While every organization undergoes change, the practices that each of them employ vary. Change Re... more While every organization undergoes change, the practices that each of them employ vary. Change Response Pattern (CRP) is an assessment that provides a sense of direction to the management to make well-informed decisions about the vital interventions to minimise or completely eradicate resistance from the employees.
The article highlights six concerns that an employee would have during the time of an organizational change through which 4 individual profiles have been derived. The result of this assessment provides valuable inputs for the employee to create an action plan that is targeted towards fruitful ways of overcoming their concerns. This article also talks about the change related theories from the fields of psychology and management. Thus, an integration of all these theories supports the validity and relevance of CRP.
Most scholars of “Leadership” now recognize that successful organisations are characterized by a
... more Most scholars of “Leadership” now recognize that successful organisations are characterized by a distributive, collective and complimentary form of leadership. Many leadership theories are referred and considered in this research article to gain a broader understanding of the most important leadership styles/types/models to equip the leaders of today to lead, inspire and motivate people towards success.
To further explore this form of leadership, 4 significant leadership styles are proposed in this paper: Director (System-driven), Coach (People person), Entrepreneur (Visionary) and Specialist (Technical expert), taking different theories of leadership into consideration.
The above leadership types are representations of ways of leading in the complex organisation. They may be seen as models to understand the leadership behavior and characteristics. In the discussion of each of the above-mentioned leadership types, specific features, attitudes, approach and traits are explored. In addition, the specific leadership behavior patterns of the 4 leadership styles are highlighted. These in-depth descriptions form the foundation for developing a LEAP – Leadership Effective Aptitude Profile assessment, a psychometric tool designed to allow leaders to identify their own leadership style to help them lead people effectively.
Each manager/leader has his or her unique approach to leading people which may be effective in some situations or may be rendered ineffective under certain circumstances. The awareness of personal leadership style and its implications is imperative to be able to develop leadership skills and flex leadership techniques according to situational demands.
The insight provided by LEAP assessment, discussed in this research paper, acts as an underpinning for comprehensive and balanced leadership effectiveness. This tool is extensively used as a prelude to leadership skill development. It acts as an early indicator of the manner a prospective manager would dispense leadership. It determines if leaders actively provide feedback to develop subordinates, lead by providing a vision of future opportunities or by defining systems and procedures to minimize wastage and maximize predictability etc.
You need to accept the fact that your children are different. Now let us help you find how they a... more You need to accept the fact that your children are different. Now let us help you find how they are different. It is easy to base the learning methods based on what is right for them to learn. Psychologists and Educationists have researched extensively to give you hope for better GRADES.
Every student is different and so one-size-fits-all approach does not apply to learning and intelligence. If the teachers teaching style does not suit your children learning style then there is surely a problem in learning. You can get your children’s learning and intelligence potential assessed and analysed.
Select, Develop, Train, Coach & Empower Your People Now
MAPP – Managing Attitudes & Performance ... more Select, Develop, Train, Coach & Empower Your People Now
MAPP – Managing Attitudes & Performance Potential With Scientific Psychometric Measurement Tools for Managers.
You develop people and so do many other managers in the world. But a few managers make the world of difference in their coaching. They make that big difference by not just coaching like any other manager but by providing value additions.
Psychometric tools are excellent in supplementing the value of your people development efforts as they give your people the scope to look within oneself and gain the self awareness. This self knowledge enables the understanding of one’s areas of strength and improvement.
The wide collection of tools based on extensive research are extensively used by managers in many organisations covering a wide range of audience ranging from front line staff to the senior management or even the CEO’s in the corporate world.
They can be used for recruitment, training, coaching, performance management, competency mapping, succession planning and more.
PPC 20 is a proven, objective source of competency ratings and a powerful impetus for change. The... more PPC 20 is a proven, objective source of competency ratings and a powerful impetus for change. The People Performance Competency provides an internal spur to personal growth. PPC 20 produces deep and lasting commitments to development among all people at all levels. The results are specific, objective and competency-based. An increased emphasis is on the assessment of human performance … skills, competencies, knowledge, and attitudes. Only by measuring where we are today, can we track performance in our attempts to be better tomorrow.
You are born to Perform. You wish it. You want it. But some how things seem to be not within your... more You are born to Perform. You wish it. You want it. But some how things seem to be not within your reach. The science of Psychology unfolds an objective and well researched methodology to unravel the mystery of how the interplay of hereditary and environmental influences can actually help you make it or mar it.
It is time you set aside a few minutes to read the article, chew over it, digest it, reflect on it. This article will surely make you think, think for your own good. As you think, you gain new perspectives and that change in your thought process shows you the way forward. If you need further help or support please feel free to write to the authors.
Finding the Right person for the Right job is a difficult choice to make without getting to know ... more Finding the Right person for the Right job is a difficult choice to make without getting to know the inner mind of the candidates. People mask their behaviour all the time and more so during interviews. Selecting people for technical skills or knowledge alone does not guarantee success. Use the latest cutting tools in behavioural sciences to get a thorough understanding of the attitudes, thinking styles, core competencies and personality patterns before you make the costly decision to hire. To enhance human optimization, save on valuable resources and reduce attrition, you need to tackle the cause, the root-cause – the selection.
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioural interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
360 degree evaluation of performance is fairly common in the corporate world. While it has its ad... more 360 degree evaluation of performance is fairly common in the corporate world. While it has its advantages in terms of minimizing the bias factor, it still remains a concern since people can still gang up. A greater challenge is the vast amount of time required to complete the survey. Even greater worry is to get the buy-in from people while sharing the outcome.
In this back drop the MAPP methodology is objective, easy and simple with astounding results. It routes out bias completely since it is a self assessment. It's objective since it is making use of 5 powerful Psychometric assessment tools. It's impact is positive since the focus is on strengths. It is fast and easy as the assessments are available online and can be completed in a about an hour and results can be discussed rationally. MAPP - Managing Attitudes and Performance Potential is a must for every manager.
Communication is influenced by the environment around us. Effective communication is essential in... more Communication is influenced by the environment around us. Effective communication is essential in managing the emotional quotient of people, to strike the right notes and achieve results from a win-win standpoint. It is important in building our relationship with people in our surroundings.
Communication pattern analysis is a scientific psychometric tool based on the transactional analysis developed by Eric Berne. It is used to improve communication by understanding how one has developed communication skills. It gives insight into how we relate and communicate with others and acknowledge how each one of us differ in our ways of communication.
This articles talks in details about the CPA (Communication pattern analysis), a psychometric tool, how it helps in analyzing the communication pattern of others, to flex our style accordingly and avoid communication gaps. Thus, using this assessment one can benefit to understand varied communication pattern skills to develop interpersonal relationships which is impacted by upbringing and environmental factors. It helps to utilize our communication, teamwork and build rapport.
The influence of heredity on one's personality in terms of their 'Thinking Styles' or 'Inborn Att... more The influence of heredity on one's personality in terms of their 'Thinking Styles' or 'Inborn Attitudes' is better understood through the 'FITS Personality Types Assessment.
This simple and useful tool is based on the works of a famous Swiss psychiatrist, Carl G Jung, who classified personality into four major types based on how we view others, gather information, process data and communicate with others.
The practical tool helps an individual in understanding one's natural personality style and tips on how to recognize and communicate with other styles. The four types of Feeler, Intuitor, Thinker and Sensor helps in identifying the true potential of an individual and maps the potential to the demands of daily life, career, relationship, etc.
It's simple, practical and easy to use in everyday life in getting to know oneself as well as in understanding others better - be they our family members, teammates, seniors, customers or vendors.
Learning styles are different approaches or ways of learning. Most people would have a preference... more Learning styles are different approaches or ways of learning. Most people would have a preference to identifiable method of interacting with, taking in, and processing information. It involves personalizing the educating methods, particular to an individual that are presumed to allow that individual to learn best.
Learning styles are influenced by many factors such as individual experience, different intelligence and personality factors such as a preference for learning alone or in a group. Our learning style will influence how we cope with regular tasks in our life and learning, even simple things like reading a map or cooking a meal.
'Learning style' should be interpreted to mean an individual mixture of styles. Everyone has a mixture of strengths and preferences. No-one has exclusively one single style or preference.
Knowing the "VAK" Learning styles is hugely beneficial for students as it gives insight into strengths, weaknesses and learning habits. It shows how to take advantage of the natural learning skills & inclinations. Increases self-confidence and improves self-image of the students. Expands existing learning and studying strategies for a life time of learning anything.
The Behaviour Pattern Analysis illustrates environmental influences on an individual by identifyi... more The Behaviour Pattern Analysis illustrates environmental influences on an individual by identifying and comparing behaviour patterns in variable situations. This tool brings to light the manner of behaviour across situations. It compares the behaviour of an individual, at work and off work, on the parameters of: 1. Communication Style 2. Interpersonal Relationships 3. Sense of Urgency and 4. Information Processing
The BPA has a vast range of applicability widely used across various fields to gain a better understanding of self and others including individual development, enhancing interpersonal relations, improving communication skills, team building, leadership training, negotiation skills, etc.
Multiple Benefits of the BPA Psychometric Assessment:
• BPA provides a balanced view of behaviour of an individual.
• Self-scored within 15-20 minutes, BPA moves quickly from developing a profile to applying the learning.
• Develop important behaviour skills, including how to flex their style to manage conflict and facilitate team work.
• The instrument’s clarity and its uncomplicated format allow you to integrate it into existing training, or make it the centrepiece of a programme.
• It allows the Corporate to assess employees on their: - preferred behavioural style at work - ability to modify their behaviour to suit the needs of current job situation - expected behaviour under work pressure.
• Brings to light the method of communication typically used by the employees
• Gives us a deeper understanding about factors leading to interpersonal challenges at work.
• Helps us identify each employees’ working styles and their pros and cons.
The research thesis of this study is that matching students? learning style preferences with the ... more The research thesis of this study is that matching students? learning style preferences with the complementary course syllabus and instruction improved academic achievement and student attitudes toward learning based on the research wok of Kurt Lewin, David Kolb, John Dewey, Jean Piaget.
The composition of this study method is both descriptive and exploratory. In the first part of the study, the qualitative research method was used to overview the literature background of the study. In the empirical part of the study, the factor analysis, using the Principle Axes Factoring method ? PAF, was used to extract learning styles. This study has four aspects. First, it outlines the literature review, summarizing learning styles taxonomy. Then it covers research framework and methodology, including data collection, sample characteristics, variables description and data analysis and tests the learning styles theories using factor analysis. Finally, it discusses the results by recognizing some limitations and by providing pedagogical implications and further research.
This article explains the cyclical learning styles like participating, reflecting, structuring and experimenting, based on the combined research work of many notable researchers. The concept of learning styles is embedded in different academic literature and researched from different approaches, including intelligent learning systems (Laureano-Cruces et al., 2006), a genetic algorithm approach to students\' learning styles (Yannibelli et al., 2006), a web-based education perspective on learning styles (Garcia et al., 2007), learning about and through aesthetic experience (Welsh et al., 2007), use of business case studies in the learning process (Duff et al., 2008), problem-solving strategies within learning styles (Metallidou & Platsidou, 2008), preferred learning styles (Peters et al., 2008) and an adaptive learning system perspective of learning styles (Tseng et al., 2008
Howard Earl Gardner (born July 11, 1943 in Scranton, Pennsylvania) is an American developmental p... more Howard Earl Gardner (born July 11, 1943 in Scranton, Pennsylvania) is an American developmental psychologist. Howard Gardner's theory of Multiple Intelligences utilizes aspects of cognitive and developmental psychology, anthropology, and sociology to explain the human intellect. The theory was introduced in 1983, with Gardner's book, Frames of Mind.
This article talks about the research work of Dr. William Marston. He believed that behaviour of ... more This article talks about the research work of Dr. William Marston. He believed that behaviour of individuals are greatly influenced by their upbringing and environment. He developed the " four quadrant behavioural model of inner motivation " 4Cs is a self-awareness profile that indicates the Controlling, Convincing, Conforming and Consistent emotional responses of people due to long-standing influences of upbringing from the individuals' environment, in order to assess various aspects like drive to overcome barriers, ability to persuade etc.
It throws light on individuals as people oriented or task oriented, reflecting the style by which they will get work done. It also helps find out if an individual is 'Active or Passive' in their approach to work and life. It also shows whether an individual would lead by providing a vision of future possibilities or by making best possible use of available opportunities.
This article helps the readers to understand their inner motivation styles and excel in both: their personal as well as professional life, since success at work while handling people comes from knowing the motivational drives, emotional responses and behaviour patterns of individuals and leveraging on them to meet the needs of the situation.
PPC 20 – People Performance Competency Assessment – An Objective Psychometric Measure
One of the... more PPC 20 – People Performance Competency Assessment – An Objective Psychometric Measure
One of the core driving factors of any organization is the competency level of its employees. Competencies are important to organization as they focus on people's unique skills, knowledge and attitudes which are more than measuring only the technical skills of people.
For the success of any organization it is important to measure the skills, attitudes and knowledge of people that leads to success. Competencies are more durable than job tasks. Competencies are part of people, not the work they do. The unique characteristics has been overlooked or poorly identified in most traditional job descriptions, which typically have a brief list that may cover only technical skills.
People Performance Competency 20 is a psychometric assessment that measures the competencies based on knowledge, skills and attitudes. It has multiple benefits like it helps in understanding the strengths, weaknesses, opportunities and threats for individuals, it also helps in identifying the gaps in the existing skill level and requisite skill level demanded by the job, identifying right person for the right job etc.
Using these assessment organizations will be in a better position to recruit, select, develop, reward, and promote the most successful people. Hence, competencies are an important tool, much like a compass, to find direction in attracting, developing, retaining, and positioning the best, most productive and promotable people. Measuring it with the appropriate psychometric tools like PPC 20 will bring effective results in mapping individual competencies.
This article throws light on the importance of different kinds of psychometric assessments and th... more This article throws light on the importance of different kinds of psychometric assessments and their wide application across fields to different population as well as the emerging significance of a new profession – " Psychometric Interpreter / Analyst". It also becomes evident in the article that this field has huge scope in the future and is advancing on a quick pace.
" Psychometric Interpreter / Analyst " as coined by the authors in the following article are a breed of specialists, known for skills and knowledge in the tools of Psychometrics and are adept at using them to diagnose and break down challenging situations that involve people. The Psychometric Interpreter can identify the less than obvious behaviours and communication that impact performance, thus bringing in a laser like focus to the most pressing issues in any scenario. They see team dynamics as a function of individual member characteristics and attitudes, and bring in solutions to improve cohesiveness, trust and synergy.
'Psychometric Interpreters / Analyst' are in demand worldwide in the fields of Management, HR and psychologists, change agents, human resource professionals, people developers, recruiters and others. Whatever the channel, their value lies undoubtedly in transforming 'limiting mindsets' to 'enabling mindsets', leading to enhanced self-confidence, academic performance, career growth, rewarding interpersonal relationships, work-life balance and leadership outlook.
This article also explains the role of Psychometric interpreters / Analyst in areas such as Training, Coaching, team building, recruitment, organisational development, education – teaching, parenting and the list goes on… This article is one of its kinds and needs further research as its application and use is humongous to all the areas of life.
While every organization undergoes change, the practices that each of them employ vary. Change Re... more While every organization undergoes change, the practices that each of them employ vary. Change Response Pattern (CRP) is an assessment that provides a sense of direction to the management to make well-informed decisions about the vital interventions to minimise or completely eradicate resistance from the employees.
The article highlights six concerns that an employee would have during the time of an organizational change through which 4 individual profiles have been derived. The result of this assessment provides valuable inputs for the employee to create an action plan that is targeted towards fruitful ways of overcoming their concerns. This article also talks about the change related theories from the fields of psychology and management. Thus, an integration of all these theories supports the validity and relevance of CRP.
Most scholars of “Leadership” now recognize that successful organisations are characterized by a
... more Most scholars of “Leadership” now recognize that successful organisations are characterized by a distributive, collective and complimentary form of leadership. Many leadership theories are referred and considered in this research article to gain a broader understanding of the most important leadership styles/types/models to equip the leaders of today to lead, inspire and motivate people towards success.
To further explore this form of leadership, 4 significant leadership styles are proposed in this paper: Director (System-driven), Coach (People person), Entrepreneur (Visionary) and Specialist (Technical expert), taking different theories of leadership into consideration.
The above leadership types are representations of ways of leading in the complex organisation. They may be seen as models to understand the leadership behavior and characteristics. In the discussion of each of the above-mentioned leadership types, specific features, attitudes, approach and traits are explored. In addition, the specific leadership behavior patterns of the 4 leadership styles are highlighted. These in-depth descriptions form the foundation for developing a LEAP – Leadership Effective Aptitude Profile assessment, a psychometric tool designed to allow leaders to identify their own leadership style to help them lead people effectively.
Each manager/leader has his or her unique approach to leading people which may be effective in some situations or may be rendered ineffective under certain circumstances. The awareness of personal leadership style and its implications is imperative to be able to develop leadership skills and flex leadership techniques according to situational demands.
The insight provided by LEAP assessment, discussed in this research paper, acts as an underpinning for comprehensive and balanced leadership effectiveness. This tool is extensively used as a prelude to leadership skill development. It acts as an early indicator of the manner a prospective manager would dispense leadership. It determines if leaders actively provide feedback to develop subordinates, lead by providing a vision of future opportunities or by defining systems and procedures to minimize wastage and maximize predictability etc.
You need to accept the fact that your children are different. Now let us help you find how they a... more You need to accept the fact that your children are different. Now let us help you find how they are different. It is easy to base the learning methods based on what is right for them to learn. Psychologists and Educationists have researched extensively to give you hope for better GRADES.
Every student is different and so one-size-fits-all approach does not apply to learning and intelligence. If the teachers teaching style does not suit your children learning style then there is surely a problem in learning. You can get your children’s learning and intelligence potential assessed and analysed.
Select, Develop, Train, Coach & Empower Your People Now
MAPP – Managing Attitudes & Performance ... more Select, Develop, Train, Coach & Empower Your People Now
MAPP – Managing Attitudes & Performance Potential With Scientific Psychometric Measurement Tools for Managers.
You develop people and so do many other managers in the world. But a few managers make the world of difference in their coaching. They make that big difference by not just coaching like any other manager but by providing value additions.
Psychometric tools are excellent in supplementing the value of your people development efforts as they give your people the scope to look within oneself and gain the self awareness. This self knowledge enables the understanding of one’s areas of strength and improvement.
The wide collection of tools based on extensive research are extensively used by managers in many organisations covering a wide range of audience ranging from front line staff to the senior management or even the CEO’s in the corporate world.
They can be used for recruitment, training, coaching, performance management, competency mapping, succession planning and more.
PPC 20 is a proven, objective source of competency ratings and a powerful impetus for change. The... more PPC 20 is a proven, objective source of competency ratings and a powerful impetus for change. The People Performance Competency provides an internal spur to personal growth. PPC 20 produces deep and lasting commitments to development among all people at all levels. The results are specific, objective and competency-based. An increased emphasis is on the assessment of human performance … skills, competencies, knowledge, and attitudes. Only by measuring where we are today, can we track performance in our attempts to be better tomorrow.
You are born to Perform. You wish it. You want it. But some how things seem to be not within your... more You are born to Perform. You wish it. You want it. But some how things seem to be not within your reach. The science of Psychology unfolds an objective and well researched methodology to unravel the mystery of how the interplay of hereditary and environmental influences can actually help you make it or mar it.
It is time you set aside a few minutes to read the article, chew over it, digest it, reflect on it. This article will surely make you think, think for your own good. As you think, you gain new perspectives and that change in your thought process shows you the way forward. If you need further help or support please feel free to write to the authors.
Finding the Right person for the Right job is a difficult choice to make without getting to know ... more Finding the Right person for the Right job is a difficult choice to make without getting to know the inner mind of the candidates. People mask their behaviour all the time and more so during interviews. Selecting people for technical skills or knowledge alone does not guarantee success. Use the latest cutting tools in behavioural sciences to get a thorough understanding of the attitudes, thinking styles, core competencies and personality patterns before you make the costly decision to hire. To enhance human optimization, save on valuable resources and reduce attrition, you need to tackle the cause, the root-cause – the selection.
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioural interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
360 degree evaluation of performance is fairly common in the corporate world. While it has its ad... more 360 degree evaluation of performance is fairly common in the corporate world. While it has its advantages in terms of minimizing the bias factor, it still remains a concern since people can still gang up. A greater challenge is the vast amount of time required to complete the survey. Even greater worry is to get the buy-in from people while sharing the outcome.
In this back drop the MAPP methodology is objective, easy and simple with astounding results. It routes out bias completely since it is a self assessment. It's objective since it is making use of 5 powerful Psychometric assessment tools. It's impact is positive since the focus is on strengths. It is fast and easy as the assessments are available online and can be completed in a about an hour and results can be discussed rationally. MAPP - Managing Attitudes and Performance Potential is a must for every manager.
Communication is influenced by the environment around us. Effective communication is essential in... more Communication is influenced by the environment around us. Effective communication is essential in managing the emotional quotient of people, to strike the right notes and achieve results from a win-win standpoint. It is important in building our relationship with people in our surroundings.
Communication pattern analysis is a scientific psychometric tool based on the transactional analysis developed by Eric Berne. It is used to improve communication by understanding how one has developed communication skills. It gives insight into how we relate and communicate with others and acknowledge how each one of us differ in our ways of communication.
This articles talks in details about the CPA (Communication pattern analysis), a psychometric tool, how it helps in analyzing the communication pattern of others, to flex our style accordingly and avoid communication gaps. Thus, using this assessment one can benefit to understand varied communication pattern skills to develop interpersonal relationships which is impacted by upbringing and environmental factors. It helps to utilize our communication, teamwork and build rapport.
The influence of heredity on one's personality in terms of their 'Thinking Styles' or 'Inborn Att... more The influence of heredity on one's personality in terms of their 'Thinking Styles' or 'Inborn Attitudes' is better understood through the 'FITS Personality Types Assessment.
This simple and useful tool is based on the works of a famous Swiss psychiatrist, Carl G Jung, who classified personality into four major types based on how we view others, gather information, process data and communicate with others.
The practical tool helps an individual in understanding one's natural personality style and tips on how to recognize and communicate with other styles. The four types of Feeler, Intuitor, Thinker and Sensor helps in identifying the true potential of an individual and maps the potential to the demands of daily life, career, relationship, etc.
It's simple, practical and easy to use in everyday life in getting to know oneself as well as in understanding others better - be they our family members, teammates, seniors, customers or vendors.
Learning styles are different approaches or ways of learning. Most people would have a preference... more Learning styles are different approaches or ways of learning. Most people would have a preference to identifiable method of interacting with, taking in, and processing information. It involves personalizing the educating methods, particular to an individual that are presumed to allow that individual to learn best.
Learning styles are influenced by many factors such as individual experience, different intelligence and personality factors such as a preference for learning alone or in a group. Our learning style will influence how we cope with regular tasks in our life and learning, even simple things like reading a map or cooking a meal.
'Learning style' should be interpreted to mean an individual mixture of styles. Everyone has a mixture of strengths and preferences. No-one has exclusively one single style or preference.
Knowing the "VAK" Learning styles is hugely beneficial for students as it gives insight into strengths, weaknesses and learning habits. It shows how to take advantage of the natural learning skills & inclinations. Increases self-confidence and improves self-image of the students. Expands existing learning and studying strategies for a life time of learning anything.
The Behaviour Pattern Analysis illustrates environmental influences on an individual by identifyi... more The Behaviour Pattern Analysis illustrates environmental influences on an individual by identifying and comparing behaviour patterns in variable situations. This tool brings to light the manner of behaviour across situations. It compares the behaviour of an individual, at work and off work, on the parameters of: 1. Communication Style 2. Interpersonal Relationships 3. Sense of Urgency and 4. Information Processing
The BPA has a vast range of applicability widely used across various fields to gain a better understanding of self and others including individual development, enhancing interpersonal relations, improving communication skills, team building, leadership training, negotiation skills, etc.
Multiple Benefits of the BPA Psychometric Assessment:
• BPA provides a balanced view of behaviour of an individual.
• Self-scored within 15-20 minutes, BPA moves quickly from developing a profile to applying the learning.
• Develop important behaviour skills, including how to flex their style to manage conflict and facilitate team work.
• The instrument’s clarity and its uncomplicated format allow you to integrate it into existing training, or make it the centrepiece of a programme.
• It allows the Corporate to assess employees on their: - preferred behavioural style at work - ability to modify their behaviour to suit the needs of current job situation - expected behaviour under work pressure.
• Brings to light the method of communication typically used by the employees
• Gives us a deeper understanding about factors leading to interpersonal challenges at work.
• Helps us identify each employees’ working styles and their pros and cons.
The research thesis of this study is that matching students? learning style preferences with the ... more The research thesis of this study is that matching students? learning style preferences with the complementary course syllabus and instruction improved academic achievement and student attitudes toward learning based on the research wok of Kurt Lewin, David Kolb, John Dewey, Jean Piaget.
The composition of this study method is both descriptive and exploratory. In the first part of the study, the qualitative research method was used to overview the literature background of the study. In the empirical part of the study, the factor analysis, using the Principle Axes Factoring method ? PAF, was used to extract learning styles. This study has four aspects. First, it outlines the literature review, summarizing learning styles taxonomy. Then it covers research framework and methodology, including data collection, sample characteristics, variables description and data analysis and tests the learning styles theories using factor analysis. Finally, it discusses the results by recognizing some limitations and by providing pedagogical implications and further research.
This article explains the cyclical learning styles like participating, reflecting, structuring and experimenting, based on the combined research work of many notable researchers. The concept of learning styles is embedded in different academic literature and researched from different approaches, including intelligent learning systems (Laureano-Cruces et al., 2006), a genetic algorithm approach to students\' learning styles (Yannibelli et al., 2006), a web-based education perspective on learning styles (Garcia et al., 2007), learning about and through aesthetic experience (Welsh et al., 2007), use of business case studies in the learning process (Duff et al., 2008), problem-solving strategies within learning styles (Metallidou & Platsidou, 2008), preferred learning styles (Peters et al., 2008) and an adaptive learning system perspective of learning styles (Tseng et al., 2008
Howard Earl Gardner (born July 11, 1943 in Scranton, Pennsylvania) is an American developmental p... more Howard Earl Gardner (born July 11, 1943 in Scranton, Pennsylvania) is an American developmental psychologist. Howard Gardner's theory of Multiple Intelligences utilizes aspects of cognitive and developmental psychology, anthropology, and sociology to explain the human intellect. The theory was introduced in 1983, with Gardner's book, Frames of Mind.
This article talks about the research work of Dr. William Marston. He believed that behaviour of ... more This article talks about the research work of Dr. William Marston. He believed that behaviour of individuals are greatly influenced by their upbringing and environment. He developed the " four quadrant behavioural model of inner motivation " 4Cs is a self-awareness profile that indicates the Controlling, Convincing, Conforming and Consistent emotional responses of people due to long-standing influences of upbringing from the individuals' environment, in order to assess various aspects like drive to overcome barriers, ability to persuade etc.
It throws light on individuals as people oriented or task oriented, reflecting the style by which they will get work done. It also helps find out if an individual is 'Active or Passive' in their approach to work and life. It also shows whether an individual would lead by providing a vision of future possibilities or by making best possible use of available opportunities.
This article helps the readers to understand their inner motivation styles and excel in both: their personal as well as professional life, since success at work while handling people comes from knowing the motivational drives, emotional responses and behaviour patterns of individuals and leveraging on them to meet the needs of the situation.
PPC 20 – People Performance Competency Assessment – An Objective Psychometric Measure
One of the... more PPC 20 – People Performance Competency Assessment – An Objective Psychometric Measure
One of the core driving factors of any organization is the competency level of its employees. Competencies are important to organization as they focus on people's unique skills, knowledge and attitudes which are more than measuring only the technical skills of people.
For the success of any organization it is important to measure the skills, attitudes and knowledge of people that leads to success. Competencies are more durable than job tasks. Competencies are part of people, not the work they do. The unique characteristics has been overlooked or poorly identified in most traditional job descriptions, which typically have a brief list that may cover only technical skills.
People Performance Competency 20 is a psychometric assessment that measures the competencies based on knowledge, skills and attitudes. It has multiple benefits like it helps in understanding the strengths, weaknesses, opportunities and threats for individuals, it also helps in identifying the gaps in the existing skill level and requisite skill level demanded by the job, identifying right person for the right job etc.
Using these assessment organizations will be in a better position to recruit, select, develop, reward, and promote the most successful people. Hence, competencies are an important tool, much like a compass, to find direction in attracting, developing, retaining, and positioning the best, most productive and promotable people. Measuring it with the appropriate psychometric tools like PPC 20 will bring effective results in mapping individual competencies.
This article throws light on the importance of different kinds of psychometric assessments and th... more This article throws light on the importance of different kinds of psychometric assessments and their wide application across fields to different population as well as the emerging significance of a new profession – " Psychometric Interpreter / Analyst". It also becomes evident in the article that this field has huge scope in the future and is advancing on a quick pace.
" Psychometric Interpreter / Analyst " as coined by the authors in the following article are a breed of specialists, known for skills and knowledge in the tools of Psychometrics and are adept at using them to diagnose and break down challenging situations that involve people. The Psychometric Interpreter can identify the less than obvious behaviours and communication that impact performance, thus bringing in a laser like focus to the most pressing issues in any scenario. They see team dynamics as a function of individual member characteristics and attitudes, and bring in solutions to improve cohesiveness, trust and synergy.
'Psychometric Interpreters / Analyst' are in demand worldwide in the fields of Management, HR and psychologists, change agents, human resource professionals, people developers, recruiters and others. Whatever the channel, their value lies undoubtedly in transforming 'limiting mindsets' to 'enabling mindsets', leading to enhanced self-confidence, academic performance, career growth, rewarding interpersonal relationships, work-life balance and leadership outlook.
This article also explains the role of Psychometric interpreters / Analyst in areas such as Training, Coaching, team building, recruitment, organisational development, education – teaching, parenting and the list goes on… This article is one of its kinds and needs further research as its application and use is humongous to all the areas of life.
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The article highlights six concerns that an employee would have during the time of an organizational change through which 4 individual profiles have been derived. The result of this assessment provides valuable inputs for the employee to create an action plan that is targeted towards fruitful ways of overcoming their concerns. This article also talks about the change related theories from the fields of psychology and management. Thus, an integration of all these theories supports the validity and relevance of CRP.
distributive, collective and complimentary form of leadership. Many leadership theories are referred and
considered in this research article to gain a broader understanding of the most important leadership
styles/types/models to equip the leaders of today to lead, inspire and motivate people towards success.
To further explore this form of leadership, 4 significant leadership styles are proposed in this paper: Director
(System-driven), Coach (People person), Entrepreneur (Visionary) and Specialist (Technical expert), taking
different theories of leadership into consideration.
The above leadership types are representations of ways of leading in the complex organisation. They may be seen as models to understand the leadership behavior and characteristics. In the discussion of each of
the above-mentioned leadership types, specific features, attitudes, approach and traits are explored. In
addition, the specific leadership behavior patterns of the 4 leadership styles are highlighted. These in-depth
descriptions form the foundation for developing a LEAP – Leadership Effective Aptitude Profile assessment, a
psychometric tool designed to allow leaders to identify their own leadership style to help them lead people
effectively.
Each manager/leader has his or her unique approach to leading people which may be effective in some situations or may be rendered ineffective under certain circumstances. The awareness of personal
leadership style and its implications is imperative to be able to develop leadership skills and flex leadership
techniques according to situational demands.
The insight provided by LEAP assessment, discussed in this research paper, acts as an underpinning for comprehensive and balanced leadership effectiveness. This tool is extensively used as a prelude to leadership skill development. It acts as an early indicator of the manner a prospective manager would dispense leadership. It determines if leaders actively provide feedback to develop subordinates, lead by providing a vision of future opportunities or by defining systems and procedures to minimize wastage and maximize predictability etc.
Every student is different and so one-size-fits-all approach does not apply to learning and intelligence. If the teachers teaching style does not suit your children learning style then there is surely a problem in learning. You can get your children’s learning and intelligence potential assessed and analysed.
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
MAPP – Managing Attitudes & Performance Potential With Scientific Psychometric Measurement Tools for Managers.
You develop people and so do many other managers in the world. But a few managers make the world of difference in their coaching. They make that big difference by not just coaching like any other manager but by providing value additions.
Psychometric tools are excellent in supplementing the value of your people development efforts as they give your people the scope to look within oneself and gain the self awareness. This self knowledge enables the understanding of one’s areas of strength and improvement.
The wide collection of tools based on extensive research are extensively used by managers in many organisations covering a wide range of audience ranging from front line staff to the senior management or even the CEO’s in the corporate world.
They can be used for recruitment, training, coaching, performance management, competency mapping, succession planning and more.
https://www.academia.edu/32276764/PPC_20_PEOPLE_PERFORMANCE_COMPETENCY_ASSESSMENT_ANOBJECTIVE_PSYCHOMETRIC_MEASURE
It is time you set aside a few minutes to read the article, chew over it, digest it, reflect on it. This article will surely make you think, think for your own good. As you think, you gain new perspectives and that change in your thought process shows you the way forward. If you need further help or support please feel free to write to the authors.
https://www.youtube.com/watch?v=lY_TIWwzGXE
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioural interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
In this back drop the MAPP methodology is objective, easy and simple with astounding results. It routes out bias completely since it is a self assessment. It's objective since it is making use of 5 powerful Psychometric assessment tools. It's impact is positive since the focus is on strengths. It is fast and easy as the assessments are available online and can be completed in a about an hour and results can be discussed rationally. MAPP - Managing Attitudes and Performance Potential is a must for every manager.
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
Communication pattern analysis is a scientific psychometric tool based on the transactional analysis developed by Eric Berne. It is used to improve communication by understanding how one has developed communication skills. It gives insight into how we relate and communicate with others and acknowledge how each one of us differ in our ways of communication.
This articles talks in details about the CPA (Communication pattern analysis), a psychometric tool, how it helps in analyzing the communication pattern of others, to flex our style accordingly and avoid communication gaps. Thus, using this assessment one can benefit to understand varied communication pattern skills to develop interpersonal relationships which is impacted by upbringing and environmental factors. It helps to utilize our communication, teamwork and build rapport.
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
This simple and useful tool is based on the works of a famous Swiss psychiatrist, Carl G Jung, who classified personality into four major types based on how we view others, gather information, process data and communicate with others.
The practical tool helps an individual in understanding one's natural personality style and tips on how to recognize and communicate with other styles. The four types of Feeler, Intuitor, Thinker and Sensor helps in identifying the true potential of an individual and maps the potential to the demands of daily life, career, relationship, etc.
It's simple, practical and easy to use in everyday life in getting to know oneself as well as in understanding others better - be they our family members, teammates, seniors, customers or vendors.
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
Learning styles are influenced by many factors such as individual experience, different intelligence and personality factors such as a preference for learning alone or in a group. Our learning style will influence how we cope with regular tasks in our life and learning, even simple things like reading a map or cooking a meal.
'Learning style' should be interpreted to mean an individual mixture of styles. Everyone has a mixture of strengths and preferences. No-one has exclusively one single style or preference.
Knowing the "VAK" Learning styles is hugely beneficial for students as it gives insight into strengths, weaknesses and learning habits. It shows how to take advantage of the natural learning skills & inclinations. Increases self-confidence and improves self-image of the students. Expands existing learning and studying strategies for a life time of learning anything.
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
http://www.ijirmf.com/wp-content/uploads/2017/04/201704003.pdf
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
1. Communication Style
2. Interpersonal Relationships
3. Sense of Urgency and
4. Information Processing
The BPA has a vast range of applicability widely used across various fields to gain a better understanding of self and others including individual development, enhancing interpersonal relations, improving communication skills, team building, leadership training, negotiation skills, etc.
Multiple Benefits of the BPA Psychometric Assessment:
• BPA provides a balanced view of behaviour of an individual.
• Self-scored within 15-20 minutes, BPA moves quickly from developing a profile to applying the learning.
• Develop important behaviour skills, including how to flex their style to manage conflict and facilitate team work.
• The instrument’s clarity and its uncomplicated format allow you to integrate it into existing training, or make it the centrepiece of a programme.
• It allows the Corporate to assess employees on their:
- preferred behavioural style at work
- ability to modify their behaviour to suit the needs of current job situation
- expected behaviour under work pressure.
• Brings to light the method of communication typically used by the employees
• Gives us a deeper understanding about factors leading to interpersonal challenges at work.
• Helps us identify each employees’ working styles and their pros and cons.
http://www.ijirmf.com/wp-content/uploads/2017/04/201704053.pdf
The composition of this study method is both descriptive and exploratory. In the first part of the study, the qualitative research method was used to overview the literature background of the study. In the empirical part of the study, the factor analysis, using the Principle Axes Factoring method ? PAF, was used to extract learning styles. This study has four aspects. First, it outlines the literature review, summarizing learning styles taxonomy. Then it covers research framework and methodology, including data collection, sample characteristics, variables description and data analysis and tests the learning styles theories using factor analysis. Finally, it discusses the results by recognizing some limitations and by providing pedagogical implications and further research.
This article explains the cyclical learning styles like participating, reflecting, structuring and experimenting, based on the combined research work of many notable researchers. The concept of learning styles is embedded in different academic literature and researched from different approaches, including intelligent learning systems (Laureano-Cruces et al., 2006), a genetic algorithm approach to students\' learning styles (Yannibelli et al., 2006), a web-based education perspective on learning styles (Garcia et al., 2007), learning about and through aesthetic experience (Welsh et al., 2007), use of business case studies in the learning process (Duff et al., 2008), problem-solving strategies within learning styles (Metallidou & Platsidou, 2008), preferred learning styles (Peters et al., 2008) and an adaptive learning system perspective of learning styles (Tseng et al., 2008
- See more at: http://www.journalijar.com/article/16408/prse---cyclical-learning-styles-and-stages-based-on-the-research-of-kurt-lewin,-david-kolb,john-dewey,-jean-piaget./#sthash.92EI4Jxa.dpuf
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
http://www.ijsrp.org/research-paper-0417.php?rp=P646339
It throws light on individuals as people oriented or task oriented, reflecting the style by which they will get work done. It also helps find out if an individual is 'Active or Passive' in their approach to work and life. It also shows whether an individual would lead by providing a vision of future possibilities or by making best possible use of available opportunities.
This article helps the readers to understand their inner motivation styles and excel in both: their personal as well as professional life, since success at work while handling people comes from knowing the motivational drives, emotional responses and behaviour patterns of individuals and leveraging on them to meet the needs of the situation.
http://www.ijsrp.org/research-paper-0417.php?rp=P646341
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
One of the core driving factors of any organization is the competency level of its employees. Competencies are important to organization as they focus on people's unique skills, knowledge and attitudes which are more than measuring only the technical skills of people.
For the success of any organization it is important to measure the skills, attitudes and knowledge of people that leads to success. Competencies are more durable than job tasks. Competencies are part of people, not the work they do. The unique characteristics has been overlooked or poorly identified in most traditional job descriptions, which typically have a brief list that may cover only technical skills.
People Performance Competency 20 is a psychometric assessment that measures the competencies based on knowledge, skills and attitudes. It has multiple benefits like it helps in understanding the strengths, weaknesses, opportunities and threats for individuals, it also helps in identifying the gaps in the existing skill level and requisite skill level demanded by the job, identifying right person for the right job etc.
Using these assessment organizations will be in a better position to recruit, select, develop, reward, and promote the most successful people. Hence, competencies are an important tool, much like a compass, to find direction in attracting, developing, retaining, and positioning the best, most productive and promotable people. Measuring it with the appropriate psychometric tools like PPC 20 will bring effective results in mapping individual competencies.
http://www.impactjournals.us/journals.php?id=78&jtype=2&page=24
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.youtube.com/watch?v=8tm4jB_06v8&t=1419
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
" Psychometric Interpreter / Analyst " as coined by the authors in the following article are a breed of specialists, known for skills and knowledge in the tools of Psychometrics and are adept at using them to diagnose and break down challenging situations that involve people. The Psychometric Interpreter can identify the less than obvious behaviours and communication that impact performance, thus bringing in a laser like focus to the most pressing issues in any scenario. They see team dynamics as a function of individual member characteristics and attitudes, and bring in solutions to improve cohesiveness, trust and synergy.
'Psychometric Interpreters / Analyst' are in demand worldwide in the fields of Management, HR and psychologists, change agents, human resource professionals, people developers, recruiters and others. Whatever the channel, their value lies undoubtedly in transforming 'limiting mindsets' to 'enabling mindsets', leading to enhanced self-confidence, academic performance, career growth, rewarding interpersonal relationships, work-life balance and leadership outlook.
This article also explains the role of Psychometric interpreters / Analyst in areas such as Training, Coaching, team building, recruitment, organisational development, education – teaching, parenting and the list goes on… This article is one of its kinds and needs further research as its application and use is humongous to all the areas of life.
https://www.youtube.com/watch?v=-gtqguaiYqQ
https://www.youtube.com/watch?v=lY_TIWwzGXE
The article highlights six concerns that an employee would have during the time of an organizational change through which 4 individual profiles have been derived. The result of this assessment provides valuable inputs for the employee to create an action plan that is targeted towards fruitful ways of overcoming their concerns. This article also talks about the change related theories from the fields of psychology and management. Thus, an integration of all these theories supports the validity and relevance of CRP.
distributive, collective and complimentary form of leadership. Many leadership theories are referred and
considered in this research article to gain a broader understanding of the most important leadership
styles/types/models to equip the leaders of today to lead, inspire and motivate people towards success.
To further explore this form of leadership, 4 significant leadership styles are proposed in this paper: Director
(System-driven), Coach (People person), Entrepreneur (Visionary) and Specialist (Technical expert), taking
different theories of leadership into consideration.
The above leadership types are representations of ways of leading in the complex organisation. They may be seen as models to understand the leadership behavior and characteristics. In the discussion of each of
the above-mentioned leadership types, specific features, attitudes, approach and traits are explored. In
addition, the specific leadership behavior patterns of the 4 leadership styles are highlighted. These in-depth
descriptions form the foundation for developing a LEAP – Leadership Effective Aptitude Profile assessment, a
psychometric tool designed to allow leaders to identify their own leadership style to help them lead people
effectively.
Each manager/leader has his or her unique approach to leading people which may be effective in some situations or may be rendered ineffective under certain circumstances. The awareness of personal
leadership style and its implications is imperative to be able to develop leadership skills and flex leadership
techniques according to situational demands.
The insight provided by LEAP assessment, discussed in this research paper, acts as an underpinning for comprehensive and balanced leadership effectiveness. This tool is extensively used as a prelude to leadership skill development. It acts as an early indicator of the manner a prospective manager would dispense leadership. It determines if leaders actively provide feedback to develop subordinates, lead by providing a vision of future opportunities or by defining systems and procedures to minimize wastage and maximize predictability etc.
Every student is different and so one-size-fits-all approach does not apply to learning and intelligence. If the teachers teaching style does not suit your children learning style then there is surely a problem in learning. You can get your children’s learning and intelligence potential assessed and analysed.
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
MAPP – Managing Attitudes & Performance Potential With Scientific Psychometric Measurement Tools for Managers.
You develop people and so do many other managers in the world. But a few managers make the world of difference in their coaching. They make that big difference by not just coaching like any other manager but by providing value additions.
Psychometric tools are excellent in supplementing the value of your people development efforts as they give your people the scope to look within oneself and gain the self awareness. This self knowledge enables the understanding of one’s areas of strength and improvement.
The wide collection of tools based on extensive research are extensively used by managers in many organisations covering a wide range of audience ranging from front line staff to the senior management or even the CEO’s in the corporate world.
They can be used for recruitment, training, coaching, performance management, competency mapping, succession planning and more.
https://www.academia.edu/32276764/PPC_20_PEOPLE_PERFORMANCE_COMPETENCY_ASSESSMENT_ANOBJECTIVE_PSYCHOMETRIC_MEASURE
It is time you set aside a few minutes to read the article, chew over it, digest it, reflect on it. This article will surely make you think, think for your own good. As you think, you gain new perspectives and that change in your thought process shows you the way forward. If you need further help or support please feel free to write to the authors.
https://www.youtube.com/watch?v=lY_TIWwzGXE
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioural interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
In this back drop the MAPP methodology is objective, easy and simple with astounding results. It routes out bias completely since it is a self assessment. It's objective since it is making use of 5 powerful Psychometric assessment tools. It's impact is positive since the focus is on strengths. It is fast and easy as the assessments are available online and can be completed in a about an hour and results can be discussed rationally. MAPP - Managing Attitudes and Performance Potential is a must for every manager.
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
Communication pattern analysis is a scientific psychometric tool based on the transactional analysis developed by Eric Berne. It is used to improve communication by understanding how one has developed communication skills. It gives insight into how we relate and communicate with others and acknowledge how each one of us differ in our ways of communication.
This articles talks in details about the CPA (Communication pattern analysis), a psychometric tool, how it helps in analyzing the communication pattern of others, to flex our style accordingly and avoid communication gaps. Thus, using this assessment one can benefit to understand varied communication pattern skills to develop interpersonal relationships which is impacted by upbringing and environmental factors. It helps to utilize our communication, teamwork and build rapport.
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
This simple and useful tool is based on the works of a famous Swiss psychiatrist, Carl G Jung, who classified personality into four major types based on how we view others, gather information, process data and communicate with others.
The practical tool helps an individual in understanding one's natural personality style and tips on how to recognize and communicate with other styles. The four types of Feeler, Intuitor, Thinker and Sensor helps in identifying the true potential of an individual and maps the potential to the demands of daily life, career, relationship, etc.
It's simple, practical and easy to use in everyday life in getting to know oneself as well as in understanding others better - be they our family members, teammates, seniors, customers or vendors.
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
Learning styles are influenced by many factors such as individual experience, different intelligence and personality factors such as a preference for learning alone or in a group. Our learning style will influence how we cope with regular tasks in our life and learning, even simple things like reading a map or cooking a meal.
'Learning style' should be interpreted to mean an individual mixture of styles. Everyone has a mixture of strengths and preferences. No-one has exclusively one single style or preference.
Knowing the "VAK" Learning styles is hugely beneficial for students as it gives insight into strengths, weaknesses and learning habits. It shows how to take advantage of the natural learning skills & inclinations. Increases self-confidence and improves self-image of the students. Expands existing learning and studying strategies for a life time of learning anything.
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
http://www.ijirmf.com/wp-content/uploads/2017/04/201704003.pdf
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
1. Communication Style
2. Interpersonal Relationships
3. Sense of Urgency and
4. Information Processing
The BPA has a vast range of applicability widely used across various fields to gain a better understanding of self and others including individual development, enhancing interpersonal relations, improving communication skills, team building, leadership training, negotiation skills, etc.
Multiple Benefits of the BPA Psychometric Assessment:
• BPA provides a balanced view of behaviour of an individual.
• Self-scored within 15-20 minutes, BPA moves quickly from developing a profile to applying the learning.
• Develop important behaviour skills, including how to flex their style to manage conflict and facilitate team work.
• The instrument’s clarity and its uncomplicated format allow you to integrate it into existing training, or make it the centrepiece of a programme.
• It allows the Corporate to assess employees on their:
- preferred behavioural style at work
- ability to modify their behaviour to suit the needs of current job situation
- expected behaviour under work pressure.
• Brings to light the method of communication typically used by the employees
• Gives us a deeper understanding about factors leading to interpersonal challenges at work.
• Helps us identify each employees’ working styles and their pros and cons.
http://www.ijirmf.com/wp-content/uploads/2017/04/201704053.pdf
The composition of this study method is both descriptive and exploratory. In the first part of the study, the qualitative research method was used to overview the literature background of the study. In the empirical part of the study, the factor analysis, using the Principle Axes Factoring method ? PAF, was used to extract learning styles. This study has four aspects. First, it outlines the literature review, summarizing learning styles taxonomy. Then it covers research framework and methodology, including data collection, sample characteristics, variables description and data analysis and tests the learning styles theories using factor analysis. Finally, it discusses the results by recognizing some limitations and by providing pedagogical implications and further research.
This article explains the cyclical learning styles like participating, reflecting, structuring and experimenting, based on the combined research work of many notable researchers. The concept of learning styles is embedded in different academic literature and researched from different approaches, including intelligent learning systems (Laureano-Cruces et al., 2006), a genetic algorithm approach to students\' learning styles (Yannibelli et al., 2006), a web-based education perspective on learning styles (Garcia et al., 2007), learning about and through aesthetic experience (Welsh et al., 2007), use of business case studies in the learning process (Duff et al., 2008), problem-solving strategies within learning styles (Metallidou & Platsidou, 2008), preferred learning styles (Peters et al., 2008) and an adaptive learning system perspective of learning styles (Tseng et al., 2008
- See more at: http://www.journalijar.com/article/16408/prse---cyclical-learning-styles-and-stages-based-on-the-research-of-kurt-lewin,-david-kolb,john-dewey,-jean-piaget./#sthash.92EI4Jxa.dpuf
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
https://www.youtube.com/watch?v=l3Yc5X-w7EQ&t=52s
https://www.academia.edu/12941950/Gaining_GRADES_-_Get_Results_by_Assessing_and_Developing_Effective_Styles
http://www.ijsrp.org/research-paper-0417.php?rp=P646339
It throws light on individuals as people oriented or task oriented, reflecting the style by which they will get work done. It also helps find out if an individual is 'Active or Passive' in their approach to work and life. It also shows whether an individual would lead by providing a vision of future possibilities or by making best possible use of available opportunities.
This article helps the readers to understand their inner motivation styles and excel in both: their personal as well as professional life, since success at work while handling people comes from knowing the motivational drives, emotional responses and behaviour patterns of individuals and leveraging on them to meet the needs of the situation.
http://www.ijsrp.org/research-paper-0417.php?rp=P646341
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
One of the core driving factors of any organization is the competency level of its employees. Competencies are important to organization as they focus on people's unique skills, knowledge and attitudes which are more than measuring only the technical skills of people.
For the success of any organization it is important to measure the skills, attitudes and knowledge of people that leads to success. Competencies are more durable than job tasks. Competencies are part of people, not the work they do. The unique characteristics has been overlooked or poorly identified in most traditional job descriptions, which typically have a brief list that may cover only technical skills.
People Performance Competency 20 is a psychometric assessment that measures the competencies based on knowledge, skills and attitudes. It has multiple benefits like it helps in understanding the strengths, weaknesses, opportunities and threats for individuals, it also helps in identifying the gaps in the existing skill level and requisite skill level demanded by the job, identifying right person for the right job etc.
Using these assessment organizations will be in a better position to recruit, select, develop, reward, and promote the most successful people. Hence, competencies are an important tool, much like a compass, to find direction in attracting, developing, retaining, and positioning the best, most productive and promotable people. Measuring it with the appropriate psychometric tools like PPC 20 will bring effective results in mapping individual competencies.
http://www.impactjournals.us/journals.php?id=78&jtype=2&page=24
https://www.youtube.com/watch?v=lY_TIWwzGXE
https://www.youtube.com/watch?v=8tm4jB_06v8&t=1419
https://www.academia.edu/32269056/BENEFITS_OF_LEARNING_PSYCHOMETRICS_INTERPRETATION
" Psychometric Interpreter / Analyst " as coined by the authors in the following article are a breed of specialists, known for skills and knowledge in the tools of Psychometrics and are adept at using them to diagnose and break down challenging situations that involve people. The Psychometric Interpreter can identify the less than obvious behaviours and communication that impact performance, thus bringing in a laser like focus to the most pressing issues in any scenario. They see team dynamics as a function of individual member characteristics and attitudes, and bring in solutions to improve cohesiveness, trust and synergy.
'Psychometric Interpreters / Analyst' are in demand worldwide in the fields of Management, HR and psychologists, change agents, human resource professionals, people developers, recruiters and others. Whatever the channel, their value lies undoubtedly in transforming 'limiting mindsets' to 'enabling mindsets', leading to enhanced self-confidence, academic performance, career growth, rewarding interpersonal relationships, work-life balance and leadership outlook.
This article also explains the role of Psychometric interpreters / Analyst in areas such as Training, Coaching, team building, recruitment, organisational development, education – teaching, parenting and the list goes on… This article is one of its kinds and needs further research as its application and use is humongous to all the areas of life.
https://www.youtube.com/watch?v=-gtqguaiYqQ
https://www.youtube.com/watch?v=lY_TIWwzGXE