Thomas International method

Thomas International - is the personal profile analysis based on the theory of William Marston, American psychologist - who argued that human behavior is a function of the environment where it lives and depending on the nature of that environment a person can manifest as an active or passive attitude. The theory that he used another psychologist Thomas Hendricson and in 1956r. based on this, concluded that the attitudes depends on the personality and abilities. After that Hendricson developed Thomas International method, which diagnoses 4 dimensions of individuals of work team:

• Domination - specifies the business kind of man, achieving the objectives, even in adverse conditions. People with a high D coefficient are determined, motivated by difficult task and power.
• Good communication skills - defines the relationship of that person with other people. A high value of K means that people are very sociable, open and expressive.
• Stabilization - defines the desire for security and stability. High S gives a picture of the conscientious and systematic person, which likes teamwork and is able to plan and draw conclusions.
• Adaptation - defines ability to adapt to standards. High A demonstrates insight and perfection of a person. Established laws and regulations are very important to such person.

Measurement of the aforementioned features gives an analysis of Personality Profile, which is the first element of this method. This image is based on the self-assessment test as the same person should determine which he likes the most or least. Second step is Profession-graph, which defines the desirable characteristics of personality required for given work position. The method is an adaptation to personal profile to Profession-graph to best use the human potential.

Thomas International method stands out for its humanitarian character focused on the use of human potential as much as possible.

Examples of Thomas International method

• The Thomas Personal Profile Analysis (TPPA) is based on the four-quadrant model of behavior developed by William Marston. It assesses an individual’s preferences for four different types of behavior: assertiveness, expressiveness, compliance, and reflection. The TPPA helps individuals understand how their natural behavior type can help them achieve success in the workplace.
• The Thomas Team Profile Analysis (TTPA) uses the same four-quadrant model as the TPPA to assess the behavior of a work team as a whole. This analysis helps teams identify their strengths and weaknesses and uncover areas where they can improve their performance.
• The Thomas Leadership Profile Analysis (TLPA) is designed to identify the leadership style and preferences of an individual or a team. It evaluates an individual or team’s ability to take initiative, delegate tasks, and create an effective working environment.
• The Thomas Interpersonal Profile Analysis (TIPA) assesses an individual’s ability to work effectively with others. This analysis helps individuals identify their communication and collaboration skills and how they can use them to build successful relationships in the workplace.

Advantages of Thomas International method

One of the main advantages of Thomas International method is its ability to accurately diagnose the characteristics of a person and the team. This method provides an objective assessment of a person's strengths and weaknesses and can be used to identify the best fit for a particular job or team. Here are some of the other advantages of the Thomas International method:

• It evaluates the four dimensions of personality: Dominance, Influence, Steadiness and Compliance. This provides a comprehensive understanding of an individual's natural style and behaviour that can be used to match them to the most suitable job role or team.
• It is easy to use, with a short assessment taking only 15 minutes to complete.
• The results are easy to interpret and understand, with a graphical output that makes it simple to identify strengths and weaknesses.
• It provides an objective assessment of a person's suitability for a job role or team, giving a more accurate indication than a subjective interview.
• It is a cost-effective method of recruitment and team building, as it can quickly identify the best fit for a job role or team without the need for lengthy interviews or detailed reference checks.

Limitations of Thomas International method

Thomas International method is an assessment tool used to measure four dimensions of an individual’s personality and abilities. However, it has certain limitations that should be taken into consideration. These include:

• Lack of empirical evidence - The Thomas International method has not been extensively tested and validated, so there is a lack of empirical evidence to support it as a reliable tool for assessment.
• Limited research - The Thomas International method has been studied in limited research and there is not a sufficient body of evidence to support its use as a reliable assessment tool.
• Subjectivity - The Thomas International method is highly subjective and can be easily influenced by the opinions and perspectives of the assessor.
• Unreliable results - The results of the Thomas International assessment can be unreliable and inaccurate due to the lack of empirical evidence and limited research.

Other approaches related to Thomas International method

One approach related to Thomas International method is the Sixteen Personality Factor Questionnaire (16PF), developed by Raymond Cattell in the 1940s. This questionnaire evaluates 16 psychological traits that are important to understanding a person's behavior. It is used to identify how individual personalities and traits affect job performance, team dynamics, and leadership styles.

Other approaches include:

• Myers-Briggs Type Indicator (MBTI): This is a questionnaire developed by Katharine Briggs and Isabel Myers in the 1940s that assesses an individual's preference for how they take in and process information (sensing or intuition), how they make decisions (thinking or feeling), and how they relate to the outside world (judging or perceiving).
• Big Five Personality Test (FFT): This test measures an individual's level of Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. The results of the test are used to understand how a person's personality influences their behavior and performance.
• DiSC Assessment: This assessment was developed by William Moulton Marston in the 1920s and is based on the theory that there are four primary behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. The results of the assessment are used to understand how an individual's style affects their behavior and performance.

In summary, there are several approaches related to Thomas International method that are used to evaluate an individual's personality and behaviors, including the 16PF, MBTI, FFT, and DiSC Assessment. These tests are used to understand how an individual's personality influences their performance, job performance, team dynamics, and leadership styles.

Thomas International method — recommended articles

Predictive Index System — Occupational Personality Questionnaire — Profile of qualifications — Levels of learning — Marston model — Psychological age — Social Style — Belbin team roles — Team selection techniques

References

• Thomas International website.