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Dr Elizabeth Allworth Allworth Juniper Organisational Psychologists & Barbara Griffin The University of Sydney
Overview
Case study
Steve, your new client, is the marketing director for a major Australian retail organisation A recent merger has resulted in a narrowing of Steves responsibilities His most recent performance review highlights leadership and planning as areas for development Having been in the role for five years, Steve is considering what he wants to do next He is not getting on well with his new CEO who doesnt seem to listen to him Can psychological assessment help Steve?
other managers Used to profile an individuals preferences, work style, capabilities, needs etc.
Performance measures
Job analysis
Importance of understanding the coachees
job context in terms of:
Job requirements Cultural environment Current and future change Future opportunities
Requirements for knowledge, skills & abilities (KSAs) JOB Supply of rewards & reinforcers
Tenure
Satisfaction
Individual KSAs
JOB
PERSON
Coachees KSAs
problem-solving
General cognitive (intellectual) ability: Specific abilities - numerical, verbal and abstract learning potential capacity to manage complexity in problem solving,
decision making etc. speed of thinking and judgment
Personality tests
Measures of Type e.g. MBTI Measures of the Big Five e.g. NEO-PI-R,
NEO-FFI, Hogan Personality Inventory
JOB
Motivation/Values
What drives the person
structured vs flexible
Career interests
work:
What do you like doing? work and non Helping people Analysing problems/diagnosing Managing, promoting services Handling data/writing reports Using your hands Art
Strong Interest Inventory (SII) Self-Directed Search (SDS) Occupational Card Sorts - Centre for
Work Life Counseling SHL Advanced Occupational and Management Interest Inventories Campbell Interest & Skill Survey
What is done on the job? What are the skills, knowledge and
attributes that are critical to success? Qualifications? Experience? What are the organisations goals and strategies? - competencies needed?
Money Promotional opportunities Social interaction Being able to do what you like doing Opportunities for learning Opportunities to manage people Security.
The University of Sydney
Job performance
Satisfactory Performance Requirements for knowledge, skills & abilities (KSAs) JOB Supply of rewards & reinforcers
Behavioural measures
Ratings of behaviour on-the-job, in
simulations e.g. assessment or development centres Self assessment, upward feedback, manager feedback, peer or customer feedback, multirater feedback including 360-degree Provide a baseline against which progress can be measured
TMS Linking Skills Profile MLQ Multi-factor Leadership Questionnaire Human Synergistics Life Styles Inventory (2) and
Management Effectiveness Profile System
Customised
Requirements for knowledge, skills & abilities (KSAs) JOB Supply of rewards & reinforcers
Tenure
Satisfaction
Conclusion
Psychological tests represent the best, fairest, and most accurate technology available for making many important decisions about individuals National Academy of Science (1982)
Limitations of testing
Testing traps
Face validity is important for acceptance but does not ensure validity
Based on sound scientific theory Measures relevant job competencies Adequate and appropriate norms
Satisfactory reliability
Demonstrated validity
The extent to which a test measures what it says it measures (construct validity)
The extent to which the test items are representative of the relevant behaviours or knowledge (content validity) The extent to which performance on the test predicts performance on the job (criterion validity)
> .35 .21 - .35 .11 - .20 < .11 Very beneficial Likely to be useful Depends on circumstances Unlikely to be useful
Language competence, disability, culture, anxiety Test bias, adverse impact issues
Privacy legislation Clarify who the client is Future use of test results Maintain security of test materials
Information: Provide data not easily obtained by other methods Self-awareness: Profile individual across a wide range of personal attributes Comparison: An individuals abilities, preferences, values etc benchmarked against others in a particular norm group e.g. managers, health workers, general population Reliability and validity: Increases confidence in the data used to assist planning of coaching program
Program planning:
performance
Establish baseline
Thank you