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Why everyone infers who you are from your behaviour
Why is important
Why it affects performance – yours and others
What can you do and what can you not do
Understand your company culture
Ask the right questions
Get the right answers
Give the right feedback
Provide the right support
Measure the right things
Calls to get off the fence
Common view of those staying on the fence
Metaphors about fences dividing, blocking the view, containing, restricting
Why staying on the fence is harder
What staying on the fence is better
The good and bad about knocking fences down
Another metaphor about removing bits at time to get used to the view
Why I’m staying on the fence
Transparency “polices” us more?
Not naturally generous
Joy of giving simple things …. can it lead to bigger things?
Subtlety of difference between the joy of giving and the joy of being seen to be giving
Privacy of action
All in all ???
We were lucky enough to attend a splendid discussion group on the issue of Return on Expectation at a recent conference at the University of Middlesex earlier this month. The lead protagnostic was an ardent
We have a new marketing platform available to us that many have rushed into because some very clever Social Media experts have convinced us we should. So we have created accounts for everything and guess what have no idea why we have done it or more importantly how they work for us or against us. The experts are correct we do need to look at
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The British Psychological Society defines psychometric testing as:
“Any procedure on the basis of which inferences are made concerning a person’s capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways.”
In basic terms, psychometrics are simply a way of measuring psychological traits including personality, attitudes and beliefs and assessing an individual’s aptitude for performing different tasks.
Psychometric testing is often used in recruitment selection to help in assessing a candidate’s suitability for the role and they can also be very useful to aid in developing training and professional development action plans for existing staff.
Psychometric tests can be classified into several different categories. The three main categories are:
Aptitude tests are used to measure an individual’s performance and abilities. They are usually categorised into several further test types including:
Popular psychometric personality tests include the Myers Briggs personality profile and the Keirsey temperament sorter. Personality tests do not have right or wrong answers but allow people to be classified into different personality types such as extrovert versus introvert or leader versus follower.
Personality tests can be very helpful for employers trying to judge if an individual will fit in well with their organisation and for organising staff into teams depending on their work style and temperament.
Interests tests categorise individuals depending on their personal preferences. They can be helpful for identifying suitable careers and for planning career progression. They can also be used in conjunction with personality tests for determining individual fit within a team or organisation.
A brief history of psychometric testing
The field of psychometrics was founded in the 19th century from two main schools of thought.
Sir Francis Galton is often referred to as the father of psychometrics and was inspired by Charles Darwin’s “The Origin of Species”. He theorised that personality traits are passed on to different generations and discussed in his book “Hereditary Genius” how certain psychological characteristics may make some people more genetically “fit” than others. In his research he devised a number of psychological tests and his work was extended by James McKeen Cattell, forming the basis of modern psychometrics.
At the same time, German J.E. Herbart was investigating scientific methods of exploring human consciousness and developed mathematical models of the mind. E.H. Weber and G.T. Fechner built on his early work in experimental psychology and inspired Wilhelm Wundt to found the science of psychology and psychological testing of today.
In the 20th century, many different psychologists explored psychometric testing and theory as a way to measure and define personality types, intelligence, attitudes and beliefs.
These days, it is common for employers to use psychometric testing to judge job applicants on their psychological profile as well as just their academic and professional achievement. Psychometrics can also be used as a basis for personal and professional development.
To find out more about how psychometric testing is used in the business world today, please continue on to read our next article.