Marston model
Marston model helps in looking for suitable candidates managers should pay attention not to the best persons, but for the ones, which in greatest extent meet the requirements of the job description and intended design of the team. A useful tool in the selection of candidates is the model of William Marston, An American psychologist who stated that human behaviour and attitude are functions of the environment in which he lives. Different personality traits and types of environment cause various types of human responses.
Reaction types in Marston model
Marston distinguished four types of reactions:
- Active - characterized by positive behaviour in hostile environments, such attitudes represent a person active, enterprising, who like challenges and is able to stick and cope in any situation. He is not disturbed by adversity, they add enthusiasm to his further work.
- Active - positive behaviour in a friendly environment - persons are serene, optimistic looking at the world. They feelings are important for them, they are trusting and easily establish contacts and enlist the friends.
- Passive-fixed attitude to favourable environment - is shown by patient persons, characterized by caution to a sudden and unexpected changes in the group, they are working efficiently, can motivate and, if necessary, will be happy to lend its assistance..
- Cautious - distrustful and cautious behaviour in a hostile environment. Such people avoid conflict by withdrawing or adjusting attitude to others, minimize the risk of error when making decisions through accurate and meticulous collecting and analysing all the information, they are calm, systematic and very accurate.
Personality of potential candidates to work in the project team is analysed, they complete the questionnaire, ranking and selecting adjectives most and least suitable. After analysing the results, manager gets a personality profile of the candidate regarding four aspects of the personality.
Examples of Marston model
- The Marston model proposes four dominant behavior types, each associated with a specific environment: Dominance, Influence, Steadiness, and Compliance. For example, given a situation of leading a team, a manager with a Dominance personality type will be more likely to take charge and make decisions, while one with an Influence personality type might be more effective at motivating team members and encouraging collaboration.
- Another example of the Marston model in action could be seen in a customer service position. A Steadiness personality type might be more patient and empathetic when dealing with customers, while a Compliance personality type might be more comfortable following the established protocol.
- The model can also be applied to job interviews. For example, if a candidate for a managerial role has a Dominance personality type, the interviewer should ask questions that assess the candidate's ability to make decisions and take charge of the team. For a candidate with an Influence personality type, questions should focus on the candidate's ability to engage with and motivate others.
Advantages of Marston model
The Marston model provides a great deal of advantages when assessing potential candidates for managerial positions. These advantages include:
- Increased understanding of the candidate's behavior: The Marston model allows for a deeper understanding of the potential candidate's behavior, as the model focuses on the environment in which the candidate operates, which allows for a better understanding of the motivations behind their decisions.
- Improved assessment of team dynamics: The Marston model helps to identify how a candidate's behavior and attitude will fit into the existing team dynamics and overall team structure, which can help to ensure a productive and successful team.
- Enhanced ability to identify potential candidates: The Marston model can be used to identify potential candidates who best fit the requirements of the job and team design, as well as those who may have the potential to become successful team members in the future.
- Improved ability to address team issues: The model can be used to better understand the root causes of any team issues and to develop solutions that are more tailored to the needs of the team and its members.
Limitations of Marston model
The Marston model has several limitations which should be taken into account when using it to select suitable candidates. These include:
- It is based on an outdated model of behavior which may not accurately reflect today's social norms and values.
- It assumes that all people have the same basic needs and motivations, which is not always the case.
- It does not take into account individual differences in personality and life experience, which can influence the way people respond to different environments.
- It does not account for the fact that different people may respond differently to the same environment, depending on their individual characteristics.
- It does not consider the possibility of changes in the environment which could lead to different responses from the same people over time.
The Marston model provides a useful tool for managers to identify the best candidates for a job. However, there are other approaches for selecting the best candidates as well:
- The Big Five Model of Personality: This model identifies five broad dimensions of personality, including openness, conscientiousness, extraversion, agreeableness, and neuroticism. This model helps to identify the best candidates based on the traits that are most suitable for the job.
- Behavioral Interviewing: This approach is focused on the individual's past behavior, rather than hypothetical situations. Questions are asked to gain insight into how the candidate has responded to certain situations in the past and how they may respond to similar situations in the future.
- Cognitive Ability Tests: Cognitive ability tests are used to assess a candidate's ability to think logically, solve problems, and make decisions. This type of test can help measure a candidate's aptitude for the job and provide insight into their potential for success.
- Work Sample Tests: Work sample tests are used to assess a candidate's ability to perform specific tasks. This type of test is used to evaluate a candidate's skills and competencies and to determine if they have the necessary skills and abilities to perform the job successfully.
In summary, there are several approaches to selecting the best candidates for a job, such as the Marston model, the Big Five Model of Personality, behavioral interviewing, cognitive ability tests, and work sample tests. Each of these approaches can be used to gain insight into a candidate's skills, abilities, and potential for success.
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References
- Marston, W. M. (2013). Emotions of normal people (Vol. 158). Routledge.
- Heider, F. (2013). The psychology of interpersonal relations. Psychology Press.
