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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. - PowerPoint PPT Presentation
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1University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Methodology: Micro LevelMethodology: Micro Level
Personality Testing
2University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestingPsychological Testing
‘Psychological testing is an instrument for the quantitative assessment of some psychological attribute or attributes of an individual’.
The British Psychological Society
3University of Sunderland CIFM03 Information Systems Strategies Lecture 4
• Designed to compare peoples’ characteristics
• Offers a selector
• Assigning a role according to the person’s Personality Trait Characteristics in Systems Development Projects
Psychological TestingPsychological Testing
4University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestingPsychological 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.
5University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestingPsychological Testing
• Job analysis• Organisational analysis• Job description• Selection criteria
Job Analysis
Job Description
Selection Criteria
Organisational Analysis
Applicants
Billsberry (1996) The organisational entry analysis process
6University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestsPsychological Tests
• Ability and Aptitude tests
• Motivational tests
• Personality tests
7University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestsPsychological Tests• Specific underlying principles.
• Standardised to produce results that equate with the norm of the general population.
• Less subjective than other means of assessment.
8University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestsPsychological Tests• Reduce bias in selection.
• Promote effective organisational communication and decision-making.
• Tool for strategising.
9University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Psychological TestsPsychological Tests1.0
0.8
0.98
0.7
0.6
0.5
0.4
0.3
0.1
0.2
0
-0.1
Perfect positive correlation
Perfect negative correlation
Accuracy of selection methods
Perfect prediction
Assessment centres (promotion)
Work-sample tests
Ability tests
Assessment centres (performance)
Personality Tests (combinations)
Bio-data
Structured interviews
Typical interviews & references
Astrology
Graphology
Chance prediction
Smith, Gregg & Andrews (1989) Accuracy of selection tools
10University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personality TestPersonality Test
• Allport and Odbert,1936
• Designed to identify the unchanging personality of an individual
• Motivation for use must be justified.
11University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personality TestPersonality Test
• Application is carried out in a non-discriminatory manner.
• Professional test application management team.
12University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personality testing Personality testing Strategy in SDStrategy in SD
• Implementation according to user personalities.
• Training team members according to the personality types.
13University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personalities in SDPersonalities 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.
14University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personalities in SDPersonalities in SD• Systems Development personnel have
lower emotional intelligence (97.5) than the general public (100).
• Cloning syndrome: 60% vs. 20%.
• Global phenomenon.
15University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Personality Testing: Personality Testing: ResultsResults
• DeMarco (1999)
• Psychological Testing
16University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Methodology: Micro LevelMethodology: Micro Level
Group Dynamics
17University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group DynamicsGroup Dynamics• Grouping people to work together towards a
common goal
• Groups in Systems Development
• Group Dynamics
• Enable strategic positioning and selection of group stakeholders
18University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group DynamicsGroup Dynamics• Applies the process of Personality
Testing.
• Ignores functional role attributes.
• Members complement each other and have a greater likelihood of project success.
19University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group DevelopmentGroup 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
20University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group DevelopmentGroup Development
• A group that is considered successful both works together and accomplishes its tasks to a high quality and within resource and time constraints.
21University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group Dynamics: Group Dynamics: ResearchResearch
• Functional Role vs. Team Role.
• Slater (1955) made one of the first studies in Group Dynamics.
• MBTI found similar results.
22University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group Dynamics: Group Dynamics: BelbinBelbin
• Belbin’s research
• Team Role Activities:
23University of Sunderland CIFM03 Information Systems Strategies Lecture 4
Group Dynamics: Group Dynamics: Belbin cont.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.
24University of Sunderland CIFM03 Information Systems Strategies Lecture 4
ConclusionConclusion• 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.
25University of Sunderland CIFM03 Information Systems Strategies Lecture 4
ConclusionConclusion
• Group Dynamics offers a strategic process that balances personalities.
• Each personality associated role brings individual benefits to the group.