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PA Preference Inventory MAX KOSTICK

Elmira N Sumintardja

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KONSTRUKSI

• DR Max Kostick, Professor of Industrial Psychology at State College, Boston USA , 1960

• Licensing controlled by P.A. Consulting Group• Main objectives :

– An effective feedback/discussion device– Work related– Short– Easy to administer, score and plot the profile– For the use of counselors, personnel managers,

interviewers- not only psychologists

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KONSTRUKSI

• Self-report inventory• Force choice 90 pairs simple descriptive items• 10 needs(Edwards,1959 ; Schultz, 1960) ; 10

roles (Thurstone’ s dimension of temperament, 1953), 9 times present

• Describe attitudes and values at work, polarizing personal characteristics on 10 needs, 10 roles 20 factors

• Result chart profile : 7 areas

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KONSEP

• Henry Murray (1938) – personologists : uniqueness of the person emphacised the person (bukan “trait - norm” based seperti 16PF)

• Gordon : personality comprising of needs, attitudes, motives and values and dispositions. Individual in context effect of environmental forces on behavior. Personality type instrument should allow a person uniqueness and individuality Schultz ‘s Firo-B

• Factors interact on profile and raw scores are plotted, not normative data

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KONSEP

ENVIRONMENT

ROLES

ATTITUDES & VALUES

NEEDS

PERSONALITY

PAPIPAPI

FIRO-BFIRO-B

MYERS BRIGGSMYERS BRIGGS

TYPE INDICATORTYPE INDICATOR

OPQ , 16 PFOPQ , 16 PF

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APLIKASI

• Selection : person’s style and motivation to work candidate suitable for a post

• Training and counseling : – To enable individual to examine him/herself– To determine whether the person would like

to try and change the relative emphasis placed upon the different needs and roles

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Factor influencing interpretation of profile

1. Age

2. Sex

3. Stage in career

4. Position in company structure

5. Company “culture”

6. Unusual personal/emotional situation

7. health

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SEVEN AREAS1. WORK DIRECTION

• Is the person a hard worker, ambitious, a self starter 2. WORK STYLE

• Does the person prefer to work on details? Is long-range planning liked? Is being well-organized an emphasis?

3. ACTIVITY• Are judgments made rapidly? Is work carried out at a fast pace without being forced?

Does the person feel vigorous ?4. LEADERSHIP

• Does the person like to play the role of a leader? Is there a preference for the control of the responsibility for others ? Are decisions felt to come easily ?

5. FOLLOWERSHIP• Does the person feel the need to support authority and to observe rules and regulations?

How does the person choose between accepting rules and preferring to be autonomous?6. SOCIAL NATURE

• Does the person like others? Is affection needed? Is there a preference for being at the center of attention? Is working with groups liked?

7. TEMPERAMENT• Are feeling expressed easily ? Are problems avoided rather than resolved?

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Locating needs and rolesWORK DIRECTION• Need to finish a task• Role of hard intense worker• Need to achieveLEADERSHIP• Leadership role• Need to control others• Ease in decision making (role)WORK STYLE• Theoretical type (role)• Interest in working with details (role)• Organized type (role)FOLLOWERSHIP• Need to support authority• Need for rules and supervision

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Locating needs and roles

ACTIVITY• Pace (role)• Vigorous type (role)SOCIAL NATURE• Need to be noticed• Social extension (role)• Need to belong to groups• Need for closeness and affectionTEMPERAMENT• Need to change• Emotional restraint (role)• Need to be forceful

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Interpretasi

• WORK : L+P(S) F+WA+g+NI +R(A) +TR+D+C+V+T

• PEOPLEX, S, B, O

• NATUREZ, E, K

• SUMMARY :– STRENGTH– DIFFICULTIES these can only be seen in

terms of specified jobs– OVERALL

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Opposite traits

• G O• A R• L D• P C• I Z• T E• X F• B N

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L role, P needL = leadership, P = power

8 or 9 strong dominant leader confident in leadership

6 – 7 natural leader, enough desire to be in control and confident to take control

5 Not actively seeking leadership but will not avoid the responsibility

4 Less tendency, desire to seek out leadership. Will see themselves as achieving results

2 – 3 not wanting to lead or control others

0 – 1 no interest in leadership or performing the role of a leader

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F need to be supportive - faithfulness

8 or 9 tends to seek personal identity with an individual in authority

7 increasing loyalty to an individual in authority

4 - 6 Company loyalty

0-3 Loyalty more to ones own interest

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W need for rules and supervision - Wules

8 and 9 desire for everything to be spelt out. Lack of inisiative

6 and 7 requiring the task to be defined. Will operate with less confidence

4 and 5 Requiring the problem to be sign-posted a little. The parameters defined.

0 – 3 Will work from the objectives, only needs the framework.

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A need to achieve - Ambition

8 and 9 very ambitious

5, 6 and 7 They know what they want to achieve and are striving

0 ,1,2,3 and4 Not counsciously striving for success

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G role of hard intense worker - Graft

8 and 9 hard work as a concept, high emphasis on hard work

5, 6 and 7 works hard but objective

3 and 4 work as hard as the task demands putting the effort into areas of benefit

0,1, and 2 little if any importance placed on hard work as a concept

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N need to finish a task = teNacious

8 and 9 extreme commitment to one job at a time

6 and 7 preference for handling one job at a time but can change priorities with a little difficulty

3,4 and 5 sufficient commitment to see through a task but will happily delegate

0,1, and 2 strong preference for handling many different jobs, enjoys variety

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D interest in working with details - detail

7, 8 and 9 high requirement for handling details – enjoys detailed work

4,5 and 6 personal interest in detail

2 and 3 concern for accuracy and completeness

0 and1 no personal concern for detail, will tend to delegate it to others

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C organised type - Control

7, 8 and 9 systematic and methodical ; preferring a structured approach

5 and 6 concerned for organisation with some flexibility

3 and 4 flexibility of approach more apparent though still concerned for organisation

0, 1 and 2 concerned for flexibility rather than structure – allowing the situation to control the approach rather than pre-planning

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I = ease in decision making - Incisive

8 and 9 very confident in decision making

6 and 7 naturally confident decision maker – flows logically

4 and 5 prudent(careful, cautious, practical)

2 and 3 hesitant

0 and 1 tends to avoid making decision, or sees role as advisory

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R reflective type - Reflective

8 and 9 places high value on thought, looking for new options

6 and 7 preference for thinking a problem through

4 and 5 balance past experience and new thought

0 and 3 a doer, gets on with the job, relies on past experience

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T work Pace - Tempo

7,8 and 9 works in fits and starts – may impose pressure

4 to 6 handle the pace of their environment

0,1, 2 and 3 controls the pace at which they work rather than having in controlled

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V physical pace - Vigorous

7,8 and 9 enjoys physical activity including sport

3 to 6 enjoys being on the go when necessary

0 to 2 decreasing level of activity down to preferring a “sitting” job

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S social extension - Social

5 to 9 increasing level of confidence in social relationships ; enjoys social interaction

3 and 4 less confidence in social interaction ; possible lack of confidence

0 to 2 more concerned with other things rather than people, e.g. job tasks

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B need to belong to groups - belonging

6, 7, 8 and 9 needs to be part of a group

3 to 5 selective in joining groups – associates with groups at work if of value and interest

0 to 2 tendency not to bother with groups, may be a loner

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O need to relate closely to individuals - clOseness

6 plus increasingly thinking that what another person thinks is important, sensitive to the needs of others

3 ,4 and 5 neither seeking out nor avoiding close personal contact

0 to 2 detached in a one to one relationship more concerned with functions, less easily influenced, tends to be objective and analytical

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X Need for recognition - eXtrovert

6, 7, 8,and 9 outgoing, needs to gain attention4 and 5 needs a certain level of recognition, does

not want to be overlooked, but will not actively solicit attention

2 and 3 detached in a one to one relationship more concerned with functions, less easily influenced, tends to be objective and analyticbecoming shy, modest, quiet, unassuming

0 to 1 tendency to withdraw, shy

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Z need for change – zig zag

8 and 9 restless, frustrated, actively seeks change, variety

6 and 7 enthusiastic for change and will seek it out, but with a small degree of selectivity

4 and 5 adaptable, enjoys a certain need for change

2 and 3 not willing to change,not readily adaptable. Will only accept change if reason fully explained

0 to 1 seeks out a stable and unchanging environment

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Emotional control - Emotional

7, 8 and 9 capable of keeping his/her thoughts to him/herself

4,5, and 6 enough control to keep emotions back, able to react and to restrain feelings

2 and 3 an open book

0 to 1 very open and expressive rections to people and situations will show visibly

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K need to be forceful - Kick

8 and 9 touchy, reactive, agressive6 and 7 express views in a fairly forceful, positive

manner4 and 5 neither seeking nor avoiding conflict, will

listen to the views of others but may become stubborn when defending own view

2 and 3 preferences to avoid conflict, will rationalize the situation and see the other person’s point of view

0 to 1 will deflect conflict. May not even recognize conflict