CHAPTER 10

Application of SIS in Business Organizations:

Application of SIS in Business Organization:

The primary responsibility of managers is the optimal utilization of the existing resources under their control. Each needs to empower their staff to ensure maximum cost effective utilization of material resources. Due to the economic down turn many industries are in crisis throughout the world. Leaders must prioritize the goals and the assets of the business they are operating for the survival of their organizations. Re-structuring, right sizing and monitoring critical economic measure have become the priority of the day. Business owners are looking towards an executive who can create miracles. Under such stressful scenarios, a few organizations who take advantage of modern technology in psychologically assessing workers will have great comparative economic advantage. The company would be able to field a team of aggressive players who could more effectively compete with negative industrial forces.

Pre-employment personality profiles, assessments, and tests are becoming popular during employee selection process. When the right personality assessment is used as part of hiring process, it will tremendously benefit the organization. The SIS application empowers the selection processes by more rapidly screening a person with desirable traits such as mature, confident, visionary, team maker etc. It also brings to the surface the information which the individual failed to report in standard interview. Moreover, once the candidate is initially selected, having the opportunity in follow up session, to retest the individuals with the relatively objective computerized instrument, can prevent economic losses that occur when later on if this person has become a full time employee and then found to be a mismatch on the job.

There are two schools of psychological testing: Objective Test and Projective Test. The “Objective Test”, is also known as paper pencil test based on “Questionnaires”. It is easy to establish their reliability and validity. They are convenient in administration and scoring and easier in interpretation. There is no difference whether it is given by a trained psychologist or by an inexperienced assistant. Many of these questionnaire such as 16 PF, MBTI, Keirsey Temperament Sorter, MMPI etc are available in computer software helping the subject to take the test from any place.

In viewing semi ambiguous stimuli, the deep seated material may be brought into awareness that previously long forgotten. For example, if the individual had poor or traumatic earlier life experiences with individuals from the past, this unresolved memory could distort and emotionally color his perception of situation at work. The “Thematic Apperception test” and “Word Association test” are still included in the Armed forces Selection Board in India. The Holtzman Inkblot Technique and The Somatic Inkblot Series have been used successfully as “Group Administered” on general population and in Industry. In its electronic form (VIDEO/CD/DVD) the SIS procedure with accompanying software programs facilitates scoring for easy and quick interpretation.

The SIS has a more technologically advanced projective system with multiple industrial applications. The instrument helps in assessing the basic personality of the individual. In various Indian business organizations it has been found to provide a successful screening tool. It has provided otherwise unavailable data concerning the following: Interpersonal relationship, self and ego, team building, hostility, aggression, depression and suspicious attitude (Dubey and Cassell, 1993, 2002, 2003). It is also found to have high test-re-test reliability, parallel form reliability and split half reliability with high content validity ((Cassell, 1969, 1971, 1972, 1977, 1980; 1990, Goel et al,1990, Dubey and Cassell, 1993).

One of the authors (BLD) used The Rorschach, Somatic Inkblot Series (SIS) and TAT for teaching graduate students about 40 years and administered SIS and TAT for personality assessment during selection for about 20 years in various private and public sector organizations in India. The findings have been very encouraging. The SIS was found to be a dependable test in assessing certain very important traits such as “Team Building, Inter Personal Relationship, Healthy Mind-Body Imagery”, much required in successful business executives. The profile of executives has been prepared to help organizational/industrial psychologist and human resource personnel working in various organizations as norms/indices. Various areas being assessed by different images of Somatic Inkblots Series-II are depicted in Table 11.

Table 11

SIS Images Assessing Different Areas

Area|Images|

Interpersonal Relationship|A: 9, 21, 24, 31, B: 4, 5, 28, 31|

Ego/Self Image |A:- 5, 6, 7, B: 22, 27, 28, 29|

Healthy Body Imagery|A:- 10, 12, 13, 14, 15, 16, 17, 18, 19, 20, 22, 23, B: 9,11,16,17, 20, 30|

Erotic Imagery|A: 4, 8, 22, 25, 27, B: 18, 25|

Hostility / Aggression|B: 15, 21|

Insecurity|A: 13, 24, 26, B: 19, 22|

Thinking in Group Conformity|A: 7, 9, 12, 13, 20, 27, 30, 31, B: 4, 5, 9, 22, 27, 28, 29, 30, 31|

Dubey (1975, 1976, 1980, 1988, 1989, 2003) administered inkblot tests (Rorschach and SIS) to executives in different situations. As expected, the data revealed several higher mental functions. These were as follows: productivity, imaginative ability, controlled emotionality, good adjustment and group conformity. In regard to leadership skills, their scores were elevated on team building. Regarding their personality profile, they gave more number of total Responses, Most Typical and Human responses. In contrast they scored low with regard to Animal, Anatomical and Sex responses. The Rejection of images and Pathological responses were almost absent. In another study Dubey et al (2001, 2003) administered SIS Test to 90 executives of a private organization. The SIS profile reveals that they were supported by good ego strength, healthy interpersonal relationship, no erotic disturbances, controlled hostility and aggression, high on team building concept, good human relationship, and keeping touch with reality. The personality profile data of the executive groups is shown in Table 12.

Table 12

SIS-II Profile of Executives in Public & Private Sector Organizations and Indicators of Successful Executives

Indices| Dubey et al,

1995, Pvt. Sec.Exe.

(n=300) MF |Dubey et al

2002, Exec.

(n=892) MF|Dubey, 2003

Pub Sec Exe.

(n=400) MF|Dubey,2003

Exe Prvt Sec .

(n=90) MF|Indicators of Successful Executives|

Total number of Response|70.25 |68. 00|66.50|65.57|61-75 (>62)|

Human Responses|14.20 (20) |18. 20|20.30 (30) |19.21(30.96)|20-25%|

Animal Responses|8.45   (12) |8.60|10.65   (16 )|7.31(12.75)|<11%|

Anatomical Responses|11.40   16 |12.80|11.80  (16 )|12.38 19.97)|<15%|

Sex Responses|4. 20   (6) |3.15 |3.30   (4 )|2.24 (3.62)|About 6%|

Movement Responses|8.35|6.30|8. 35 |6.31 (10.18)|<13|

Most Typical Responses|14.55   |14.80|14.55 |15.24 (85)|>13|

Typical Responses|NR|32.00|40.00|NR|>50%|

Atypical Responses|NR|9.00|9.00|NR|<12%|

Rejection of Images|0.75 (1.00)|0.60 (0.85)|0.85 (1.00)|0.35 (0.20)|<1 Image|

Pathological Anatomy Scale |0.6|0.5|0.4|Almost Nil|Almost Nil|

Depression Scale|0.4|0.6|0.6|Almost Nil|Almost Nil|

Hostility Aggression Scale|0.5|0.4|0.5|Almost Nil|Almost Nil|

Paranoia Scale|0.02|0.3|0.3|Almost Nil|Almost Nil|

Percentage is shown in parenthesis

Next the data will be presented illustrating using the SIS as screening test during the selection procedure. The subjects, who did not reject any images, gave more than 13 Most Typical responses (out of 18), more than 20 percent of Human responses, less than 15 percent of Animal and Anatomical responses and gave no pathological responses, were recommended for inclusion in regard to possible employment (Dubey and Dubey, 2012). However, there were other criteria for acceptance or elimination and none were rejected solely on the basis of psychological test performance. Indices found successful are shown in Table 13.

Table 13

Hard Core SIS Indices of Executives

Indices|Scores|

Most Typical Responses|More Than 13 (out of 18)|

Human Responses|More Than 20 Percent|

Animal Responses|Less Than 15 Percent|

Anatomical Responses|Less Than 15 Percent|

Pathological Responses|Almost Absent|

Currently ongoing research is enabling us to explore the use of the SIS in “Cyber Space” under the name “Game Changer”. In this settings comparing the tool to a game rather than a test which has many advantages such as making it seem more users friendly. The game Changer is one of the interventions under Dubay Doctorin (2D)(Dubey,2010). This was conceived as an “Agile Service Management philosophy” that blends traditional service management standards with the "human aspect" of the workforce. At the most elemental level 2D is a set of guidelines and tools that provide a nimble and effective implementation of service management. The philosophy covers the entire lifecycle of a service and all crucial aspects of a “service entity" or service provider including the organizational structure.

Business leaders have a long history of questioning the business value of expensive information technology; yet, this skepticism often is justified given the intangible benefits and long implementation projects. To overcome these problems and break the barriers of implementation, the Dubay Doctorin maintains rapid deployment capability and state of the art of internet based assessment technology. Information informing decision makers is quickly available allowing operational leaders the tools required. The 2D enables organizations to transform into learning organizations to effectively compete in the marketplace. Raising the productivity levels of employees whose job cannot be automated is the next great challenge of information technologies. Supervisors and managers supporting a business process redesign to appropriately enhance the environment. It is very simplistic and pragmatic approach that attempts to understand and capitalize on "the people", "processes", assets and technologies" in a service delivery environment focused on specific business outcomes. It can be applied in any service industries including Government Services, Hospitality Services, Transportation and Logistics Services Dubey and Dubey, 2012).

The Game Changer:

It is a web based psychological procedure using projective inkblots images to assess certain important personality traits, found to be very effective for the success of people in industry. These traits are:

1. Interpersonal Relationship,

2. Team Building and sharing common view of things,

3. Pessimistic Attitude and

4. Aggressive expression.

The instrument helps in assessing the traits in high and low scores. The high scores are more desirable in first two traits- Interpersonal Relations and Team Building while low scores are desirable for pessimistic attitude and aggressive expression. It helps to understand if a person can make a good team, will have smooth interpersonal relationship with different sets of people with low pessimistic and aggressive attitude. It is specially designed for business settings. It is a light weight personality assessment tool that can be used by business professionals and managers.

It consists of a slideshow of 10 inkblot images. The responders are asked to select a likely "inner projections" from four available preset options or the option to pen their thought as a fifth option. All impressions and emotions are encouraged. At the end the responder is asked to select the "most liked" and the "least liked" images including reasons for the selection.

The results are interpreted by software and a report that draws a "personality profile" of the responder is generated. The report has been used by practitioners in the following:

6) Employee morale management.

Like other psychological instruments, Inkblot techniques have its critics as well as proponents. The 2D practitioners have used multiple tests in business settings including the MBTI, 16 PF, TAT, this tool fits well with "inexpensive, agile mind set" of 2D practitioners.

After understanding the personality profile of existing personnel, training programs are organized to align the team with the following:

4. W3 and SPOT analysis.

These programs will further help in understanding Strength, Problems, level of Motivation and future planning of goal achievement.

A sizable group of people from all strategic departments (30 to 40) will be taken to a Forest Resort amidst natural environment for two days. They will get opportunity to share their experiences and express their feelings. The exercise brings them closer than earlier. The program is particularly designed to achieve following objectives:

a) Cohesive team.

b) Effective communication.

c) Interpersonal relationship.

d) Self-confidence.

The group will be further divided into various teams and asked to choose their own leader and many outdoor exercises will be performed. Later Heads of Department along with their work team were asked to prepare short targets for the next 3 months and long targets for the next 12 Months. This will make them to feel important and give confidence to the entire team that they can work on their own as well be interdependent on others.

The group leaders will be responsible to check the short and long term goals achievement, setting next target if earlier set goals are achieved. Daily activities will include checking the cost of each activities, cost reduction, implementation of team goals and team morale. The outcome of such intervention has been reported earlier (Dubey, et al 2002, 2003, 2005) with success stories.

Finally because basic human characteristics exist throughout the world, apart from culture, therefore, although the normative data has been established in Indian industry, it is likely that these data may have general applicability to industrial settings worldwide.