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Methodology: Micro Level

Methodology: Micro Level. Personality Testing. Psychological Testing. ‘Psychological testing is an instrument for the quantitative assessment of some psychological attribute or attributes of an individual’ . The British Psychological Society. Psychological Testing.

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Methodology: Micro Level

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  1. Methodology: Micro Level Personality Testing

  2. Psychological Testing ‘Psychological testing is an instrument for the quantitative assessment of some psychological attribute or attributes of an individual’. The British Psychological Society

  3. Psychological Testing • Designed to compare peoples’ characteristics • Offers a selector • Assigning a role according to the person’s Personality Trait Characteristics in Systems Development Projects

  4. Psychological Testing • Sir Francis Galton, 19th century. • Assess people’s abilities that cannot be accurately identified through other means. • Binet in France and Spearman in England termed Psychometrics.

  5. Psychological Testing • Job analysis • Organisational analysis • Job description • Selection criteria Job Analysis Organisational Analysis Job Description Applicants Selection Criteria Billsberry (1996) The organisational entry analysis process

  6. Psychological Tests • Ability and Aptitude tests • Motivational tests • Personality tests

  7. Psychological Tests • Specific underlying principles. • Standardised to produce results that equate with the norm of the general population. • Less subjective than other means of assessment.

  8. Psychological Tests • Reduce bias in selection. • Promote effective organisational communication and decision-making. • Tool for strategising.

  9. Psychological Tests Perfect positive correlation Perfect prediction 1.0 0.98 0.8 0.7 Assessment centres (promotion) 0.6 Work-sample tests Ability tests Accuracy of selection methods 0.5 Assessment centres (performance) 0.4 Personality Tests (combinations) 0.3 Bio-data Smith, Gregg & Andrews (1989) Accuracy of selection tools Structured interviews 0.2 0.1 Typical interviews & references Astrology 0 Graphology Perfect negative correlation -0.1 Chance prediction

  10. Personality Test • Allport and Odbert,1936 • Designed to identify the unchanging personality of an individual • Motivation for use must be justified.

  11. Personality Test • Application is carried out in a non-discriminatory manner. • Professional test application management team.

  12. Personality testing Strategy in SD • Implementation according to user personalities. • Training team members according to the personality types.

  13. Personalities in SD • Emotional Intelligence is ‘the ability to monitor one's own or others' emotions’ • Communication with understanding of others would is a requirement for accomplished collaboration.

  14. Personalities in SD • Systems Development personnel have lower emotional intelligence (97.5) than the general public (100). • Cloning syndrome: 60% vs. 20%. • Global phenomenon.

  15. Personality Testing: Results • DeMarco (1999) • Psychological Testing

  16. Methodology: Micro Level Group Dynamics

  17. Group Dynamics • Grouping people to work together towards a common goal • Groups in Systems Development • Group Dynamics • Enable strategic positioning and selection of group stakeholders

  18. Group Dynamics • Applies the process of Personality Testing. • Ignores functional role attributes. • Members complement each other and have a greater likelihood of project success.

  19. Group Development • Synergy is the fusing of a team. • A group will go through stages in its lifetime: • forming stage • storming stage • norming stage • performing stage and • adjourning stage

  20. Group Development • A group that is considered successful both works together and accomplishes its tasks to a high quality and within resource and time constraints.

  21. Group Dynamics: Research • Functional Role vs. Team Role. • Slater (1955) made one of the first studies in Group Dynamics. • MBTI found similar results.

  22. Group Dynamics: Belbin • Belbin’s research • Team Role Activities:

  23. Group Dynamics: Belbin cont. • Team Roles: • Plant, Resource Investigator, Monitor Evaluator, Shaper, Co-ordinator, Implementer, Completer Finisher, Team Worker, Specialist • Strengths and weaknesses for each team role. • A group needs to be made up of the team members for stability.

  24. Conclusion • Groups have an essential role to play in decision making within organisations. • A group is made up of people with diverse knowledge, skills and personalities. • Diversity and monoculture can result in unproductive decision-making.

  25. Conclusion • Group Dynamics offers a strategic process that balances personalities. • Each personality associated role brings individual benefits to the group.

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