Personality models in an economic context
Psychological potential diagnostics are used in companies in a variety of areas
The number of personality models available to you is diverse, as are the procedures and approaches underlying them. Below you will find an overview and orientation about the background and possibilities of these in practice.
Typological procedures
As the name suggests, these procedures assume that every person can be assigned to a certain personality type.
The best-known methods include the DISG model (red, green, yellow and blue type), Myers Briggs Type Indicator (MBTI), Persolog or Insights, for example. Depending on the method, the result of the self-assessment provides four to 20 different types. These are differentiated from one another by categorically different characteristics. The reduction to a few types makes interpretation easy and satisfies our human need to "want to understand" and "gain security". However, the security that is supposedly gained is an illusion that cannot adequately do justice to the complexity of human beings. In addition, the validity of the approaches is insufficiently proven.
Lexical approaches and dimension-based methods
The lexical approach works with the assumption that important words that describe personality are reflected in the vocabulary of a language. By analyzing natural language, insights into the structure of a personality are possible. The underlying thesis is that there are five basic dimensions (Big Five) of personality that adequately describe differences between people. Language (especially adjectives) provides information on all aspects of personal differences. Consequently, the analysis of natural language can show relevance through the collection of terms from a language area and the individual use of terms. Costa and McCrae were able to provide convincing evidence of this in the mid-1980s using factor analysis. They developed an approach that is still widely used today (NEO PI, 1985). Today, there are various personality inventories based on the Big 5.
In contrast to typologies, dimension-based methods do not classify people according to either/or categories (either green or red type), but rather assume that personalities are on a continuum between two extremes. People therefore always have elements from both sides, for example introverted and extraverted facets, albeit to varying degrees. In order to understand a personality, not only the main categories are important, but also all strong, medium and low dimensions. Notable methods include BIG FIVE, NEO FFI and LINC Personality Profiler.
The IPT, which is anchored in the EPA PLUS, also follows this basic understanding. However, in contrast to the methods mentioned above, the survey is partly implicit. This means that not only is the respondent measured via questionnaires, but also indirectly via perception experiments.
Projective methods
Implicit methods can be described simply as a picture story exercise. They are methods for recording implicit motives and personality traits, i.e. they deal with the unconscious parts of our personality. For this purpose, stories are told based on given pictures. The stories are evaluated according to motive themes (e.g. performance, power, connection) using category systems. The stories are used to draw conclusions about the motive dispositions of the "storytellers". The interpretable image material uses the effect of the stimuli presented on our perception, so that conclusions about the personality are possible. The idea behind this is that motives directly influence perception and that individual interpretations of standardized image material therefore allow a diagnostic statement. This form of interpretation is called interpretation.
These diagnostic approaches have their origin in the Thematic Apprehended Test (TAT). The Operant Motive Test (OMT) and the Implicit Personality Test (IPT) also follow this idea to capture the intuitive and emotional aspects of motivation, which are implicit.
Journey through time: Development of potential diagnostics
“It has a long past, but a short history” Ebbinghaus on psychology
Potential diagnostic procedures have been around since the early 20th century.
Around 1900, first approaches by Sigmund Freud: idea of the unconscious made popular.
The origins, as it is often understood today, can be found in parallel in intelligence research. This sub-area has been empirically researched the most and should always be considered in a holistic view. Various studies show that this is a crucial predictor of professional success. Binet's IQ diagnostics are one example.
1926 Kurt Lewin + 1930 Carl Gustav Jung: Addressing the unconscious characteristics
1980s self-concept questionnaires: Big Five established as one of the leading methods. Today, there are various personality traits based on the Big Five. In professional work, it is important to remember that self-concept questionnaires can always exhibit a certain social desirability bias (see Wiggings, Costa & McCrae).
1985. NEO-PI
2004 NEO-Pi-R
Measurement of implicit motives: 1935 TAT - Measurement of implicit motives (partly unconscious)
original research by Murray and McClelland at Harvard University
Criticism: Bias in the evaluation - influence on validity
Since the 1940s, almost as well researched as intelligence
1950s Picture Story Exercises (PSE)
1999 OMT
2000 Multi-motif grid
2019 IPT
Conclusion: There are different research strands and measurement approaches from different levels (self-image, intelligence/cognitive abilities, unconsciousness). Important findings and conclusions can be drawn from this. An overall picture provides valid indications of authenticity and integrity.
Unleash potential
Discover the power of tailor-made solutions at WAfM Diagnostik GmbH. Our expertise in combining the various levels of personality and the personal consultation for the survey based on this, tailored to your individual needs, ensures your success.
Learn more about our approach and how we understand and live potential diagnostics in the following videos:
Possibilities and limitations of potential diagnostics
Possibilities
V alide selection
Optimal fit
Modern technology
Empowerment HR
Win-Win-Win
Limits
100% measurement accuracy not possible
Exclusion
Ethical dilemmas
Misinterpretation by laypeople