PAPI is a personality measure which was specifically designed to elicit behaviours and preferences which are appropriate to the workplace. It is an applied, workplace instrument and this is reflected by the conceptual model of personality it seeks to measure. It is recognised as a valid and reliable measure of personality by a number of institutions internationally including The British Psychological Society and the Swedish Test Committee. His seminal work in personality was carried out at the Harvard Psychological Clinic in collaboration with a group of dedicated colleagues whose ideas culminated in the classic, Explorations in Personality Murray, PAPI-I is recognisable from the way that it presents questions in a forced-choice format.
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This article will be permanently flagged as inappropriate and made unaccessible to everyone. Are you certain this article is inappropriate? Email Address:. PAPI is a personality measure which was specifically designed to elicit behaviours and preferences which are appropriate to the workplace.
It is an applied, workplace instrument and this is reflected by the conceptual model of personality it seeks to measure. This version included a number of changes and updates to the content and definitions to maintain their relevance to the contemporary workplace and scientific grounding. Sales and Leadership versions were also added to PAPI 3, including additional scales specifically for use when assessing people working in these types of positions.
The four additional Sales and Leadership scales are:. PAPI results are represented visually in the form of a profile wheel. This wheel has a number of significant features:. His seminal work in personality was carried out at the Harvard Psychological Clinic in collaboration with a group of dedicated colleagues whose ideas culminated in the classic, Explorations in Personality Murray, PAPI has 22 scales, grouped into seven factors, with each factor comprising between two and five scales.
Of the 22 scales 11 are defined as Need scales and 11 Role scales. The facets are made up of three unique items each. The focus is on understanding the individual and identifying what is more or less important to them. Because of its focus on the individual, PAPI I is ideally suited to use in development and coaching settings.
Because it focuses on comparing individuals, PAPI N is ideally suited to use in recruitment and selection settings, and can also be used for team building. As a first step, the individual under review is asked to complete the PAPI personality questionnaire, usually via an email invitation. The findings provide information for the employer to discuss with the respondent in an open, honest and frank feedback discussion.
The feedback discussion is a key element of the PAPI process. The thinking behind PAPI is that it is not possible to reduce people to mere scores on a test and to assume that one can make judgements or interpretations of the person based on such limited information. For the participant, the feedback discussion provides the opportunity to explain and explore their profile; for the user it provides the chance to verify or refute the hypotheses generated by the profile.
The online platform provides users with a number of features such as role profiling facilities, interview guides and candidate feedback reports. In June , the Cubiks Management team and employees completed a management buy-out which gave the company full independence.
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Kostick PAPI Scorecard
PAPI employs a trait-based approach to personality which assumes that individuals are not one thing or another like in the type based approach e. It is currently available in 30 languages and is used worldwide by over organisations. The latest development to PAPI launched in after an intense three-year development. Known as PAPI 3, the new update makes it the only personality questionnaire that has been developed from the start in multiple languages. It includes sales and leadership scales and features interactive online reports.