![]() Preference for behaving in a particular way. The PAPI Need scales measure the deeper inherent tendencies of an individual’s behavior such as the need to belong to groups and finish a task. These scales also include the situational characteristics that put pressure to behave in certain ways. The PAPI Role scales measure how an individual perceives himself or herself in the environment. Need to relate closely to individuals (O) Need to be forceful (K) Need to be noticed (X) Need to belong to groups (B) Social harmonizer (S) Ease in decision making (I) Needs – Measuring Preferences Roles – Measuring Perceptionsįurther each of the factors has 10 items each to give a total of 20 item-scales for PAPI instrument: Role Scales: The development of PAPI instrument is based on the need-press theory given by Henry Murray as the PAPI scale consists of two broad factors: Both these versions however measure the personality dimensions clustered in seven key areas: PAPI-N is thus suitable for assessment situations which require comparative judgments to be made about people. Unlike PAPI-I, PAPI-N, as per the design of normative questionnaires, is suitable for assessment situations where there is a need to make judgments about a person in order to compare them with others. PAPI-N is recognizable from the way it presents questions as single statements, each accompanied by a rating scale. As such, PAPI-I should be used only when the essential aim is to understand a person, not when it is necessary to make judgments in order to compare them with others. PAPI-I, as per the design of ipsative instruments, examines and compares the attributes of an individual and does not allow comparisons to be made between individuals. PAPI-I is recognizable from the way that it presents questions in a forced-choice format. There are now two versions of the PAPI, the PAPI-I, which is an ipsative version, and the PAPI-N, which is a normative version. The idea behind developing this was to come up with an instrument which could be simple in administrating & scoring, used by non-psychologists and covered aspects of personality relevant to the workplace. The instrument was originally designed by Dr Max Kostick, Professor of Industrial Psychology at Boston State College, in Massachusetts, USA, in the early 1960s. PAPI (Personality and Preference Inventory) is a leading work related personality assessment used by HR professionals and line managers to evaluate the behavior and preferred work styles of individuals operating at all levels. Submitted by: Kumar Anshuman 12HR-012 E-mail: ĬONTRIBUTION TO THE MANAGEMENT PROFESSION Individual Assignment: Ana Analysi lysiss of PAPI Subject- Psychological Testing (PTST) Submitted to: Dr. ![]()
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