Understand & Compare Psycat

PSYCAT

It's a comprehensive measure that tests psychometrics vide traits & behaviour as well as cognitive. It intends to measure the intrinsic traits which are independent of each other, and can be reporgrammed through informed training and counseling. Traits are thus fluid in nature. Fluidity gives us cushion to reprogram these traits as per our requirement. Because what people actually can do at a given situation is more important than what they say, or think. Psycat takes into considertation a spread-out measure of behavioral traits that should be predicted through a likert scale, as even a slight change in the situation may carve out the worst or the best out of an individual. Organizations are dynamic like human beings. Organizational demands, tasks, preferances, situations and goals change from time to time, depending on internal and external factors. So behaviors, traits and learning skills of individuals working for these organizations should be evaluated regularly so that they can be given the assignments that match their current traits.  Psycat takes into account an independent organization driven trait requirement & cognitive understanding about an individual. Its transparent as it provides numerical scores. Psycat calls "a spade a spade." 

MBTI

MBTI (Myers Briggs) is a fixed measure forced questionnarie, where one of the two choices identifies you as belonging to one of four paired traits, trying to classifiy the personality of an individual  within a fixed ambit of 16 personality traits. Personality cannot be a measure of how a person would learn and behave in your organization, as behaviors are situational, and can be changed, worked upon, while personality is a de-facto constant. Every organization requires a different behavioral traits, which may differ from employer to employer, task to task.The following quotes are from Dr.David M. Boje, “…do not treat the archetype scores of M-B as anything more than Astrology”“The test is not valid or legal to use for personnel assignments, hiring, or promotion. It does not have predictive validity for such uses. It is a useful guide, and no more. Problem is, people go to a workshop, get excited and treat M-B as a secret window into the mind of their co-workers.” Knowing what kind of personality you are on some fixed characterstics can never solve the purpose of ever changing organizational needs.Till date it is the most widely used assessment tool, and its technology & human understanding dates back to over 75 years.

STRENGTHFINDER

Its a highly subjective, over documented draft. We live in a specific & to the point, objective and time driven world. But this tool is more like a dreamer's horoscopic fantasy. It uses an inventory of 34 “themes” to help people discover their talents, and believes that by understanding and harnessing one’s talents, a person can cultivate their strengths, which are defined as “consistent near perfect performance in an activity.” Furthermore, when describing a situation where a person achieved greatness in an activity outside their core themes of talent, the authors explain it away by describing how that person could have drawn on a different strength to get the job done. Finally, the test is opaque: You don’t get to see your numerical scores on individual themes. According to DanSpira, StrengthsFinder captures personal motivation, interpersonal skills, self-presentation and learning style. It does not attempt to capture stuff outside of those areas — and in many cases, there can be important stuff. Also, it seems to miss some things that fall within the areas of cognition that it purports to cover. Interestingly it doesn't reveal all that needs to be discovered in a human resource, pre-hiring & pre-assigning a task.

Why use a comprehensive tool like PSYCAT?

A combination of psychometric & cognitive ability test is typically used to measure how people respond to situations based on their 8 traits, what type of learners they are and whether they are quick to learn new tasks based on the screening parameters set out by your own organization. In essence, it gives you a measure of a candidate’s cognitive reasoning, which is vital to success in their new role. Problem solving plays a big part in a cognitive ability test, particularly for more complex roles, a trait that is not well tested in a single measure fixed response personality tests. As you can imagine, there may be times when you only need to use a personality test and other instances, when a cognitive ability test is far more appropriate. PSYCAT serves your purpose by giving you to the point, specific & numeric insights. It's fluid & vary from organization to organization or role to role demand. (CRACS)

Journal of Intelligence

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Relationships between Personality and Cognitive Ability (Credits to: Beatrice Rammstedt 1,* ID , Clemens M. Lechner 1 and Daniel Danner 2)

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