Career Personality Test > Job Search > FAQs
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FAQsQ: How do I get my staff motivated to become efficient and effective? The staff are either in the wrong job according to their personal values OR alternatively, they are not blending within their working environment due to the staff having various conflicting values within that working environment which are not defined or understood.
A: Our assessments are:
Q: Who Developed the assessment? A: The process was actively driven by one of its pioneers, Dr. Neil Whitehouse MA. Sociology; PhD, Philosophy - Interdisciplinary Studies (Functional Intelligence). The assessments are based on the Ecometrical model , which by definition is, the quantification of human functioning within a defined environment and the phrase "ecometrics" was coined in the early 1960's by a Professor Riaan van Zyl. Q: My father wants me to be a physiotherapist, I am not sure if that is what I want to do with my life? Please help? A: The only sure way to find out if your personal purpose lies in physiotherapy, is to do the scientific "Functional IntelligenceTM" career planning profile and then see if your personal values match the defined values necessary, in order to become a satisfied and happy physiotherapist. Q:How do I select the correct staff? A: The people in the working environment must have similar or non-conflicting values. The job profile must be conducive to the staff's personal values. Q: How do I know if I am in the right job? A: Should you not have a high level of satisfaction and contentment, you would either be in the wrong job working environment or alternatively doing a job that does not fulfill your personal purpose, which are defined by your personal values system. The result of any of these two factors being present within that working environment, you would be prevented from being able to live a fulfilled and happy life-style. Q: Despite using professional recruitment agencies I still have a huge staff turnaround. Why? A: The reason for this is that they firstly,have not scientifically defined the job type working values profile and secondly they have not scientifically matched that profile, to the staff's personal values within that working environment, which ofcourse, are the most essential and critical elements necessary, when determining the working values, which are present within that working environment. Q: How do I get my staff motivated to become efficient and effective? A: Your staff are not motivated for the following reason: A: Your staff are not motivated for the following reasons:
A: Your assessment remains confidential at all times. Q: What are some of the other sociometric tools and what is the comparison? A The tools are not sociometrics, but ecometrical based on the sociological definition as defined: “Ecometrics is the quantification of Human behavior within a defined environment.” We are the world firsts and the author was the author of the "Functional Intelligence" program presently used by FQGLOBAL. However, the ecometrical doctrine started in the 1960's and only took root in 1995, by two main scholars. namely Dr Anne Faul, (Ph.D) and Mr Albertus Hanekom, who had a B.com degree in Education and furthered his study by achieving a Masters Degree in the same arena. Q. What is the comparison between your "Functional Intelligence" program and the popular psychometrical tests? A. Psychometrics in our opinion is a total myth for the following reasons:
A. Firstly, there is no comparison between Psychometrics and Ecometrics as a doctrine, Both have different points of departure; but all assessments should be validated for validity in accordance with the world standard of measurement in this regard. It is the Coefficient Alpha measurement system that measures the validity of the questions asked and is measured on a scale of 0-1. The break point for this acceptable level is .6 on this coefficient alpha scale. We are sitting at 0.83 in this regard. Reliability is measured on the Standard Error Measurement system, and is the system that is used world-wide to quantify reliability. But by converting the reliability into the coefficient Alpha score system, we get the desired results in scoring terms. The reason that psychometrics does not achieve the most basic requirement is because the standard that they are measuring against is a norm, which in human terms of behavior does not exist, therefore it becomes impossible to define a norm, resulting in the fact that one could never get a reliable validity standard of acceptance and the second reason why validity cannot prevail is because there are too few questions asked against each construct. Now, if a candidate answers a question in error then it changes the variance greater than the tolerance allowed. For example, if only 3 questions are asked per construct and one is answered in error then you have a 25% error. That is of course if the candidate answers the question 1 instead of a 5 but if the candidate answered a 4 instead of a 5 you would have an excess of +5% which is also above the allowable tolerance. allowed for the relevant measurement authority. We ask a minimum of eight questions and up to 14 questions on the critical elements of human functioning. So an error in 1 or 2 of the questions does not exceed a 3% error overall which is why we get the reliability and validity we do. We are presently upgrading our website to a seven option question instead of five which would up our reliability and Validity in to the +.9 on the measurement standard. This standard gives us an accurate and reliable assessment and is defendable in a court of law. No psychometric test can be defended for reliability and validity at any time. Q. Can you give more details or explanation on GBS and IIS systems. A. All psychometric test are based on the “General Behavioural System” (GBS) that is why they rely on observation of behaviour as a standard of quantification. That is why recruitment and staff functioning and especially the yearly performance rating exercise are both unjust and are open to the biases that often demotivates staff and further are based on perception management, which has no foundation for accuracy. One must ask themselves this very interesting but simple question. What does a Resume tell you about the Inner Picture of any person? The answers are simple nothing. Further when a person uses a resume as a means of selection it is subjective to the eye of the beholders personal values and perceptions? Then using an unreliable resume we invite people into another unreliable source called an interview. I have done this many times in my research. I can act out any picture I want to portray. I was offered senior positions in numerous positions and in roles I knew nothing about, but because of my ability to act out the role I was perceived to be the right guy. That is why there are so many fraudsters and the reason why there is an occupation called “Acting” That acting has nothing to do with my true inner picture. Functional Intelligence deals with the “Inner Picture” of man, so we compare the actor (portrayal) against His/her “Inner belief system” IIS which determines the Inner picture and compares it with the outer portrayal picture. Through this we can determine whether or not we are dealing with introvert tendencies or extrovert tendencies. We can also validate the honesty of a person by understanding the IIS, because all candidates do not know what we are quantifying. We constantly warn candidates that any false information or impression management would be easily detectable. Q.Under the section ‘What do we measure’ – I find 10 negative issues, emotions and states are mentioned – except on slide 11 where you mention 6 positive constructs around 3 dimensions of Achievement, Satisfaction and Expectations. A. In Human functioning people do not worry about expressing the positive things about themselves. We use many more positive functioning constructs than the 6 mentioned. However, these are listed under the super construct group known as Positive functioning areas. These are primary constructs in order for a person to function optimally. There are only 3 constructs in reality because we are measuring both the IIS and the GBS that is why there are six constructs. We look at the IIS system and compare it with the GBS. However this is an extensive subject and would need to be covered by a training sessions and cannot be explained in a few sentences. Q.I find it very interesting, that you claim you can pick up deception – how? A. I have answered the question in the above but briefly the system has been designed in such a manner that we can detect deception very easily. This could take pages to physically explain. It is dealt with when dealing with one of our coaches or in our training sessions. Briefly I will explain just one of about 30 ways of detection . Example: If my Stress IIS is over activated and my Stress GBS is optimal (under activated for explanation purposes) we then turn and Look at Anxiety which is an emotional construct and if the anxiety is equal or greater to the Stress IIS then it would considered to be inconsistent, because his Stress GBS system is showing introvert tendencies. Anxiety is an expression or emotion that derives the action from the GBS system. Introvert tendencies result in little emotions while Extrovert tendencies result in high expressions of emotions.
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