Predictive Index System

Predictive Index - method introduced to management by Arnold S. Daniels in 1955. During World War II he was a navigator and his crew was one of the few which not suffered losses during the fighting. This situation has interested scientists, and they decided to study how they managed together to survive. They used Predictive Index method to separate the personality of the crew members. It is a test that shows the strengths and weaknesses of the candidate and gives a clear picture of his personality and natural ability.

Arnold S. Daniels found this method very suitable for management and spread word about it. Currently, the results of this test allows to adjust persons to appropriate work position. This test consist of a list 172 of adjectives called "Organizational Survey". The filling takes about 5 minutes, and proved that it does not require high skills. This method also shows the motivation of tested people, and this information employer may use in the future.

Results of Predictive index usage

The PI results provide a clear picture of the candidate's strengths and weaknesses, and can be used to match the candidate to an appropriate role within an organization. The test measures four key areas of personality and behavior:

• Dominance: reflects the degree to which an individual is assertive, decisive, and comfortable with power.
• Extraversion: reflects the degree to which an individual is outgoing, sociable, and comfortable with people.
• Patience: reflects the degree to which an individual is patient, persistent, and able to work well under pressure.
• Formality: reflects the degree to which an individual is orderly, rule-bound, and conformist.

The PI test also provides information on the candidate's motivation, which can be used by the employer to tailor management and development strategies.

The Predictive Index system is widely used by organizations to identify and select the right person for a specific role, develop employees and teams, as well as to improve communication and collaboration within the organization. It is considered as a reliable and valid management tool, however, it's important to keep in mind that the results should be considered as one aspect of the evaluation process and should be combined with other assessment methods, such as interviews, references, and work samples.

Examples of Predictive Index System

• The Predictive Index System is often used in the hiring process of a company. The PI System is used to identify the best candidates for a job based on the individual's personality, skills, and abilities. It is used to compare the candidate's traits to those of successful employees in the organization.
• The Predictive Index System is also used to identify areas of improvement and development for current employees. The PI System can be used to create a personalized development plan for an individual, as well as identify areas where team members can collaborate and support each other.
• The Predictive Index System is also used to create a better work environment. The PI System can be used to identify areas of team conflict, as well as areas of potential collaboration. It can also help to identify the strengths and weaknesses of team members, which can be used to create a more balanced and effective team.

Advantages of Predictive Index System

The Predictive Index System has a number of advantages that have made it a popular tool for management:

• It provides a clear picture of the candidate's personality and natural abilities, allowing managers to make more informed decisions about potential hires.
• It helps managers identify the most suitable candidates for certain roles, as it highlights the strengths and weaknesses of the individual.
• It can be used to create more effective team dynamics, as it helps managers understand how different personality types interact with each other.
• It can be used to provide feedback to employees, helping them understand how they can better contribute to the team.
• It is a cost-effective way to assess potential candidates, as the test can be administered quickly and easily.

Limitations of Predictive Index System

The Predictive Index system has some limitations that must be taken into consideration when using it. These include:

• Lack of face-to-face interaction: The Predictive Index system relies solely on the respondent's self-reported answers to questions, and does not take into account any non-verbal cues or behaviors that might be observed in face-to-face interactions.
• Possibility of bias: As all questions are self-reported, there is a possibility that the respondent may be biased in their answers due to their own preconceptions or beliefs.
• Limited scope: The Predictive Index system does not measure all the possible traits of an individual, and thus may not provide an accurate or comprehensive assessment.
• Expense: The Predictive Index system requires time and resources to administer, and may be cost-prohibitive for some organizations.

Other approaches related to Predictive Index System

The Predictive Index System is not the only approach used to assess personality and natural ability. Here are some other approaches related to Predictive Index System:

• The Big Five Personality Test (FFM): This test assesses personality traits such as openness, conscientiousness, extraversion, agreeableness, and neuroticism. It is used to gain insight into an individual’s personality and behavior.
• The DiSC Assessment: This assessment is based on the four dimensions of behavior: dominance, influence, steadiness, and compliance. It is used to uncover an individual’s natural strengths and weaknesses in order to provide a better understanding of how an individual functions in a team or organization.
• The Myers-Briggs Type Indicator (MBTI): This test is based on the theories of Carl Jung and focuses on four dimensions of personality: extraversion, intuition, feeling, and thinking. It is used to gain insight into an individual’s preferences and how they interact with the world.
• The 16PF Personality Test: This test assesses sixteen personality factors such as warmth, reasoning, emotional stability, and dominance. It is used to gain insight into an individual’s natural strengths and weaknesses in order to determine if they are a good fit for a particular job or organization.

In summary, the Predictive Index System is an approach used to assess personality and natural ability, but there are several other approaches related to it, such as the Big Five Personality Test, the DiSC Assessment, the Myers-Briggs Type Indicator, and the 16PF Personality Test. Each of these approaches has its own advantages and is used to gain insight into an individual’s personality and behavior.

Predictive Index System — recommended articles

Occupational Personality Questionnaire — Stress interview — Belbin team roles — Marston model — Social Style — Team selection techniques — Profile of qualifications — Thomas International method — Work sample test

References

• Daniels, A. (2004). The Predictive Index System. Handbuch wirtschaftspsychologischer Testverfahren. Band I: Personalpsychologische Instrumente.