The Myers–Briggs Type Indicator (MBTI) is a self-report questionnaire that makes pseudoscientific claims to categorize individuals into 16 distinct "psychological types" or "personality types".
Emotional intelligence (EI), also known as emotional quotient (EQ), is the ability to perceive, use, understand, manage, and handle emotions. High emotional intelligence includes emotional recognition of emotions of the self and others, using emotional information to guide thinking and behavior, discerning between and labeling of different feelings, and adjusting emotions to adapt to environments.
Positive psychology is a field of psychological theory and research of optimal human functioning of people, groups, and institutions. It studies "positive subjective experience, positive individual traits, and positive institutions... it aims to improve quality of life."
Strategic planning is an organization's process of defining its strategy or direction, and making decisions on allocating its resources to attain strategic goals.
The Rorschach test is a projective psychological test in which subjects' perceptions of inkblots are recorded and then analyzed using psychological interpretation, complex algorithms, or both. Some psychologists use this test to examine a person's personality characteristics and emotional functioning. It has been employed to detect underlying thought disorder, especially in cases where patients are reluctant to describe their thinking processes openly. The test is named after its creator, Swiss psychologist Hermann Rorschach. The Rorschach can be thought of as a psychometric examination of pareidolia, the active pattern of perceiving objects, shapes, or scenery as meaningful things to the observer's experience, the most common being faces or other patterns of forms that are not present at the time of the observation. In the 1960s, the Rorschach was the most widely used projective test.
In strategic planning and strategic management, SWOT analysis is a decision-making technique that identifies the strengths, weaknesses, opportunities, and threats of an organization or project.
A personality test is a method of assessing human personality constructs. Most personality assessment instruments are in fact introspective self-report questionnaire measures or reports from life records (L-data) such as rating scales. Attempts to construct actual performance tests of personality have been very limited even though Raymond Cattell with his colleague Frank Warburton compiled a list of over 2000 separate objective tests that could be used in constructing objective personality tests. One exception, however, was the Objective-Analytic Test Battery, a performance test designed to quantitatively measure 10 factor-analytically discerned personality trait dimensions. A major problem with both L-data and Q-data methods is that because of item transparency, rating scales, and self-report questionnaires are highly susceptible to motivational and response distortion ranging from lack of adequate self-insight to downright dissimulation depending on the reason/motivation for the assessment being undertaken.
Metacognition is an awareness of one's thought processes and an understanding of the patterns behind them. The term comes from the root word meta, meaning "beyond", or "on top of". Metacognition can take many forms, such as reflecting on one's ways of thinking, and knowing when and how oneself and others use particular strategies for problem-solving. There are generally two components of metacognition: (1) cognitive conceptions and (2) cognitive regulation system. Research has shown that both components of metacognition play key roles in metaconceptual knowledge and learning. Metamemory, defined as knowing about memory and mnemonic strategies, is an important aspect of metacognition.
The implicit-association test (IAT) is an assessment intended to detect subconscious associations between mental representations of objects (concepts) in memory. Its best-known application is the assessment of implicit stereotypes held by test subjects, such as associations between particular racial categories and stereotypes about those groups. The test has been applied to a variety of belief associations, such as those involving racial groups, gender, sexuality, age, and religion but also the self-esteem, political views, and predictions of the test taker. The implicit-association test is the subject of significant academic and popular debate regarding its validity, reliability, and usefulness in assessing implicit bias.
The psychosocial approach looks at individuals in the context of the combined influence that psychological factors and the surrounding social environment have on their physical and mental wellness and their ability to function. This approach is used in a broad range of helping professions in health and social care settings as well as by medical and social science researchers.
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work, up to an employee who is actively damaging the company's work output and reputation.
Gallup, Inc. is an American multinational analytics and advisory company based in Washington, D.C. Founded by George Gallup in 1935, the company became known for its public opinion polls conducted worldwide. Gallup provides analytics and management consulting to organizations globally. In addition the company offers educational consulting, the CliftonStrengths assessment and associated products, and business and management books published by its Gallup Press unit.
Positive adult development is a subfield of developmental psychology that studies positive development during adulthood. It is one of four major forms of adult developmental study that can be identified, according to Michael Commons; the other three forms are directionless change, stasis, and decline. Commons also further divided the concept of positive adult development into six distinct areas of study: hierarchical complexity, knowledge, experience, expertise, wisdom, and spirituality.
Edward Francis Diener was an American psychologist and author. Diener was a professor of psychology at the University of Utah and the University of Virginia, and Joseph R. Smiley Distinguished Professor Emeritus at the University of Illinois, as well as a senior scientist for the Gallup Organization. He is noted for his three decades of research on happiness, including work on temperament and personality influences on well-being, theories of well-being, income and well-being, cultural influences on well-being, and the measurement of well-being. As shown on Google Scholar as of April 2021, Diener's publications have been cited over 257,000 times.
The VIA Inventory of Strengths (VIA-IS), formerly known as the Values in Action Inventory, is a proprietary psychological assessment measure designed to identify an individual's profile of "character strengths".
Modern psychological testing can be traced back to 1908 with the introduction of the first successful intelligence test, the Binet-Simon Scale. From the Binet-Simon came the revised version, the Stanford-Binet, which was used in the development of the Army Alpha and Army Beta tests used by the United States military. During World War I, Robert S. Woodworth developed the Woodworth Personal Data Sheet (WPDS), to determine which soldiers were better prepared to handle the stresses of combat. The WPDS signaled a shift in the focus of psychological testing from intellect to personality.
Broadly, gainful employment refers to an employment situation where the employee receives steady work, payment from the employer and that allows for self-sufficiency.
Tom Rath is an American consultant on employee engagement, strengths, and well-being, and author. He is best known for his studies on strength-based leadership and well-being and for synthesizing research findings in a series of bestselling books. His books have sold more than 5 million copies and have been translated into sixteen languages.
Donald O. Clifton was an American psychologist, educator, author, researcher, and entrepreneur. He founded Selection Research, Inc., which later acquired Gallup Inc., where he became chairman, and developed CliftonStrengths, Gallup's online psychological assessment. Clifton was recognized with a presidential commendation from the American Psychological Association as "the father of strengths-based psychology and the grandfather of positive psychology".
Jim Clifton is the chairman of Gallup, a global analytics and advice firm. Clifton served as the CEO of Gallup from 1988 until 2022, and is the author of the #1 Wall Street Journal bestseller It's the Manager, the bestseller Born to Build, The Coming Jobs War, and writes The Chairman's Blog. He is the creator of the behavioral economic framework, “The Gallup Microeconomic Path,” a metric-based economic model that establishes the linkages among human nature in the workplace, customer engagement and business outcomes, which is used by over 500 companies worldwide. His father was psychologist, educator, and author Dr. Donald O. Clifton, who founded of Selection Research, Inc. (SRI). Under Jim's leadership, SRI acquired the Gallup Organization in 1988.
