Summary of existing knowledge and self-assessment tools
| Assessment tool | Description | Attributes measured | |
|---|---|---|---|
| 1 | StrengthsFinder 2.0 | Identifies the perceived individual unique strengths that each team member possesses. When shared, this can help to build a team's traits and enhance its performance. Using this tool, a team can be built to maximize their contribution to the group's collective goal (Rath, 2007) | Talents of individuals: thinking patterns, behavior, feelings and direction on potential areas of personal investment |
| 2 | Dominance, influence, Steadiness and Conscientiousness (DISC) | Measures the natural behavior of the participant, how they respond to the challenges, stress, pressure and their attitude toward other participants views and rules (Sugerman, 2009). It determines their assertiveness, decision-making, patience, reliability and perception in a specific work environment | Confidence, ability to build relationships, dependability, transparency, cooperation, thoroughness, competence, expertise, collaboration, support, motivation, outcome, obstacles, accuracy and commitment to stability within a team |
| 3 | Myers-Briggs Type Indicator (MBTI) | The MBTI is a personality self-assessment that indicates the judgments people make based on how they perceive situations. This instrument can be used by managers to identify the personality types, strengths and weaknesses of individuals (Myers, 1962; Goleman, 2000) | Personalities from four modes of perception: Sensing/Intuition and Thinking/Feeling. These modes then describe an individual's personality orientation as Introvert or Extrovert |
| 4 | Thomas-Kilmann Conflict Mode Instrument (TKI) | Evaluates individual's behavior in a situation of conflict. Used to identify how employees react in certain circumstances in two dimensions: Assertiveness, how much an individual is inclined towards satisfying his/her concerns; and Cooperativeness, how much an individual attempts to fulfil other people's concerns. (Thomas, 1974, 2010) | It describes five modes for handling conflicts: Accommodating, Collaborating, Compromising, Avoiding and Competing on an assertive or cooperative scale |
| 5 | Highlands Ability Battery | Assesses an individual's overall abilities and talents necessary for life's decision-making (Holland, 1994). When this test is taken by the project managers, the test can help them discover which field an individual can perform better and where improvements are still needed based on the results (Ratts, 2004) | It helps to identify the roles and responsibilities, environments, orientation to certain aspects of time management, verbal memory, visual speed, observation and vocabulary |
| 6 | Lumina Spark | A questionnaire that assesses the capabilities of an individual under different working environment. The results help in understanding the impact of the interaction of these personalities and pave the way for laying out strategies to improve performance at work (Desson et al., 2014) | Evaluates three facets of individuals, including personality, behavior and Overextended Personas |
| Assessment tool | Description | Attributes measured | |
|---|---|---|---|
| 1 | StrengthsFinder 2.0 | Identifies the perceived individual unique strengths that each team member possesses. When shared, this can help to build a team's traits and enhance its performance. Using this tool, a team can be built to maximize their contribution to the group's collective goal ( | Talents of individuals: thinking patterns, behavior, feelings and direction on potential areas of personal investment |
| 2 | Dominance, influence, Steadiness and Conscientiousness (DISC) | Measures the natural behavior of the participant, how they respond to the challenges, stress, pressure and their attitude toward other participants views and rules ( | Confidence, ability to build relationships, dependability, transparency, cooperation, thoroughness, competence, expertise, collaboration, support, motivation, outcome, obstacles, accuracy and commitment to stability within a team |
| 3 | Myers-Briggs Type Indicator (MBTI) | The MBTI is a personality self-assessment that indicates the judgments people make based on how they perceive situations. This instrument can be used by managers to identify the personality types, strengths and weaknesses of individuals ( | Personalities from four modes of perception: Sensing/Intuition and Thinking/Feeling. These modes then describe an individual's personality orientation as Introvert or Extrovert |
| 4 | Thomas-Kilmann Conflict Mode Instrument (TKI) | Evaluates individual's behavior in a situation of conflict. Used to identify how employees react in certain circumstances in two dimensions: Assertiveness, how much an individual is inclined towards satisfying his/her concerns; and Cooperativeness, how much an individual attempts to fulfil other people's concerns. ( | It describes five modes for handling conflicts: Accommodating, Collaborating, Compromising, Avoiding and Competing on an assertive or cooperative scale |
| 5 | Highlands Ability Battery | Assesses an individual's overall abilities and talents necessary for life's decision-making ( | It helps to identify the roles and responsibilities, environments, orientation to certain aspects of time management, verbal memory, visual speed, observation and vocabulary |
| 6 | Lumina Spark | A questionnaire that assesses the capabilities of an individual under different working environment. The results help in understanding the impact of the interaction of these personalities and pave the way for laying out strategies to improve performance at work ( | Evaluates three facets of individuals, including personality, behavior and Overextended Personas |
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