail in the data to make a truly valuable intervention. As mentioned above, in addition to the inability to use detailed data outputs in a team setting, we also found that detailed outputs were difficult to interpret. Lots of dimensions spread across a series of pages was a common occurrence in outputs and something we saw as a flaw. Test outputs are of the greatest use when the data points can be linked together. Outputs should be looked at as a whole this was extremely difficult with many detailed outputs we came across. A final problem with practicality we often encountered builds on the conceptualisations piece, where we often found clients were unable to link their profile to their everyday life. Clients found the data interesting but were left with a feeling of so what? Partly because of the way the language was used in the labelling of the data points, partly because of the way the output was presented, individuals struggled to see the relevance to their leadership, their team and their organisation. 5. Predisposition and Behaviour Predispositions are preferred behaviours, things people have a preference for and feel comfortable doing. Actual behaviour on the other hand is delivered, it can be seen, it is concrete and although it is influenced by predisposition, the two are not one and the same. Although this boundary is a clear one, we found too often that tests blurred it, confusing the difference between two separate things and presenting them as the same. It is perfectly possible to measure predispositions, motivation, competencies, values and any number of other things in one questionnaire, but they cannot then be presented back without distinction as if they are the same. This is a practical problem as it causes confusion on the part of the client and a theoretical problem as it confuses distinctly different factors. Not only are predispositions different from behaviour and therefore, competencies, they also give no reliable indication as to ability and therefore, competence. In addition to these problems, confusing predisposition with values and motivation confuses the former which is relatively stable with the two latter concepts which are far more transient and susceptible to changes. Predispositions hold true for a lifetime but values and motivation can change daily. We felt that whilst the problems mentioned above were not present across each available test each test had its strengths where certain factors did not fall foul to these problems; there was not a test available which did well in all of these five areas. The rationale for developing the GPI was therefore to meet all of these needs in one measure. Developing the GPI In developing the tool there were three key considerations: An identification of the key concepts underpinning each of the five dimensions the sub-dimensions An easy self-reporting method that captured each of those concepts An easy method by which the data would be presented back A key consideration in the development of the GPI was to ensure that the data was presented in a way that makes for ease of comprehension. It was also considered important to get a large amount of information presented in a way that would meet the needs of those who prefer detail as well as those who prefer the big picture. The physical presentation Technical Manual 5
6 had to aid and abet purposeful and constructive dialogue between the person providing the interpretative feedback and the recipient. As a result, the data is presented in three overarching models: Problem Solving and Implementation Style This presents data relating to the dimensions of Cognition (Problem Solving i.e. thinking), and Attainment (Implementation Style). Cognition explores ideas, insightfulness, decision making, in other words, the way we approach thinking. Attainment explores conscientiousness, delivery and thoroughness, i.e. attention to detail in delivery. As a result, there was considered a natural logic in combining these factors in terms of presentation style. Thus the model provides data to stimulate discussion concerning how we think about ideas and takes decisions, i.e. Problem Solving, and how we then turn that thinking into our subsequent actions and deliverables, i.e. Implementation. Communications and Interpersonal style This draws together data from the factors of Extraversion and Agreeableness. The logic of this linkage again sits in the detail of the model, namely that Extraversion explores drawing energy from being outgoing and engaging with others, whilst Agreeableness explores our propensity to collaborate or be more single minded when interacting with other people. Thus there is sense in modelling our level of excitement derived from interacting with others and our expectations from such interactions. Feelings and Self-control This model examines the factor of Emotionality which includes Neuroticism. The logic of examining this dimension separately concerns its more sensitive aspects and the fact that it presents some fundamentally pejorative concepts. This is overcome by the vocabulary used and the subtle manner that this enables some very personal issues to be discussed. GPI Construction Nineteen bipolar dimensions were developed, each assessed by between eight and ten items. Examining each facet from a number of angles helps avoid acquiescence, nay-saying and lying. Individual items were tested for relevance and reliability. The total number of items in the list after three versions was 182. The item style is completing the sentence. For each item, the beginning is I am the sort of person who, and each item is then followed with thinks, likes, feels, is etc. The answer style is a sliding five-point scale of agreement, from Strongly Disagree (1), Disagree (2), Neither agree nor disagree (3), Agree (4), Strongly Agree (5). The raw data from the items is added to get the raw facet scores, and these are matched against normalised data and converted to the standard ten (sten) scale. In feedback, the sten is changed somewhat so that each score is from one to five on the relevant pole of the dimension. For example, an individual may score a sten of 10 for Anxiety. However, since Anxiety was made bipolar, ranging from relaxed to tense, the feedback for the test shows a score of Tense 5. Similarly a score of Anxiety at sten 1 to gives a score of Relaxed 5 as shown in the figure below. This method also ensures positive feedback; a high or a low sten score now translates to the high end of the dimension. Any subject with a mid range score will not put negative inference on the lower number quoted in their feedback because it means they are in the middle. The split-sten scale also proves useful in situations of graphical representation of behaviour, allowing two dimensions to be compared as axes to produce four quadrants, where the individual s score of ±1 to 5 for each dimension are converted to x and y coordinates and plotted. Anxiety STEN Relaxed Tense Glowinkowski International 6 Technical Manual
7 Glowinkowski Predisposition Indicator (GPI ) Construct Validity Method 125 clients participated in the GPI validity study. All participants were from Glowinkowski International s consulting client base. Participants completed three psychometric instruments: The GPI The NEO Personality Inventory The Myers Briggs Type Indicator (MBTI) NEO and MBTI were first correlated against eachother, in order to prove the strong sympathy between NEO dimensions and MBTI types as has been hypothesised. They were secondly correlated against the GPI, to show its validity in accordance with the construct method, as well as to highlight the differences between the three tests. It was expected that the correlations for dimensions would be stronger with NEO than with MBTI equivalents in this analysis, as each dimension was constructed from its two distinct subdimensions to make one linear scale. Conversely, when the dimension pairs were examined as discrete, separate items, it was expected that the correlation would be higher against the relevant MBTI pairs. As the GPI is made up of more dimensions than either the MBTI or the NEO, it was expected that some sub-dimensions within a dimension would not correlate, or that they would have a much lower significance of correlation with either test. This was because the GPI dimension in question measured some quality that neither the MBTI nor NEO have the capacity to allow for. Results and Discussion In Table 1, the GPI correlates largely and highly significantly where it has been predicted. Emotionality is not linked in any way to the MBTI types, which do not have the capability to measure separate facets of emotion outside of its type boundaries. Extraversion correlates very strongly positively with Myers Extraversion, and strongly negatively with Myers introversion. Cognition with Sensing-Intuitive (SN) and Attainment with Judging-Perceiving (JP) were both predicted. The Agreeableness vs. Feeling-Thinking (FT) is lower than expected. Down the five factors of the NEO, strong correlations are apparent between Emotionality and Neuroticism, Extraversion and Extraversion, Cognition and Openness, Agreeableness and Agreeableness and Attainment and Conscientiousness (Table 2). It is also particularly notable here that Cognition seems also to correlate well with NEO Extraversion this is interesting as it links in with good evidence showing that high scoring extraverts are more radical in their thinking. Correlations are strong for Extraversion, as shown overleaf (Table 3). The only facet that does not correlate highly is Hedonism, which in retrospect makes a great deal of sense, Domains Emotionality Extraversion Cognition Agreeableness Attainment MBTI Introversion *** -.31* Extraversion ***.36** Sensing * -.63*** * Intuitive *.57*** * Feeling ** 0.21 Thinking ** Judging * -.35** *** Perceiving * * -.51*** NEO Neuroticism.70*** -.35** Extraversion -.47***.75***.49*** Openness *.53*** Agreeableness ***.42** Conscientiousness -.35** *** Table 1: Correlations between the five domains of the GPI and the main scales of MBTI and NEO Technical Manual 7
8 Anxiety Hostility Optimism Self-Esteem Impulsiveness MBTI Introversion.23* ** *** Extraversion -.27* *** *** Sensing Intuitive Feeling Thinking * Judging ** Perceiving ** NEO Neuroticism.62***.45**.37**.70***.20*** Extraversion -.53*** *** -.44**.35** Openness * Agreeableness *** ** Conscientiousness ** -.23* -.26* -.34* Table 2: GPI Emotionality sub domains and the scales of MBTI and NEO Sociability Assertiveness Hedonism Social Poise MBTI Introversion -.66*** -.41** *** Extraversion.62***.37**.27*.61*** Sensing * Intuitive ** * Feeling.25* Thinking -.27* Judging * Perceiving * 0.11 NEO Neuroticism * Extraversion.68***.48*** *** Openness * Agreeableness -.41** Conscientiousness *.26* Table 3: GPI Extraversion sub domains and the scales of MBTI and NEO Glowinkowski International 8 Technical Manual
9 Glowinkowski Predisposition Indicator (GPI ) as the Fun Loving/Serious Minded concept is not included in ether MBTI or the NEO. Assertiveness also shows some correlation with Neuroticism this is attributed to the need for high self esteem in one s self in order to be assertive with others. All facets of Agreeableness (GPI ) correlate strongly with Agreeableness (NEO). However, only Affiliation has any level of correlation at all with TF. This is the heart of Tough versus Tender-minded, where the need for love and acceptance of others overrides logic in those with high Feeling. It is interesting that TF does not really have a place for the facets of Trusting/Suspicious, but does illustrate the point that the TF scale is more about emotionality than behaviour a subject with high feeling would have difficulty being suspicious. All facets of Attainment correlate with Conscientiousness. However, only Implementation correlates strongly to JP. Achievement and Conscientiousness do so to a lesser extent, but it is clear that JP covers mostly only spontaneity and planning, and has little to cover attention to the detail of the task itself. The strong correlation of Conscientiousness (GPI ) to Agreeableness (NEO) is possibly attributable to the fact that individuals who are Cursory can often be curt in their interactions too, whereas those who show high Conscientious would be more careful to interact regularly or appear warm, even when strongly individualist. Implementation shows a strong correlation with SI this is easier to explain as high spontaneity would almost certainly lean towards Sensing and the more offbeat approach to life and work. Change Orientation Information Processing Decision Making MBTI Introversion -.29* * Extraversion.35** * Sensing -.52*** -.67*** -.36** Intuitive.50***.66***.24* Feeling * Thinking * Judging -.25* -.26* -.37** Perceiving * NEO Neuroticism -.35** * Extraversion.53*** * Openness.45***.60***.26* Agreeableness Conscientiousness Table 4: GPI Cognition sub domains and the scales of MBTI and NEO Technical Manual 9
10 Affiliation Trust Conformity Modesty MBTI Introversion * Extraversion * -.23* Sensing Intuitive * Feeling.54*** * 0.18 Thinking -.50*** * -.22* Judging *.25* Perceiving * -.34* NEO Neuroticism * Extraversion Openness Agreeableness.63***.53***.58***.75*** Conscientiousness ** Table 5: GPI Agreeableness sub domains and the scales of MBTI and NEO Implementation Conscientiousness Achievement MBTI Introversion Extraversion Sensing.45*** Intuitive - 53*** -.24* 0.04 Feeling.23* Thinking -.26* Judging.58***.42**.31* Perceiving -.60*** -.41** -.23* NEO Neuroticism Extraversion Openness -.33* * Agreeableness.30*.51*** 0.21 Conscientiousness.47***.63***.47*** Table 6: Attainment Glowinkowski International 10 Technical Manual
11 Glowinkowski Predisposition Indicator (GPI ) Internal Correlation Method 125 people taken from the general UK population participated in the study. All subjects were English-speaking volunteers, with an even gender distribution and age ranging from 16 to over 60 (table 7 and 8). Gender % Age Group % Male 51 < 21 8 Female Tables 7 & 8: Details for the population sample > Results Emotionality Extraversion Cognition Agreeableness Attainment Emotionality 1 Extraversion.25* 1 Cognition *** 1 Agreeableness -.30* -.24* Attainment * -.41**.35** 1 Table 9: Correlations of GPI domains Anxiety Hostility Optimism Self-Esteem Impulsive Emotionality Anxiety 1 Hostility.42** 1 Optimism.46***.36** 1 Self-Esteem.62***.48***.38** 1 Impulsive *** Emotionality.76***.78***.64***.78***.42** 1 Table 10: Correlations of GPI Emotionality sub domains Sociable Assertiveness Hedonism Social Poise Extraversion Sociable 1 Assertiveness Hedonism.37** -.23* 1 Social Poise.48***.54*** Extraversion.71***.62***.40**.829*** 1 Table 11: Correlations of GPI Extraversion sub domains Technical Manual 11
12 Change Orientation Information Processing Decision Making Cognition Change Orientation 1 Information Processing.75*** 1 Decision Making.26*.32* 1 Cognition.89***.86***.62*** 1 Table 12: Correlations of GPI Cognition sub domains Affiliation Trust Conformity Modesty Agreeableness Affiliation 1 Trust.47*** 1 Conformity.68***.41** 1 Modesty.32*.47***.46*** 1 Agreeableness.79***.77***.83***.72*** 1 Table 13: Correlations of GPI Agreeableness sub domains Implementation Conscientiousness Achievement Attainment Implementation 1 Conscientiousness.48*** 1 Achievement.32*.58*** 1 Attainment.74***.86***.80*** 1 Table 14: Correlations of GPI Attainment sub domains Notes Glowinkowski International 12 Technical Manual
13 Glowinkowski Predisposition Indicator (GPI ) Internal Reliability Method Data of 2312 individuals was included in the analysis. Of these, 1283 were male, 766 were female and 263 were unknown. Cronbach s alpha was used to measure the internal reliability of the domains. Gender % Male 56 Female 33 Unknown 11 Table 15: Gender distribution in study population Results and Discussion Tables 16 to 20 show the Cronbach s Alpha coefficients for the domains and sub domains making up the GPI. Domain and Dimensions Cronbach s Alpha Coefficient EMOTIONALITY 0.88 Anxiety 0.71 Hostility 0.71 Optimism 0.83 Self-Esteem 0.75 IMPULSIVE 0.77 Table 16: Emotionality Domain and Dimensions Cronbach s Alpha Coefficient EXTRAVERSION 0.81 Sociable 0.69 Assertiveness 0.74 Hedonism 0.64 Social Poise 0.85 Table 17: Extraversion Domain and Dimensions Cronbach s Alpha Coefficient COGNITION 0.83 Change Orientation 0.78 Information Processing 0.62 Decision Making 0.67 Domain and Dimensions Cronbach s Alpha Coefficient AGREEABLENESS 0.8 Affiliation 0.62 Trust 0.83 Conformity 0.63 Modesty 0.65 Table 19: Agreeableness Domain and Dimensions Cronbach s Alpha Coefficient ATTAINMENT 0.82 Implementation Style 0.64 Conscientiousness 0.74 Achievement 0.59 Table 20: Attainment A review by Charter (2003) of reliability coefficients sets the attained internal reliability coefficients in context. 2,733 test critiques, journal articles and test manuals published between 1927 and 2001 were included in the analysis. The average alpha coefficient for Personality tests was.77 which the GPI comes up favorably against. All of the Domains possess alpha levels above the average calculated by Charter (2003), as do many of their associated dimensions. Table 18: Cognition Technical Manual 13
14 Test-Retest Reliability Method 57 people who had not completed the GPI before participated in the study. Under test conditions, individuals completed the indicator twice with a time period of two weeks in between tests. The second testing session took place in the same room as the first session, at exactly the same time of day. Feedback was not given to the participants until after the second testing session. Results Tables 21 to 25 show the correlation coefficients for the domains and dimensions making up the GPI (** denotes significance level p<0.01). Domain and Dimensions Pearson s r Correlation Coefficient Time 1 v Time 2 EMOTIONALITY 0.807** Anxiety 0.78** Hostility 0.70** Optimism 0.73** Self-Esteem 0.77** IMPULSIVE 0.80** Table 21: Emotionality Domain and Dimensions Pearson s r Correlation Coefficient Time 1 v Time 2 EXTRAVERSION 0.835** Sociable 0.55** Assertiveness 0.82** Hedonism 0.78** Social Poise 0.81** Domain and Dimensions Pearson s r Correlation Coefficient Time 1 v Time 2 AGREEABLENESS 0.80** Affiliation 0.68** Trust 0.65** Conformity 0.62** Modesty 0.78** Table 24: Agreeableness Domain and Dimensions Pearson s r Correlation Coefficient Time 1 v Time 2 ATTAINMENT 0.75** Implementation Style 0.83** Conscientiousness 0.54** Achievement 0.68** Table 25: Attainment Table 22: Extraversion Domain and Dimensions Pearson s r Correlation Coefficient Time 1 v Time 2 COGNITION 0.64** Change Orientation 0.71** Information Processing 0.39** Decision Making 0.62** Table 23: Cognition Glowinkowski International 14 Technical Manual
15 Glowinkowski Predisposition Indicator (GPI ) References Barrick, M. & Mount, M. (1991). The Big 5 personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-25 Charter, R.A. (2003) A breakdown of reliability coefficients by test type and reliability method, and the clinical implications of low reliability. The Journal of General Psychology. Costa, P. T., Jr., & McCrae, R. R. (1985). The NEO Personality Inventory. Odessa, FL: Psychology Assessment Resources. Fiske, D.W. (1949). Consistency of the factorial structures of personality ratings from different sources. Journal of Abnormal and Social Psychology, 44, Guion, R.M. & Gottier, R.F. (1965). Validity of Personality Measures in Personnel Selection. Personnel Psychology, 18, Hogan, J. & Holland, B. (2003). Using theory to evaluate personality and job-performance relations. Journal of Applied Psychology, 88, McCrae, R.R. & Costa, P.T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52, Tett, R., Jackson, D. & Rothstein, M. (1991). Personality measures as predictors of job performance: A metaanalytic review. Personnel Psychology, 44, Thurstone, L.L. (1934). The Vectors of Mind. Psychological Review, 41, 1-32 Notes References 15
16 Glowinkowski International Limited 5 St Peter s Court, Middleborough, Colchester, Essex, CO1 1WD. United Kingdom Tel: +44 (0) Fax +44 (0)
Personality. Unit 3: Developmental Psychology
Personality Unit 3: Developmental Psychology Personality Personality: The consistent, enduring, and unique characteristics of a person. There are many personality theories that provide a way of organizing
More informationPersonality: Definitions
Personality: Definitions Anastasi "Personality tests are instruments for the measurement of emotional, motivational, interpersonal and attitudinal characteristics, as distinct from abilities. Kaplan &
More informationExtraversion. The Extraversion factor reliability is 0.90 and the trait scale reliabilities range from 0.70 to 0.81.
MSP RESEARCH NOTE B5PQ Reliability and Validity This research note describes the reliability and validity of the B5PQ. Evidence for the reliability and validity of is presented against some of the key
More informationUCL CAREERS. Introduction to Myers-Briggs Type Indicator (MBTI) Karen Barnard Director, UCL Careers
Introduction to Myers-Briggs Type Indicator (MBTI) Karen Barnard Director, UCL Careers By the End of the Session You Will Have A better understanding of your own personality A better appreciation of those
More informationHalesworth & District. Malcolm Ballantine
Halesworth & District Malcolm Ballantine Personality Assessment What is personality? Two Approaches Trait: Many independent descriptors Type: Single pithy descriptor Two Approaches - Examples Trait approach
More informationPersonality measures under focus: The NEO-PI-R and the MBTI
: The NEO-PI-R and the MBTI Author Published 2009 Journal Title Griffith University Undergraduate Psychology Journal Downloaded from http://hdl.handle.net/10072/340329 Link to published version http://pandora.nla.gov.au/tep/145784
More informationLap 4 Essential Question:
Psychology Mr. Huber bhuber@iwacademy.org Lap 4: Personality Theories Lap 4 Essential Question: Can you accurately characterize your personality? How will your personality impact your future? Late Assignments
More informationdraft Big Five 03/13/ HFM
participant client HFM 03/13/201 This report was generated by the HFMtalentindex Online Assessment system. The data in this report are based on the answers given by the participant on one or more psychological
More informationHow to Manage Seemingly Contradictory Facet Results on the MBTI Step II Assessment
How to Manage Seemingly Contradictory Facet Results on the MBTI Step II Assessment CONTENTS 3 Introduction 5 Extraversion with Intimate and Expressive 8 Introversion with Expressive and Receiving 11 Sensing
More informationTrait Approaches to Personality
Trait Approaches to Personality A trait is a consistent, long-lasting tendency in behavior. Examples: shyness introverted, thinker, feeler, uptight The trait approach says a personality is the sum of all
More informationMotivation CHAPTER FIFTEEN INTRODUCTION DETAILED LECTURE OUTLINE
CHAPTER FIFTEEN Motivation INTRODUCTION Many of us have unrealized abilities. Some of us could run marathons, others could write novels, and still others could get straight A s in management classes. But
More informationMultiple Act criterion:
Common Features of Trait Theories Generality and Stability of Traits: Trait theorists all use consistencies in an individual s behavior and explain why persons respond in different ways to the same stimulus
More informationMatters. Assessment & Development. Vol. 1 No. 3. Autumn 2009 ISSN Official Publication of The Psychological Testing Centre
Assessment & Development Matters Official Publication of The Psychological Testing Centre Vol. 1 No. 3 Autumn 2009 ISSN 2040-4069 Derailers and personality: Relationships between HDS and OPQ32i Gillian
More informationTest Partnership TPAQ Series Psychometric Properties
Test Partnership TPAQ Series Psychometric Properties 2018 1 Construct Validity The IPIP-NEO-120 (Johnson, 2014) is a validated measure of the Big-5 model of personality, specifically the OCEAN model (Costa
More informationCHAPTER 2 Personality Traits: A Good Theory
CHAPTER 2 Personality Traits: A Good Theory Behavioural residue: when people live in an environment, they leave behind traces that hint at the personality of the person. What is a personality trait? Def.:
More informationThe Doctrine of Traits. Lecture 29
The Doctrine of Traits Lecture 29 1 The Doctrine of Traits Allport (1937) [A trait is] a generalized and focalized neuropsychic system... with the capacity to render many stimuli functionally equivalent,
More informationWork Personality Index Factorial Similarity Across 4 Countries
Work Personality Index Factorial Similarity Across 4 Countries Donald Macnab Psychometrics Canada Copyright Psychometrics Canada 2011. All rights reserved. The Work Personality Index is a trademark of
More informationCAN T WE ALL JUST GET ALONG?
CAN T WE ALL JUST GET ALONG? Using the Myers-Briggs Type Indicator to Improve Workplace Relations Sara Vancil and Janet Dodson, Fall 2013 RMASFAA Preferences Can you sign your name? What is a preference?
More informationMHR 405-Chapter 2. Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour
MHR 405-Chapter 2 Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour Figure 2.1 Ability: The natural aptitudes and learned capabilities
More informationMotivational Research
1 Introduction It is widely accepted that motivation has the potential to influence three aspects of our behaviour choice, persistence and effort. Put simply, motivation determines what we do, how long
More informationProcedia - Social and Behavioral Sciences 140 ( 2014 ) PSYSOC 2013
Available online at www.sciencedirect.com ScienceDirect Procedia - Social and Behavioral Sciences 140 ( 2014 ) 506 510 PSYSOC 2013 Personality Traits and Different Career Stages A Study on Indian School
More informationCLINICAL VS. BEHAVIOR ASSESSMENT
CLINICAL VS. BEHAVIOR ASSESSMENT Informal Tes3ng Personality Tes3ng Assessment Procedures Ability Tes3ng The Clinical Interview 3 Defining Clinical Assessment The process of assessing the client through
More informationThe Myers Briggs Type Inventory
The Myers Briggs Type Inventory Charles C. Healy Professor of Education, UCLA In press with Kapes, J.T. et. al. (2001) A counselor s guide to Career Assessment Instruments. (4th Ed.) Alexandria, VA: National
More informationFavorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).
Myers-Briggs Type Indicator Personality Inventory Information Directions: Read the information below on the Myers-Briggs Type Indicator. Take the test at the following website to see what letters you are.
More informationNature of Personality Psychodynamic Perspectives Behavioral Perspectives Humanistic Perspectives Biological Perspectives Contemporary Empirical
Reserved Less Intelligent Affected by Feelings Submissive Serious Expedient Timid Tough-minded Trusting Practical Forthright Self-assured Conservative Group-dependant Uncontrolled Relaxed Google search
More informationMath-to-Industry Boot Camp June 21, EMPLOYEE STRATEGIES
Math-to-Industry Boot Camp June 21, 2017 EMPLOYEE STRATEGIES team@esinc.mn Objectives 1. Self Awareness 2. Team Awareness Agenda 1. MBTI Results & Debrief 2. Leading with an Innovative Mindset 3. Develop
More informationFactor Analytic Theories. Chapter 11
Factor Analytic Theories Chapter 11 Raymond Cattell 1905- Born Staffordshire, England Happy childhood Lived through WW I Admitted he was heavily influenced by the war Chemistry & Physics background before
More informationBIOLOGICAL PSYCHOLOGY NATURE VS. NURTURE
BIOLOGICAL PSYCHOLOGY NATURE VS. NURTURE Founder of the Trait Theory Predispositions to respond, in a same or similar manner, to different stimuli After meeting Freud, Allport felt there was too much emphasis
More informationAssessing personality
Personality: Theory, Research, and Assessment Chapter 11 Assessing personality Defining Personality The word comes from the Latin persona, meaning Personality: An individual s distinct and relatively enduring
More informationORIGINS AND DISCUSSION OF EMERGENETICS RESEARCH
ORIGINS AND DISCUSSION OF EMERGENETICS RESEARCH The following document provides background information on the research and development of the Emergenetics Profile instrument. Emergenetics Defined 1. Emergenetics
More informationThe happy personality: Mediational role of trait emotional intelligence
Personality and Individual Differences 42 (2007) 1633 1639 www.elsevier.com/locate/paid Short Communication The happy personality: Mediational role of trait emotional intelligence Tomas Chamorro-Premuzic
More informationEMOTIONAL INTELLIGENCE QUESTIONNAIRE
EMOTIONAL INTELLIGENCE QUESTIONNAIRE Personal Report JOHN SMITH 2017 MySkillsProfile. All rights reserved. Introduction The EIQ16 measures aspects of your emotional intelligence by asking you questions
More information1/29/2015 THIS IS. Name the. Trait Theory. What Perspective? Psychologist D-Fence Definitions Freud
THIS IS Name the What Perspective? Psychologist D-Fence Definitions Freud Trait Theory 100 100 100 100 100 100 200 200 200 200 200 200 300 300 300 300 300 300 400 400 400 400 400 400 500 500 500 500 500
More informationPersonality. Chapter 13
+ Personality Chapter 13 + Personality An individual s characteristic pattern of thinking, feeling, and acting. Each Dwarf has a distinct personality. + Psychodynamic Perspective Freud s clinical experience
More informationAltar Working Systems and Strategies. Pastor: Ball
Altar Working Systems and Strategies Pastor: Ball Major Personality Traits Openness This trait features characteristics such as imagination and insight, and those high in this trait also tend to have a
More informationEvelyn NEO-PI-R (W - 39;9 Years) NEO-PI-R - Standard. Page 1 of 18 Test of :09. Name of respondent: Evelyn NEO-PI-R
Page 1 of 18 Name of respondent: Evelyn NEO-PI-R Date of completion: 21.06.2005 16:09 Assessed by: Page 2 of 18 NEO PERSONAL INSIGHT REPORT: WORK STYLE This report is based on your responses to the NEO
More informationTRAITS APPROACH. Haslinda Sutan Ahmad Nawi. Faculty of Computer Science and Information Technology Universiti Selangor, Selangor, Malaysia
TRAITS APPROACH Haslinda Sutan Ahmad Nawi Faculty of Computer Science and Information Technology Universiti Selangor, Selangor, Malaysia Scenario You ve just been assigned a new roommate whom you don t
More informationMyers-Briggs Personality Test
Myers-Briggs Personality Test MBTI is a personality questionnaire designed to identify certain personality types Published by Carl Gustav Jung in his 1921 book Psychological Types (English edition, 1923).
More informationChapter 7. Personality and Exercise
Chapter 7 Personality and Exercise Research Objectives of the Study of Personality Are certain personality attributes antecedents to physical activity/exercise participation? Do certain personality attributes
More informationHuman Relations: Interpersonal, Job-Oriented Skills CHAPTER 2 UNDERSTANDING INDIVIDUAL DIFFERENCES
Human Relations: Interpersonal, Job-Oriented Skills CHAPTER 2 UNDERSTANDING INDIVIDUAL DIFFERENCES Understanding individual differences is a key contributor to developing effective interpersonal relationships
More information1. An Introduction to DISC. 2. Origins and Development
1. An Introduction to DISC Welcome! In this brief handbook, we ll be introducing you to an assessment tool called DISC. So, what exactly is DISC? At its most basic, it s a way of describing the patterns
More informationPersonality means how a person affects others and how he understands and views himself as well as the pattern of inner and outer measurable traits,
Personality means how a person affects others and how he understands and views himself as well as the pattern of inner and outer measurable traits, and the person situation interaction. A person s general
More informationThe Reliability of Profiling Within the Workplace - A Comparison of Two Personality Measures
The Reliability of Profiling Within the Workplace - A Comparison of Two Personality Measures Geoffrey Chapman*, PhD candidate Centre for Industry and Innovation Studies University of Western Sydney Locked
More informationCraft Personality Questionnaire
Craft Personality Questionnaire Evidence of Reliability and Validity 888-298-6227 TalentLens.com Copyright 2008 Pearson Education, Inc., or its affiliates. All rights reserved. Copyright 2008 by Pearson
More informationPersonality and Conflict Resolution Styles
Violence and Conflict Resolution Contemporary Perspectives Edited by Neelam Rathee Published by Global Vision Publishing House Personality and Conflict Resolution Styles Sarita Boora* and Shanti** Conflict
More informationPersonality. Trait Perspective. Defining Personality: Consistency and Distinctiveness. PSY 1000: Introduction to Psychology
Personality PSY 1000: Introduction to Psychology Defining Personality: Consistency and Distinctiveness Personality refers to an individual s unique constellation of behavioral traits Used to describe consistency
More informationRunning head: PERSONALITY TYPE PREFERENCE REFLECTION: ENFJ 1. Personality Type Preference Reflection: ENFJ. Kari Simpson. Wright State University
Running head: PERSONALITY TYPE PREFERENCE REFLECTION: ENFJ 1 Personality Type Preference Reflection: ENFJ Kari Simpson Wright State University PERSONALITY TYPE PREFERENCE REFLECTION: ENFJ 2 Personality
More informationAn important aspect of assessment instruments is their stability across time, often called
OVERVIEW The reliability of TRACOM s SOCIAL STYLE Model and SOCIAL STYLE assessments is the focus of this whitepaper. It specifically looks at retest reliability over time including each of the three components
More informationTTI Personal Talent Skills Inventory Coaching Report
TTI Personal Talent Skills Inventory Coaching Report "He who knows others is learned. He who knows himself is wise." Lao Tse Mason Roberts District Manager YMCA 8-1-2008 Copyright 2003-2008. Performance
More informationMyers-Briggs Type Indicator Interpretive Report
Interpretive Report Report prepared for JANE SAMPLE March 22, 2005 CPP, Inc. 800-624-1765 www.cpp.com Interpretive Report Page 1 Introduction This report is designed to help you understand your results
More informationNeurotic Styles and the Five Factor Model of Personality
Graduate Faculty Psychology Bulletin Volume 3, No. 1, 2005 Neurotic Styles and the Five Factor Model of Personality Brian Norensberg, M.A. 1 & Peter Zachar Ph.D. 2 Abstract ~ This study investigates the
More informationFeeling. Thinking. My Result: My Result: My Result: My Result:
Source of Energy [P]erception of Info [J]udgment of Info External Lifestyle Where You Process How You Inform How You Make How Others See Your Decision-Making Extraverted intuitive Feeling Judging Introvert
More informationCHAPTER 2- LEARNING ABOUT YOURSELF
CHAPTER 2- LEARNING ABOUT YOURSELF TRUE/FALSE 1. The beginning of the chapter gives a story about John Bearden, who sold his real estate company in Canada. John hired a personal coach when he decided to
More informationVISA to (W)hole Personal Leadership
VISA to (W)hole Personal Leadership This questionnaire uses VISA to help you explore your leadership style preference, and will provide you with your personal VISA leadership profile. Structure Action
More informationWorkplace Report. for the Myers Briggs Type Indicator Instrument. This report includes:
Workplace Report for the Myers Briggs Type Indicator Instrument by Larry Demarest, Ph.D. This report is intended to help you understand your results from the Myers-Briggs Type Indicator (MBTI ) instrument
More informationMyers-Briggs Type Indicator Interpretive Report
Report prepared for TURTLE MAN January 27, 2010 CPP, Inc. 800-624-1765 www.cpp.com Myers-Briggs Type Indicator Copyright 1988, 1998, 2005 by Peter B. Myers and Katharine D. Myers. All rights reserved.
More informationMBTI. Populations & Use. Theoretical Background 7/19/2012
MBTI Myers-Briggs Type Indicator Populations & Use General population use, most appropriate for ages 14+ 14 translations available 7 th grade or above reading level Measurement of normal personality differences
More informationEncyclopedia of Industrial and Organizational Psychology Big Five Taxonomy of Personality
Encyclopedia of Industrial and Organizational Psychology Big Five Taxonomy of Personality Contributors: Eric D. Heggestad Edited by: Steven G. Rogelberg Book Title: Encyclopedia of Industrial and Organizational
More informationTechnical Brief for the MBTI FORM M AND FORM Q ASSESSMENTS
Technical Brief for the MBTI FORM M AND FORM Q ASSESSMENTS Simplified Chinese Nancy A. Schaubhut Richard C. Thompson 800-624-1765 www.cpp.com Technical Brief for the MBTI Form M and Form Q Assessments
More informationMethodology Introduction of the study Statement of Problem Objective Hypothesis Method
3.1. Introduction of the study 3.2. Statement of Problem 3.3. Objective 3.4. Hypothesis 3.5. Method 3.5.1. Procedure Sample A.5.2. Variable A.5.3. Research Design A.5.4. Operational Definition Of The Terms
More informationThe more like me, the better : Individual differences in social desirability ratings of personality items
The more like me, the better : Individual differences in social desirability ratings of personality items Kenn Konstabel Department of Psychology, Estonian Centre of Behavioural and Health Sciences University
More informationUsing the MBTI Step II assessment in coaching
Kindly sponsored by Using the MBTI Step II assessment in coaching Jean M. Kummerow, Ph.D. Minneapolis, Minnesota, USA jean@jeankummerow.com Overview Your level of knowledge What is the Step II assessment?
More informationTEST REVIEWS. Myers-Briggs Type Indicator, Form M
TEST REVIEWS Myers-Briggs Type Indicator, Form M Myers-Briggs Type Indicator, Form M Purpose Designed for "the identification of basic preferences on each of the four dichotomies specified or implicit
More informationUnderstanding Interests and Why They are Important in Career Development by Janet E. Wall
Understanding Interests and Why They are Important in Career Development by Janet E. Wall Career development professionals generally believe that abilities or aptitudes, interests, values, preferences,
More informationThe Correlation of Music Preference and Personality
Parkland College A with Honors Projects Honors Program 2013 The Correlation of Music Preference and Personality Christopher L. Knowles Parkland College Recommended Citation Knowles, Christopher L., "The
More informationRelational tendencies associated with broad personality dimensions
1 British Journal of Medical Psychology (2004), 00, 1 6 q 2004 The British Psychological Society www.bps.org.uk Brief report Relational tendencies associated with broad personality dimensions Dionyssios
More informationMENTAL TOUGHNESS. Steve Oakes
MENTAL TOUGHNESS Steve Oakes About me: Steve Oakes Teacher GCSE and A Level, 17 years Head of Department, Head of Year Deputy Director of Sixth Form Director of Education AQR International Steve Oakes
More informationLesson 12. Understanding and Managing Individual Behavior
Lesson 12 Understanding and Managing Individual Behavior Learning Objectives 1. Identify the focus and goals of individual behavior within organizations. 2. Explain the role that attitudes play in job
More informationPersonality Traits and Labour Economics
Personality Traits and Labour Economics Veronica De Nisi veronica.denisi@uniroma1.it University La Sapienza, Rome Doctoral Students Seminar 11 February 2015 De Nisi (UniRoma1) Personality Traits and Labour
More informationBryant-Taneda. AP Psychology 12 Ch. 14 Personality
Bryant-Taneda AP Psychology 12 Ch. 14 Personality PERSONALITY Humanistic Perspective: Maslow & Rogers Humanistic theory Focuses on The Acceptance of Self Humanistic Theory & personality There are Individualistic
More informationTrait Approaches to Personality. Trait Approaches to Personality
Trait Approaches to Personality Trait Approaches to Personality I. Logic of the Trait Approach A. People s behavior is fairly consistent across time. B. People s behavior is fairly consistent across situations.
More informationMR. FARRUKH MAHMOOD. Myers Briggs Type Indicator Decision Making Style Report DEVELOPED BY DR. M. QAMAR-UL-HASSAN. Report prepared for. Page no.
Myers Briggs Type Indicator Decision Making Style Report DEVELOPED BY DR. M. QAMAR-UL-HASSAN Report prepared for MR. FARRUKH MAHMOOD April 29, 2013 Interpreted by Dr M Qamarul Hassan MBTI, Myers-Briggs
More informationMBTI Interpretive Report COLLEGE EDITION
MBTI Interpretive Rept Rept f JANE SAMPLE September 7, 2017 Interpreted by John Advis Sample University CPP, Inc. 800-624-1765 www.cpp.com MBTI Interpretive Rept, College Edition Copyright 1988, 1998,
More informationInsight Hogan Personality Inventory (HPI)
Insight Hogan Personality Inventory (HPI) Report For: Sam Poole ID: HE764696 Date: 8.08.2018 2018 Hogan Assessment Systems Inc. Introduction The Hogan Personality Inventory is a measure of normal personality
More informationFive Benefits of Learning Your MBTI Type: By Melissa Stahl, Professional Development Consultant, Eton Institute
By Melissa Stahl, Professional Development Consultant, Eton Institute Each of us has our own rich story. Our sameness weaves us together while our differences can, if approached without appreciation or
More informationConsulting Skills. Part 1: Critical assessment of Peter Block and Edgar Schein s frameworks
Consulting Skills Part 1: Critical assessment of Peter Block and Edgar Schein s frameworks Anyone with their sights set on becoming a consultant or simply looking to improve their existing consulting skills
More informationIntroduction to Psychology. Lecture No: 32 ALLPORTS TRAIT THEORY
Lecture No: 32 ALLPORTS TRAIT THEORY As said earlier, after skimming an unabridged dictionary, Gordon Allport identified 18000 separate terms that could be used to describe personality. After eliminating
More informationJohn Smith 19 Sep Full Circle Profile
19 Sep 2007 Full Circle Profile Introduction This Insights Discovery Full Circle Profile is based on the response of a feedback group and John s responses to the Insights Discovery Preference Evaluator.
More informationLumus360 Psychometric Profile Pat Sample
Lumus360 Psychometric Profile Pat Sample 1. Introduction - About Lumus360 Psychometric Profile Behavioural research suggests that the most effective people are those who understand themselves, both their
More informationUniversity of Warwick institutional repository:
University of Warwick institutional repository: http://go.warwick.ac.uk/wrap This paper is made available online in accordance with publisher policies. Please scroll down to view the document itself. Please
More informationPERSONALITY CHAPTER 11 MEYERS AND DEWALL
PERSONALITY CHAPTER 11 MEYERS AND DEWALL OVERVIEW Psychodynamic Theories Humanistic Theories Trait Theories Social-Cognitive Theories Exploring the Self PERSONALITY Personality an individual s stable and
More informationFactor Analytic Theories
Factor Analytic Theories Chapter 11 Chapter 11 Big Ideas Raymond Cattell Cattell s Definition of Personality Surface Traits versus Source Traits Personality Factor Questionnaire (16PF) What is Factor Analysis?
More informationUnderstanding the True Realities of Influencing. What do you need to do in order to be Influential?
Understanding the True Realities of Influencing. What do you need to do in order to be Influential? Background and why Influencing is increasingly important? At Oakwood Learning we have carried out our
More informationWe judge others by their actions, but we judge ourselves by our motives. W.H. Auden
We judge others by their actions, but we judge ourselves by our motives. W.H. Auden Where the MBTI Tool is Used USA Canada Mexico South America UK Europe Malaysia Singapore South Africa Kenya Dubai and
More informationReading Guide Name: Date: Hour: Module 55: Freud s Psychoanalytic Perspective: Exploring the Unconscious (pg ) Personality:
Reading Guide Name: Date: Hour: Unit 10: Personality Module 55: Freud s Psychoanalytic Perspective: Exploring the Unconscious (pg. 554-564) Personality: Why is Freud so important in psychology? (so much
More informationTheories of Personality
Theories of Personality 01 Pearson Education, Inc. All Rights Reserved. Defining personality and traits Personality Distinctive and relatively stable pattern of behaviors, thoughts, motives, and emotions
More informationINTERPRETIVE REPORT FOR ORGANIZATIONS
INTERPRETIVE REPORT FOR ORGANIZATIONS Prepared for September 7, 2017 Interpreted by Kevin Consultant ABC Consulting Developed by Sandra Krebs Hirsh Jean M. Kummerow CPP, Inc. 800.624.1765 www.cpp.com Myers-Briggs
More informationImproving business performance with emotional intelligence. Genos emotional intelligence products and services overview
Improving business performance with emotional intelligence Genos emotional intelligence products and services overview A suite of EI products and services Workplace research findings Leadership effectiveness
More informationPersonality Personality Personality Psychoanalysis Freud s Theory of Personality
3 4 5 6 Personality The Cognitive Social-Learning Approach Personality The word comes from the Latin persona, meaning mask. Personality An individual s distinct and relatively enduring pattern of thoughts,
More informationREPORT ON EMOTIONAL INTELLIGENCE QUESTIONNAIRE: GENERAL
REPORT ON EMOTIONAL INTELLIGENCE QUESTIONNAIRE: GENERAL Name: Email: Date: Sample Person sample@email.com IMPORTANT NOTE The descriptions of emotional intelligence the report contains are not absolute
More informationNorthern Ontario School of Medicine Faculty Retreat Teaching to MBTI Style. Peter Dickens, PhD (Cand.)
Northern Ontario School of Medicine Faculty Retreat Teaching to MBTI Style Peter Dickens, PhD (Cand.) peter@irisgroup.ca (905) 466-6340 Learning Objectives Describe your personality type Assess the implications
More informationTHE INTEGRITY PROFILING SYSTEM
THE INTEGRITY PROFILING SYSTEM The Integrity Profiling System which Soft Skills has produced is the result of a world first research into leadership and integrity in Australia. Where we established what
More informationPersonality. Radwan Banimustafa MD. Copyright 2010 Allyn & Bacon
Personality Radwan Banimustafa MD Definition Difficult to define Broadly refers to those relatively stable and enduring and predictable behaviours, values, attitudes, feelings and other characteristics
More informationMR. FARRUKH MAHMOOD. Myers Briggs Type Indicator Decision Making Style Report DEVELOPED BY DR. M. QAMAR-UL-HASSAN. Report prepared for. Page no.
Myers Briggs Type Indicator Decision Making Style Report DEVELOPED BY DR. M. QAMAR-UL-HASSAN Report prepared for MR. FARRUKH MAHMOOD April 29, 2013 Interpreted by Dr M Qamarul Hassan MBTI, Myers-Briggs
More informationMyers-Briggs Personality Type Indicator MBTI. Career Enhancement Committee Kathy Prem University of Wisconsin-Madison
Myers-Briggs Personality Type Indicator MBTI Career Enhancement Committee Kathy Prem University of Wisconsin-Madison Introduction to Type Theory Swiss psychiatrist Carl Jung developed a theory early in
More informationChapter 11 Learning Objectives with SubQuestions
Chapter 11 Learning Objectives with SubQuestions As you review the various in this chapter, especially the strengths and weaknesses of each, make notes on the tables at the end of this document to use
More informationPersonality: What is it? Personality: Part 1. Psychodynamic Approach. Freud s Model of Personality. Freud s Model of Personality
Personality: What is it? The PATTERN of psychological and behavioral characteristics which we can use to COMPARE and CONTRAST one person with others Patterns- replicated Compare and Contrast- looking at
More informationAnne Lise Kjaer, Kjaer Global Society Trends
Keynote presentations Introduction Anne Lise Kjaer, Kjaer Global Society Trends Anne Lise Kjaer is a leading global futurist, who pioneered the concept of Multidimensional Thinking developing future concepts
More information