Why is thorough research important?

Thorough research provides the foundation for our business. Since we know that our Clients can drastically benefit from our tools, one of our goals is to provide the most trustworthy way to measure them and the science behind them. If we can prove what our testing is objective and accurate, then the findings and interventions have a greater credibility. That is why thorough research is our top priority.

Thorough research for objective and accurate testing is our top priority.

What are the superior tools AMP and our partner JobEQ use to research people?

  1. An Integral Approach– We don’t limit ourselves to testing just “competencies” or “personality.” Instead, we use an integral approach, allowing to test attitude (iWAM), values (VSQ) separately. By combining both approaches, we can get a higher validity and bring our customers the most information about an individual. Learn which elements fit together to form the mental process that leads to results.
  2. Model of Excellence– By having an organization’s top performers take the iWAM or VSQ, we can build a Model of Excellence to illustrate the ideal attitudes and motivations for employees to have. We compare the profiles of each candidate to this model and rank them based on their potential to become a top performer. Click here to learn more about this cutting-edge technique.
  3. Metaprograms– We measure more. People don’t fit into just 2 categories, or 4, or even 16. Every person in the world is different, and a test must be able to reflect these differences. The iWAM measures 48 cognitive patterns, called metaprograms, which are classified into 16 groups. The results are reported on a scale, so it won’t just say a person is “proactive” or “reactive.” Instead it will show you just how proactive and reactive each person is. By measuring so many metaprograms on this scale, the iWAM delivers you the most information about candidates. Click here to learn more about metaprograms.
  4. Standard Groups– The iWAM  and VSQ are normalized tests, meaning it compares candidates to their peers specific to each country. This helps to eliminate interpretation errors caused by cultural differences. We present a variety of features like this to help you understand test results. A current Standard Group Romania (Modelul National) is currently open to public.
  5. Reliability– The questionnaires were built to prevent test falsification. We have achieved this by eliminating “right” and “wrong” answers, using a ranking system to answer questions, and examining the consistency of all answers. Language is another high priority for us. Our products are available in a variety of languages, each of which has been carefully translated by a native speaker of the new language, so that the tests have worldwide uniformity and reliability. More on Reliability
  6. Research Background– The current AMP & JobEQ products are the most recent evolution in cognitive style research
    1. in the beginning of the 20th century started with Carl Jung’s work concerning Psychological Types.
    2. the second step was the development of MBTI®, an innovative personality test, between 1942 and 1957.
    3. the third milestone came from the development of Cognitive Science, starting around 1975. Cognitive scientists found that cognitive patterns differ between countries as well as between contexts.
    4. These led to several new pathways, three of which were instrumental in the development of our products:
  • The work of Geert Hofstede, Fons Trompenaars, and Charles Hampden-Turner about cultural differences in patterns
  • The work of Kolb et al. concerning learning styles
  • The work of Robert Sternberg, David McClelland concerning thinking styles and motivation.
  • The work of Leslie Cameron, Ross M. Steward et al. about the application of cognitive patterns in the context of work (motivation, working and thinking), which led to the LAB Profile® in 1980. In short, the LAB Profile is a systematic way of gathering information about a person, which helps to predict the person’s behavior based on his or her use of certain types of language patterns.
  • The work of Clare W. Graves, Don Beck, Christopher Cowen on value systems and Spiral Dynamics

The iWAM with its 48 variables is the best tool available for measuring attitudes and motivations in the workplace. VSQ followed as a similar way to measure value systems and cultural fit, and COMET was created to provide the technology for other new tests. Our products offer unmatched objectivity and accuracy, in a format that saves you time.

For more discussion on the science behind our tools check out these books and articles on our partner’s website

Article 1: HR Management – An Integral Vision
Article 2: How to Judge a Psychological Test
Article 3: How COMET Breaks Through the Challenges of Self-Assessment
Article 4: Are Men From Mars and Women From Venus?
Article 5: Do Metaprograms Evolve with Age?
Article 6: Cultural Modeling using iWAM – Comparing Australia, UK, USA
Article 7: Cultural Modeling using VSQ & COMET
Article 8: Metaprograms and Occupations

More on Validity and Reliability of iWAM , VSQ and COMET tests:


Like it? Share It!
Share on Google+Share on FacebookShare on LinkedInTweet about this on TwitterPin on Pinterest