As you age you need a higher wage
but end up in a career cage!
It is time to MAPP for the potential gauge
It is time to turn a new page
Learn to manage at every age
And let not your career end up in bondage
MAPP is your carriage to go beyond the average
As it is the right way forward to leverage
MAPP it to your advantage at any age!
Manage Attitudes & Performance Potential
With a Holistic Approach to Psychological Assessments
MAPP Helps You Analyse, Interpret, Take Right Steps & Benefit
Email: learning@oscarmurphy.com
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THE ASSESSMENT W RLD
Your Vision will become clear only
when you can look into your own
heart!
Who Looks Outside, Dreams; Who
Looks Inside, Awakes – Carl G Jung
www.oscarmurphy.com
www.theassessmentworld.com
FITS
4C’s
PPC 20
CPA
BPA
LEAP
Assess to
LOOK Inside
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Identification of Potential For Performance
The success of your organisation depends a lot on how well you identify people’s
performance potential and their right attitudes.
The hidden potential and attitudes often play a very crucial role in enabling people to
excel in certain jobs and careers.
It is time for you to make use of objective measures that help you with a clear
understanding of your people’s capability/potential and competence.
You should be in the driver’s seat with a total knowledge of their current competency
and their potential to develop the talent for your organizational success.
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Willingness To Perform Is the Key
The performance problem is bothering every organization. Global competition makes it
a must for organisations to get people who perform better and faster.
The problem may not be because of lack of knowledge or skills to perform the given task
or job.
They
CAN DO
the job in most cases
They are
ABLE-TO-DO
the job with adequate training or
coaching in many situations.
Some of them even
WANT-TO-DO it.
The problem with the performance
most often is
WILLING-TO-DO aspect
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Performance Potential
AbilityWillingness
Why Organizations Are faced With Challenges In Performance?
The organizations while
recruiting or performance
appraisal can understand
or measure the
CAN DO, ABLE TO DO &
WANT TO DO aspects
either by evaluating their
performance or by asking
relevant questions.
However, the challenge
arises in understanding
the willingness as it can be
disguised easily.
The willingness of the individual is influenced by attitude, personality and belief system can be
understood and measured objectively through the use of psychometric assessments which are
unbiased, fair, objective, and anti-discriminatory (e.g. performance is based on skills and
competencies not race, gender, physical appearance etc.)
The willingness of the individual is influenced by attitude, personality and belief system can be
understood and measured objectively through the use of psychometric assessments which are
unbiased, fair, objective, and anti-discriminatory (e.g. performance is based on skills and
competencies not race, gender, physical appearance etc.)
What an employee can do
•Knowledge & Education
•Skills
•Experience
•Degree of Proficiency
What s/he will be able to
do
•Learning capacity
•Aptitude
•Intelligence
•Ambiguity management
What s/he is willing to do
•Attitude
•Beliefs
•Values & Principles
•Personality
What s/he wants to do
•Career goals
•Interests & Motives
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Psychometric Assessments To Understand An Individual
THE ASSESSMENT W RLD
Heredity and Environment play an equally
important role in shaping an individual’s
personality. The way each person views
others, organize lives, gather information
and communicate is also influenced by
personality.
People’s personality is heavily influenced by
the heredity, emotional response to the
environment from the early years of
development, their nurtured communication
patterns, behavioral patterns to varying
situations in the environment and
competency developed over the years.
A single assessment reflects a certain aspect of an individual’s persona and can be
compared to a magnifying glass focusing on only one aspect of the personality.
A set/ combination of assessments provides a holistic view into the many colors of an
individual’s persona by taking into account both hereditary, situational, upbringing and
environmental influences. Both these aspects play a crucial role in shaping an individual’s
Behaviour, Attitude & Thinking.
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Benefits Of Using Psychometric Assessments
Objective
know-how to
make people
perform better
Unbiased view
of people’s
strengths &
areas of
improvement
Enhanced
team
collaboration
and
coordination
for greater
harmony
Improvement
in ownership
and leadership
responsibility
in all key areas
Organisational
development
with a right
approach to
get the right
person for the
right job
Accomplishing
results
smarter,
better and
faster
Total clarity in
understanding
one’s true
capabilities for
better career
growth
Identifying
and learning
the use of
one’s
Strengths to
open up
success
opportunities
Understanding
and learning
to deal with
inherent
weaknesses to
prevent
setbacks
Learn how to
respect other
people for
their
performance
strengths
Acceptance of
other people’s
weaknesses
with a
supportive
team-work
attitude
Transforming
oneself to be a
competent
contributor
and a team
performer
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OMI’s powerful battery of psychometric assessments will help individuals/leaders
understand their inner strengths and competencies, appreciate individual
differences and the resultant flexibility that is absolutely essential for individuals to
enhance performance, personal growth and productivity.
FITS
Inherent
Potential/
Heredity
4 C
Childhood
Environment
/ Motivation
Factors
PPC 20
Work
environment
Let’s get INSIGHT into Battery (Set) of 5 Assessments (BAT 5)
OMI’s Battery (Set) Of Psychometric Assessments
To Understand An Individual
BPA
Situational
changes in
Behaviour
CPA
Communication
Pattern
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Successful interpersonal relations, is a result of our personalities and
how others perceive us.
Carl Jung, the famous Swiss psychiatrist and psychoanalyst classified
four major personality types in his research on "Psychological
Types". Personalities are formed by inherited genes and each of
these distinctive personality types has unique attributes, strengths
and drawbacks ranging on a continuum from effective to ineffective.
Personality style is representative of the dominating traits present in
each individual that represents their attitudes and readiness for
different functions/specializations.
The Personality Style Assessment helps discover inherent
personality style and assists in learning the art and science of
influencing others. In addition, valuable tips on recognizing other
personality types are given. Individuals are taught to Flex their
style to maximize impact while interacting with different personality
types.
A Personality Profiling Inventory (F.I.T.S. ) – Carl Jung Theory
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Success at work while leading a group comes from
knowing the hereditarily acquired behaviour patterns(FITS)
and adapting them to meet the needs and demands of the
situations since young(4C).
4Cs is a profile which indicates 4 dimensions of the
individual’s behaviour, Controlling, Convincing,
Conforming and Consistent, in order to assess various
aspects like drive to overcome barriers, ability to persuade
etc. These preferences dictate effective management of
people and responsibilities.
Through the results of this assessment it is possible to
identify ideal environmental factors, which will trigger
higher productivity and maximize satisfaction in every
aspect of life.
A Profile That Indicates Individual Motivational Preferences
4 C Factors Of Behaviour – William Marston
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It categorizes individuals as “People Oriented” or “Task
Oriented”, which in turn reflects their style of getting
work done. It demonstrates whether an individual would
typically give importance to efficiency and quality or to
developing the functional maturity and professional
competence of the staff.
It also helps find out if an individual is “Initiator” or
“Responder” to the environment and people. Hence, it
shows whether an individual would lead by providing a
vision of future possibilities or by making best possible
use of available opportunities.
A Profile That Indicates Individual Motivational Preferences
4 C Factors Of Behaviour – William Marston
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This comprehensive assessment test based on the work of well recognized psychologists &
management specialists like David McClelland, Boyataziz, Kirton, Mintzberg assesses 5
Meta Performance Competencies namely; Managing Change, Planning and Organizing,
Interpersonal Dynamics, Result Orientation and Leadership, which are further subdivided
into 20 core competencies, on a ten-point scale.
Planning and
Organizing
Managing Change
LeadershipResult Orientation
Interpersonal
Relationships
INDIVIDUAL
PERFORMANCE
•Initiative
•Risk Taking Ability
•Innovation
•Flexibility
•Analytical Thinking
•Decision Making
•Planning
•Quality Focus
•Oral Communication
•Sensitivity
•Relationships
•Teamwork
•Achievement
•Customer focus
•Business Awareness
•Learning Orientation
•Authority/Presence
•Motivating Others
•Developing people
•Resilience
Planning and
Organizing
Managing Change
LeadershipResult Orientation
Interpersonal
Relationships
INDIVIDUAL
PERFORMANCE
•Initiative
•Risk Taking Ability
•Innovation
•Flexibility
•Analytical Thinking
•Decision Making
•Planning
•Quality Focus
•Oral Communication
•Sensitivity
•Relationships
•Teamwork
•Achievement
•Customer focus
•Business Awareness
•Learning Orientation
•Authority/Presence
•Motivating Others
•Developing people
•Resilience
People Performance Competency ( PPC-20)
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Human beings have a huge repertoire of behaviours. Specifics of a
particular situation govern the way an individual presents
him/herself in the situation per se.
This tool brings to light the operational range of behaviour
across situations. It is an effective tool that helps identify various
patterns and styles that one assumes both at the work and on the
personal front. It also throws clarity on how different or similar
are the work and personal styles of the individual, thereby
demonstrating either his/her ability to flex or to maintain
consistency.
This increased self-awareness of behaviour patterns facilitates a
process of self exploration and an analysis of various factors
present in the differing environment which induce
similar/dissimilar behaviour.
Behavior Pattern Analysis B.P.A. – B F Skinner
.
B.P.A.
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Communication Pattern Analysis, C.P.A- Dr. Eric Berne & Douglas McGreggor
Effective communication is an essential component of
organizational success whether it is at the interpersonal,
inter-group, intra-group, organizational, or external levels.
Communication Pattern Analysis (CPA) would evaluate the way
a person interacts, which is learnt from the environment and
his/her upbringing.
This assessment is based on Eric Berne’s Transactional Analysis
& Douglas McGreggor’s Theory X & Y, which assesses the
impact of various factors like upbringing, environmental
influences etc. that establishes certain communication habits of
the individual. This assessment would help deal with others at
work and off work in an effective manner.
All the above 5 assessments provide an insight into an individual from different
perspectives and are best used in conjunction with each other. As one’s external and
obvious competencies and the inner underlying capabilities are interconnected.
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The BAT 3 assessments give an insight into the hereditary potential, the
environmental influence right through the childhood and the competencies
developed over the years. This can be given to understand the basic make up of the
individual. Thus fresher or trainees can be assessed using these assessments.
However, BAT 5 assessments give a deeper insight into the communication pattern
developed over years and also the effect of situational dynamics on to ones behavior.
These assessments throw light about the people management skills of the individual
which is essential at a leadership level. Thus BAT 5 would be essential in assessing
senior leaders.
*The number of assessments recommended is customized on the roles and responsibilities of the
candidate.
BAT 3 Or BAT 5 Assessment?
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Benefits of Using OMI’s Battery of Assessments
Holistic Objective and Comprehensive measurement is often through a battery of
assessments as it throws light on both heredity and environmental influences.
It gives a clear picture of whether the individual can be trained or groomed on the
areas essential for their job role.
This helps in objectively identifying the strengths and areas that would need reflection
and development, facilitating the individuals to perform optimally.
This information can be used for Individual Performance Development Plan(IDPD),
performance evaluation, gap identification, appraisal, coaching and a score of other
such dimensions.