Oxford Transcript Ability Analysis Test. the "Oxford test of aptitude" or how we are made to question our ability to communicate and find common ground with others

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This is a very curious test. Unfortunately, I personally do not have any documentary data when and by whom this test was developed, where and how its validity was checked, what was the representativeness of the sample, etc. On the other hand, this test is most widely known in narrow circles, namely its for a long time and madly adored by all fans of Dianetics. I don't know the truth, but there is a suspicion that this test makes sense. At the very least, there are many curious scales in him, and he talks about your personality rather voluminously.

Test scales:

STABILITY
HAPPINESS
SELF-POSSESSION
CONFIDENCE
ACTIVITY
ABILITY
SENSE OF RESPONSIBILITY
CORRECT ASSESSMENT OF REALITY
CRITICALITY, OBJECTIVITY
OPENNESS, CLOSE

Warning - personally, I have a feeling that the test performs a certain advertising and psychotherapeutic function, namely, it tells such things about you, after which you definitely understand that without an urgent psychological assistance you will not survive anytime soon. Don't be discouraged: good psychological training does help many to become more successful, but if the test tells you about your deep personality problems, it may be the problems of the test writers, not your difficulties.

Good luck and good testing!

How to answer questions

There are 200 questions in the test, 25 on each page, respectively, there are 8 pages with questions.

Answer the questions without gaps (otherwise the test will not give results) and only if the question has been read carefully and understood. On the other hand, try to answer quickly: understand - answered, and move on to the next question.

When the answer is different, depending on whether you are considering the past or the present, respond in relation to the present.

In answers, “Yes” means mostly “yes”, or an emphatic “yes”. “Differently” means uncertainty, maybe not defined “yes” or “no”. “No” basically means “no,” or an emphatic “no”.

TEST CONSISTS OF TWO PARTS.

In the first part, you will answer the questions and get the primary data in the form of numbers. In the second part, you will enter your personal data (man, woman, age) and receive a summary.

The article will focus on the OCA test - the Oxford personality assessment test: where it can be passed, whether there are "correct" answers in it, and how to decipher the graph with the indicators of this test for the psychological state of a person. And of course, you can immediately in our organization to get a professional interpretation of the results.

For more than 60 years, this test has been successfully used to help people solve their personality problems and determine the optimal route for self-improvement. Thanks to accurate diagnostics (200 questions are used), many people continue to make significant progress.

Indeed, it is personal qualities first of all, they determine the level of not only well-being, but also the happiness of a person as a whole. Therefore, at least to broaden our horizons, each of us must imagine what it is and be able to receive such a service for very little money, or even free of charge.

What Does the OCA Test Really Show?

The graph reflects the study of a set of solutions that a person has come up with in order to solve problems in life.

An interesting point with solutions is that they work then, when applied to a problem they need to solve... If a person tries to apply to a problem for which it is not suitable for solving, that solution becomes part of the problem.

For example, here you are playing basketball. Then you play hockey. And after that, maybe you decided to play beach volleyball. No problem. But what if you didn’t take off your basketball uniform before putting on your hockey player’s protection, and then just put on your beach shorts on top of everything? See how much we carry with us and how this negatively affects the games we play?

The dentist is very good at discovering what can be corrected in the patient's mouth. Find the hollow and fix it. Find another hollow and fix it. Years later, this person begins to do a very good job of finding something wrong and fixing it.

But he doesn't notice that this “solution” drives his employees and his family members crazy, because he applies it to them too. He has long ceased to pay attention to what is CORRECT in his employees, his wife and children.

This set of "solutions" shapes the personality. They represent the results of trial and error of a person, and they taught him to behave the way he behaves - these are the rules of his universe.

How can a person be helped by the opportunity to see himself from the outside?

In fact, it begins to act on the basis of a stimulus-response mechanism. The person becomes a push-button mechanism, and his environment begins to press his buttons. He lives his life within boundaries that he dare not violate, and beyond which lies what makes him flinch.

These flinches are nothing more than remnants of an experience that he had, and which he does not want to have again. These are his "buttons".

After years of "learning" with his buttons, he finds himself in the middle of the comfort zone he created himself. He sacrificed his knowledge, intelligence and real ability in favor of a capsule with comfort.

The test allows you to see this capsule. This test also allows you to predict what actions a person needs to take in order to reverse the process and restore their true potential.

Test does not allow to understand whether a person has the knowledge and experience necessary to perform a specific job. The graph does not reflect a person's favorite color or their concept of an ideal husband or wife. The schedule touches the very BASICS.

The test allows you to see how a person actually handles the events of their life. It allows you to see if a person creates his life, or if life creates him. It shows you an "emotional imprint" and describes the person's comfort zone and how they deal with the challenge they have received from life.

Overview of the Oxford Personality Analysis Chart

A lot can be said about this personality analysis test. But it's worth starting with the definition:

Word "Personality" (" Personality ") goes back to the Latin word persona: The character of the play; actor mask, human ("The Concise Oxford Dictionary").

The columns that we will look at when evaluating the test reflect the basic parameters of a person's conditions and the basic abilities that a person needs in order to act in a survival manner. Each of the columns will be described below.

These characteristics can be grouped as follows:

Personality

CAUTION A
HAPPINESS B
SELF-POSSESSION WITH

Reliability of the schedule

CONFIDENCE D

Environment

ACTIVITY E
RESISTANCE F
RESPONSIBILITY G

Relations

CORRECT ASSESSMENT H
EMPATHY I
COMMUNICATION J

The first group is related to the Personality. It reflects Attention, Emotion and Balance. They all have to do with the person himself.

The Confidence characteristic reflects the duration of the schedule. Does a person trust his own decisions or does he jump from one decision to another like a frog on a hot plate?

The second group refers to the Environment - the universe surrounding the Personality, which is described by the first three characteristics. The characteristics of the second group indicate the level and nature of the competence with which the Personality manifests itself in the world.

The third group of characteristics reflects the way in which a person creates personal and relationships.

When we talk about individual characteristics, we often name them by the letters that appear next to the name of the corresponding characteristic. This corresponds to the sequence in which the characteristics are presented in the graph. You can hear the evaluator say, "She had a very high D, a lower E, and a lovely H. She is the perfect candidate for this position!"

Each column represents a specific primary parameter. When we look at a combination of characteristics, we see the character of a person.

Please note that it is not enough to look at each column separately to properly evaluate the test: it is very important to consider them as a whole. The following are general concepts for each of the characteristics.

A - Attention; FOCUS: The ability to direct attention for a long (high A) or short (low A) period of time

B - Happiness; FOCUS ON WHAT ?: Solutions or problems? Is this person goal oriented?

C - Composure; BALANCE: Can this person maintain composure in a difficult situation? Is he confident in himself?

Confidence

D - Confidence; CONFIDENCE: (Decisiveness or hesitation?)

Category 2: Environment, Activity, DO

E - Activity; ENERGY: Is he active or lazy?

F - Perseverance; INCIDENTAL POWER: Strength, intention.

G - Responsibility; BEING A CAUSE: Endurance or Vulnerability?

Category 3: Other People, Results, HAVE

H - Correctness of assessment; CONFRONT: Independent thinking or the influence of other people?

I - Empathy; DISTANCE: Warmth or coolness in the relationship, the ability to listen or ignore.

J - Communication; VISIBLE: Chatterbox or observer.

Psychotype test - reading the whole picture

The Personal Matrix Profile shows us the results of ten different tests on one graph, and looking solely at the values \u200b\u200bof individual characteristics will invariably lead to misunderstandings of the entire graph.

Therefore, you should be careful when you show a person his graph - he invariably comes to the wrong conclusions. The true picture is visible from the combination of characteristic values.

As evaluators, we are not interested in brush strokes on a painting, but in the effect of the painting. When we want to improve a case or train a person to work in a specific area, we look at individual characteristics.

IN GENERAL, the higher the value of an individual characteristic, the greater the ability associated with this characteristic a person displays.

The lower the value of a characteristic on the scale, the more problem this characteristic becomes, and the greater the negative effect that such a characteristic has on the whole picture.

For example, a very high (+ 30) Grade Accuracy tells us about an excellent ability to be present and face what is happening. A low H (-50) tells us that a person's opinion is influenced by other people, and he is constantly guided by the past when assessing what is right and what is not.

This, in turn, leads to the fact that this person is constantly re-creating his own past, because he constantly puts it in the present moment. Therefore, he suffers from fixed conditions for which there is no obvious solution.

Is it possible to improve the characteristics of a personality test

Individually, the ten columns can be considered as separate wheel spokes. Together they form a “matrix” that reflects predictable behaviors.

Personality can change. "Better" or "worse" are terms we will leave to the critics. We are interested in whether a person is capable of helping or is destructive in a particular context.

For example, a person shows an inability to stick to one decision. This is good for an actor or designer as they can change their minds quickly and are creative people... They can easily accept new ideas and are spontaneous.

However, a person in a leadership position who constantly changes his mind can destroy a company in record time.

It is difficult to get along with a person who has a low Empathy value, but he can become an excellent debt collector.

It should always be remembered that any characteristic can be improved through training. Therefore, you do not need to think that the cards that you received at the beginning of the game will remain with you forever.

Very high schedule

Sometimes we come across graphs on which the values \u200b\u200bof all characteristics are at the top. A chart like this represents either an incredibly good or a terrible sign. There is NO "in the middle" here.

In order to understand whether this is a great schedule or a bad one, you need to look at how productive this person is. The evidence of performance - or lack thereof - will be evident. Performance will be either high or zero.

We call this terrible state "peace and quiet." Man is unable to live in real world and lives in a fantasy land, and also honestly believes in everything he says, despite the fact that none of it can be verified.

A person with such a "terrible" schedule can bring. He will not even know that he is the cause of them. This is a completely compulsive person who will run out of steam without therapy and end up with a nervous breakdown.

It is sad, but such people do not ask for help, because their problems are “other people's problems”. These people with rose-colored glasses are unable to see for themselves how they behave.

You don't come across such graphs often, but it's better to know about them. When such people go through auditing programs, their schedules skyrocket.

When the best becomes the enemy of the good and why it happens

When we say that a characteristic is "compulsive," we mean that there is something that the person should do. Man does not have a solution of an analytical nature.

The compulsive characteristics are higher than the CONFIDENCE characteristic, with the Confidence value +32 or higher. Thus, if Attention is at plus 80, then it is compulsive, if Confidence is at 60.

Compulsive characteristics are interesting in that they work without the person realizing it. In other words, they are indicators of the “now I need to do this” behavior that worked for the person in the past, but is currently continuing at an unanalyzed level.

This model still "works" for humans, but at an automatic level. It may not work at all, but the person does not know about it and continues to automatically show compulsion.

A person who constantly talks and never listens is compulsive in this area and will never even think that people do not like starting a conversation with him. Compulsion is designed to solve a problem from his past, but he does not recognize that it creates problems for him in the present.

Another aspect of the compulsive characteristic is that it turns OFF like a bathroom faucet when the person reaches the limit of their tolerance level.

How You Can Really Improve Your Psychological Mental Test

For example, a person with compulsive C - Self-control - the very balance and presence exactly until he gets a nervous breakdown, which can last 30 seconds, ten minutes, or a year - depending on what marks are the other characteristics on his graph.

One of these people I knew broke off right in the middle of a meeting with four other people present. This woman just fell apart emotionally, got up and left the room. Everyone was worried about this fact, but I saw her schedule and assured them that she would be back in a few minutes and look happy. And so it happened.

These people looked at me as if I were an Indian sage with a towel wrapped around my head, but I knew this would happen and used this event to sell them a recruiting program using the OCA Test.

Their recruitment problems were resolved. (We've also dealt with this lady's compulsive characterization, but that's another story!)

In terms of rectification, when a person with a compulsive characteristic enters an effective personality auditing program, their previously compulsive characteristic will sink to their present level. It will be at a mark lower, but the person will feel more "connected" with this area and feel more relief.

The ceiling of analytical thinking in test results

The Confidence characteristic reflects the analytical thinking ceiling on the graph. A person will know about his behavior patterns below the Confidence mark on the graph, and he will not necessarily know about how he behaves according to characteristics whose marks are above D (until he is indicated to this).

We are not very concerned when one or more of the characteristics are above the Confidence mark. Activity and Perseverance, for example, are often higher than the Confidence among travelers and test pilots. These people discover new lands as part of their activities and live outside their comfort zone.

Conclusion

And pass in our Scientology organization "LIGHTHOUSE" the OCA test - the Oxford personality assessment test and get a transcript of the graph with the indicators of this test for the psychological state of a person.

Of course, it is no secret at all that the OCA Test was originally designed to determine the most optimal auditing program. Thanks to this procedure, a person restores his original level of vitality and becomes really happy.

This technology for restoring human abilities was not casually published on the special date May 9, 1950. The book "Dianetics: modern science mental health "was published on the 5th anniversary Great Victory our People over fascism.

The book contains a specific description of the auditing technology that you can independently apply with your partner. So don't forget to download this book - an amazing adventure awaits you!

Be happy! J

The page contains a translation of the secret manual for conducting and decoding the 1955 Oxford Personality Test in the original. You can personally verify its directness and simplicity.

This test was created by Julia Lewis Salman in the mid-1950s and she called it the American Personality Analysis Test. Subsequently, Raymond Kemp finalized it and released it in 1969 under the name known in Russia: "OSA Test". The test was striking in its effectiveness, it, like an X-ray, revealed the strengths and weaknesses of the person being tested.

The amazing thing was that his results could not be faked - the "dishonest" answers were revealed by the algorithm. Therefore, a number of comrades were very interested in making this tool stop being effective. Since the late 1970s, it has been redesigned so much that it stopped working.

In the Free Zone, the original OCA test was reinstated. And, of course, your nearest independent Scientology organization will be happy to provide you with a real transcript of your schedule - exactly as the creators of the test, Julia and Raymond, did it.

Chapter 1: The Real Purpose of the Oxford Personality Test

The purpose of this test is to provide a reliable means of assessing various temperamental factors, the combination of which determines trends in an individual's behavior. The test is the result of years of research, and the authors would like to thank the Hubbard Directing Center in Washington, DC, Phoenix, Camden, New Jersey, London, Johannesburg, and Melbourne for the resources provided.

This test, accompanied by a good knowledge of therapies such as Dianetics and the use of the Hubbard Attitude Chart and the Human Behavior Tone Scale, will provide the fastest and most accurate assessment of any factor that may help the test taker cope with his or her problems or be of great benefit to that person.

The test was also approved by the Freud Foundation of America, which noted the emotional stability of the individual before and after Scientometric research, both in private and in group procedures. The most important syndromes present in an individual can be quickly identified by using the test as a guide to therapy.

Test results are divided into characteristics and their opposites, from the letter A to J, and the word "characteristic" in this test means a set of behaviors and tendencies, the degree of manifestation of which allows them to be measured and noticed.

The questions that serve to determine the various characteristics in the test are based on a wide range of individual responses to different life situations.

Chapter 2: The Actual Reliability of the Personality Test in Numbers

Reliability refers to the degree of accuracy of the test measurements. A common measure of test reliability is the ratio of two forms of the same test. The average of the coefficient, taken over the past three years using two different tests, similar in purpose, shows that the average coefficient of the Oxford Personality Analysis is 96.

Another measure of the reliability of a test is the ratio of different characteristics in the same test. In fact, this is the ratio of different forms of short test, each of which is ten times shorter than the full test, while short tests, one might say, are issued simultaneously.

To correct the ratio between short tests, the Brown-Spinnen formula is usually used, which can be applied to obtain the ratio of two or more complete tests that are issued under the same circumstances. The average value of the coefficient for the adjusted coefficient is 92.

Thus, the use of weighted assessments makes it possible to identify a change in the personality factor for a given characteristic as a result of the presence of a change in tests carried out before and after therapy that exceeds four weighted points.

Other ways to check the reliability of a test method

Another measure of reliability, which is completely independent of the degree of heterogeneity of the group, is the possible error in the number of points (Beta factor). Potential point error refers to the average by which the actual number of points earned by an individual differs from the actual number of points.

While this form of test has a fatigue factor, the tester can quickly rectify the potential error by making sure that the test-taker or test-taker fully understands that the test cannot in any way be considered an exam and that they can complete the form. spend as much time as they need.

Attempts to deliberately fail the test by giving high or low answers are usually not a serious factor affecting measurement accuracy. If the test-taker gives such answers, they are considered accurate, since they give the tester a definition of what the individual considers good or bad.

A second test could be done by asking a few people who know the test-taker well to answer the test questions about the test-taker. All one has to do to do this kind of cross-checking of an individual is to replace the word "you" in the test with his name.

Chapter 3: Using the resulting deep psychological portrait

There are various specific ways to use the test, including any of the following:

Before and after Scientometric testing for clinical use, or for use by independent practitioners and consultants. The test can be used not only as a means of identifying actions to be taken, but also as a means of measuring the achievement of an individual as a result of therapy.

As a tool for use in professional recruiting. For this area, there is a separate form of test that shows the level of reliability of a person in the Organization, and this test is called the Oxford Personality Analysis (Business Performance Analysis).
Diagnostics of the fundamental factors and methods of rendering assistance to people with a problem of unhappy marriage, having a difficult childhood, involved in child crime, having problems communicating with parents or children, experiencing excessive depression, having an inferiority complex and other social difficulties that a human being may have.

Not obvious additional areas of application of the test

The test can be used in schools to identify individuals in need of therapy or counseling, and as an aid to identify those aspects of the personality for which people most need help, i.e. to ascertain what characteristic is most preventing an individual from being well-off and having good relationships with others in life.

Testing can be done by both teachers and students. If the test taker is under the age of fourteen, the tester can read the questions aloud and rephrase them in such a way that they do not lose their meaning, and then mark the test taker's answers on the form.

Providing assistance in the selection of a partner for marriage, consulting families and in case of difficulties in the courtship process. For example: an ideal marriage union cannot be considered one in which one of the spouses has very low scores on the characteristics of the test, has low level Responsible, Uncommunicative, Passive and Absent-minded.

In the event that such a situation occurs with the person of the couple who is planning to enter into a marriage, then he is recommended to seek advice and therapy in a good Scientology Free Zone organization, which are located throughout the world.

Taking the test itself has a therapeutic effect, because even in the absence of therapy, the principle of giving answers to test questions forces the individual to look at his attitude towards life and find out what characteristic there is a deviation from the optimal attitude towards life.

Chapter 4: Algorithm for Accurate Calculation of OCA Test Scores

Before you start calculating your test scores, review the Answer Sheet. Any wrong marks, incompletely erased marks, or unclear marks should be corrected.

If the answer to the same question has two opposite answers, erase both and mark the middle answer, since the double answer itself means that the answer should be in the middle ("maybe"). If the middle and one of the extreme answers are marked, erase the middle answer

If none of the answers in a question are ticked off, tick the middle column and check all other questions for that characteristic. If more than one answer for any characteristic is missing in the Answer Sheet, then, if possible, it is necessary to return the Answer Sheet to the tested person to fill in the answers to the missed questions.

If more than 50% of the answers are marked in the middle column, then this test is not indicative. It only shows that this person does not have too much confidence in his attitude to life, or does not want or is not able to think through the questions to the end.

This in itself will be the main reason for deciding what actions to take with the individual based on the test results.

Place the stencil over the Answer Sheet so that the questions are evenly spaced. Then, using the top of the sheet, add up all the scores above the existing marks and credit them to Attribute A. Then credit the scores to Attribute B. Enter the scores in the box in the upper right corner of the Answer Sheet. Repeat the operation to calculate the scores for each characteristic using the correct Answer Sheets.

When obtaining unweighted scores for each characteristic, select a percentage table according to the age and gender of the test taker. Find the weighted scores under the heading of each feature and then find their percentages. Percentages are indicated in the box in the upper right corner of the Reply sheet.

Plotting

Then take a blank graph and draw a percentage graph by placing marks on parallel lines connecting positive and negative values, and draw a colored line connecting these points.

You will see that the chart sheet is split into two levels with a zero percentage in the middle. Roughly speaking, any point in the negative range means the need to change this characteristic. The more of the graph is in the negative range, the more characteristics need to be changed.

A point below -75 indicates an urgent need for improvement. A point that is above zero is considered acceptable. A normal individual's stats are just above +30.

On the right side of the graph there will be numbers from 0 to 200. A mark of 100 indicates the usual acceptable standard of behavior. However, as therapy has improved, it has been found that with good counseling, an individual can raise their abilities and personality levels above what was once considered the norm.

Thus, it can be expected that in the near future there will be people whose effectiveness will be above the 100 mark. In fact, such a statement can already be demonstrated, and it has already been demonstrated over the past seven years in the Independent Scientology Organizations.

When charting, the right scale should be used to find the average normal level of an individual. Thus, if five characteristics were at around 100, and the rest were on average at 90, we can say that such an individual is 95% effective. Of course, this information is intended for the practitioner and business evaluator only and is a quick guide.

Nuances of the schedule and testing

If the graph of an individual is below the 100 mark or the midpoint for most characteristics and at the same time has high rates for only one or two characteristics, then these two characteristics indicate the presence of the corresponding euphoric state and should be considered as syndromes. Careful examination of the individual's stability factor will reveal the presence of a critical factor.

For item D, check question 22. If the answer is "yes," circle the dot along characteristic E with a wavy line. Then check question 197 and, if the answer is "yes," draw a wavy line around characteristic B.

The presence of two positive responses indicates that the degree of activity or depression is fluctuating and should be interpreted in this way. If the characteristic D is characterized by low rates, then these three factors form a syndrome that indicates an extremely unstable personality.

In the case of a series of tests, it is necessary to take a break of seven, and preferably ten days in order to make sure that the answers are accurate. Pencils are recommended when scheduling each test. different color... It is suggested to use a blue pencil for the first graph, red for the second, green for the third and black for the fourth.

Very few therapies of current efficacy will require more than four tests. Plotting the graph on the same sheet thus provides another way to use the test — to test the effectiveness of the therapeutic method, as it can quickly assess whether the practitioner is making progress.

Weighted scores should always be used in the test, and an exception is possible if the test is used for preselection purposes, i.e. in recruiting, where large numbers of people can be tested and, based on responses that are unweighted, select individuals who can then be retested using the weighted scores and thus get the most out of the test results.

Chapter 5: Using Personality Profile Test Results

The assessor must decide whether or not to show the test taker his graph. Often, although the test-taker is naturally curious, it would be wrong to show him the result until he has received changes through therapy.

For example, it would be a bad idea to show the test-taker his graph if the performance is low enough and the test-taker is very Depressive and very Uncommunicative. In this case, showing him the graph would devalue him, even though he himself answered the test questions.

In general, low scores for characteristics I and J (Sensitivity and Sociability as opposed to Unresponsiveness and Uncommunicativeness) indicate that the individual is out of communication with people or with terminals in his environment.

It is best to first spend some time with such a person and enter into communication with him, and therapy should be based on the rule that the practitioner and such an individual should always be in communication.

NOTE: This test is designed as a guideline and anyone who is going to use it should be aware not to rely entirely on the schedule. The practitioner's ability to look, observe and evaluate the test-taker is essential.

The authors recommend that all practitioners fully understand that the Hubbard Table of Attitudes and the Hubbard Table of Human Assessment are invaluable aids in addition to such necessary observation.

However, the test often identifies a characteristic that would need to be worked on and that would otherwise be overlooked. Practical use the test will soon improve observation as to which therapy method will most quickly solve the problem that the test taker has.

Chapter 6: Specific Application Techniques for the Oxford Personality Assessment Test

NOTE: Business performance analysis is another name for the OCA test.

Since, according to statistics, most companies are currently losing more than 48% of profits due to inefficiency of employees, it becomes imperative to identify through testing those employees who are in such poor condition that they can not contribute to the survival of the company.

Despite the fact that this problem has been known and has existed for many years, the answer was only found through the emergence of group therapy and an increase in the level of effectiveness of the individual using group therapy.

Thus, the test can be used in a special way - to identify employees who require consultation or group therapy. When conducting group therapy, large numbers of staff are encouraged to conduct pre- and post-therapy tests to determine achievement on a comprehensive scale.

It is also advisable to identify those employees who are in such poor condition that group therapy will be contraindicated for them. The condition of such individuals can usually be improved over several individual sessions, and then admitted to group sessions.

Unweighted metrics can be used in a test to identify underperforming employees.

The OCA test was developed to evaluate the large-scale research conducted by Ron Hubbard. Since the late 1940s, he and a large number of his followers have done a tremendous job of creating the science of the human mind - Dianetki.

During this scientific work about half a million processes have been developed and tested. Ron identified the most effective and simple auditing processes that helped the being free from the burden of the negative past and regain its lost abilities.

By the late 1970s, the work of creating a route to a more efficient, sane, and happier person was successfully completed. And now all over the world there is an opportunity to receive quality auditing in independent Scientology organizations.

Certainly the best way to find out what "Tea" is - it is to take and taste. You can do this by reading Dianetics: The Modern Science of Mental Health. This fascinating book not only reads in one breath, but is also a complete textbook. You can try auditing with your friend - read this book and work with each other!

Have you ever had an outwardly attractive candidate come for an interview, say the right things competently, behave confidently enough and you hire him ... During the probationary period, he shows himself on the positive side and you enroll him in the state, and after a month - he is different, suddenly, becomes inert, begins to make mistakes and so that he timely fulfills instructions, his systematically have to be adjusted, nudged and reminded to him?

Then you know that the outer shell and the inner world of a person are not the same... Alas, most of us do not know how to read other people's thoughts and know what is going on in the minds of those who come for an interview. And many will be able to endure their laziness or some hidden manifestations during the trial period.

So, having stumbled several times on such candidates and experiencing a slight misunderstanding of why this is happening, you stop believing people and already every such candidate causes you doubt and suspicion. Isn't it? ... Maybe not so. But for most of the personnel officers with whom we have to work, this leads to the fact that a normal adequate person comes to the interview, with whom the personnel officer begins to behave distrustfully, which causes suspicion in the candidate, and as a result, such a person himself already refuses to work in this company. Have you ever had this? ...

And what to do in such situations? Is there a way out? Yes there is! This is testing candidates.

We do not hide the fact that we are using a test based on the Oxford personality analysis test, which is actively used in the organizations of L. Ron Hubbard. But we use a secular commercial version of the testdeveloped by the American company Mastertech Computer Products International, Inc. And since the Oxford test is widely known and popular in the world, we use its name so that people have more of the reality that we are talking about. Unlike the original, the commercial version contains exclusively questions related to the business qualities of the candidate being tested.

So, here's an example of three different tests:

Test 1:

Test 2:

Test 3:

The best is test No. 3. It was completed by a 42-year-old woman who we hired as head of human resources in a large climate company, where she successfully passed the probationary period of 6 months and still works there, maintaining good relations with us.

The most problematic person is the person who completed test # 1. The person who completed test # 2 is also problematic, but his test is better than # 1.

And so, 3 people came, all dressed well, smiling, talking about the same, etc., but at the end 2 of them are problematic and only 1 is quite productive.

If you do not use testing when selecting candidates, as an additional tool for assessing the quality of people, then you will constantly come across those who will create problems for you more than help you.

There are no perfect people! But there are people who are able to help in achieving the set goals, and there are people who will take away part of the team's energy and greatly slow down it. What do you need? ...

Now we do not have a task to explain in detail the essence of each of the given graphs. If you are interested in this service, you can contact us and we will give you more reality about the testing technology we use.

And if you are interested in our service for testing your candidates or existing employees, then it is worth RUB 1,500 for one person.

If someone signs an agreement with us for the "Human Resources" service, then, in addition to other services on personnel matters, it also includes testing of up to 30 candidates per month. Also testing service can be purchased in packages - 10,000 rubles. for 10 people.

Prices are indicated without VAT 18%... Payment is possible both according to the usual tax scheme and according to the simplified one.

As an additional, free bonus, together with the test "Personality analysis", we offer an additional test "Professional suitability", which you can learn more about by contacting us.

High, compared to the rest, G:
Conditional self-control "thanks to" strict education in an atmosphere where the person should neither show any kind of emotion, nor express his opinion.
Introspection.
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D is higher than others:
Struggles with life and does almost nothing except this. The current social position allows you to mask well and wear a mask "nothing can happen to me."
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E is higher than F:
A person does more than he could do without straining. Located in one line D, E, F, show that a person keeps his activity within the framework of possibilities.
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F is higher than E:
Doesn't do what it could.
Auditing.
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I above the rest:
A man with a too soft heart. The easiest way to call it "sucker."
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C&D syndromes
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A, B and C are low:
Neurotic. Weighed down by past losses. Often indicates abandonment in childhood.
1. Ups & Down. 2. Introspection.
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A low, E high:
Absent-minded.
Introspection.
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Low A, B and C, high E:
Personality, possibly prone to suicide.
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Low A and J:
If the rest of the graph is acceptable, it shows that the person is in a 1.1 environment that suppresses him and makes it impossible to communicate, because this will be distorted and used against himself.
Personal integrity.
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A, C and G are low, F is high:
Explosive discontent. Very temperamental.
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A high, H low:
Firestarter.
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High A, Medium D:
Individual reckoning on stable data rather than personal confidence. Here is "Intellectual Understanding". Most students will think up data if it doesn't fit them.
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B and G are low, F is high:
Feelings of inferiority.
Auditing.
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B high, D low:
Inclined to the manic of crazy fun.
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F1 G3-4
You are irresponsible in life and work. You blame others for your problems, and you do not take into account the fact that you yourself are responsible for what happened or will happen. the fact that you are capable enough and open person, but also irresponsible, says that you are able to do something without considering the consequences. This is a very dangerous position and you will be in trouble if you haven't already.
Personal integrity.
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G1 F3-4
You are not a very capable and open person. You are almost unable to correctly perceive people and situations. Although you see yourself as a rather responsible and causal person, this is not entirely true. In some unusual situations, you take responsibility, but since you prefer to carefully monitor what you are doing, you face difficulties. But the better you keep track of your steps, the easier it is for you to overcome difficulties.
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H1 I3-4
You are not able to be empathetic, because you cannot imagine yourself in the place of another and therefore understand his views on things and the situation. because of this, you are not as good as you would like. You are trying to be frank, but only superficially. In reality, a lack of understanding is very bad, and you only pretend to see the good side of it.
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I1 H3-4
You are extremely critical. You attack with words and put pressure on the psyche, and meanly and with anger. You think that you can look from the point of view and position of other people, but in reality this is only a pretense, since in reality you only see the bad sides in other people and in your environment. Perhaps you are a rather tough person.
Ups & Down.
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Syndrome sections C
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D1 A3-4
You have an unbalanced character, and you are also too impulsive and absent-minded. You are not able to concentrate your attention, which either wanders somewhere or is forced to be fixed. You falsely view yourself as a completely dependent person, but this dependence and confidence is based on hypnotic decisions, judgments and opinions that you can neither control nor change.
Introspection.
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E1 D3-4
You are independent, but only somewhat confident in yourself. You really haven't decided for yourself what you need and what not, besides, you are very active. However, not all of your actions are under your control, since you do not know what you want to achieve with your activities. You realize that doing something is much better than doing nothing, but working in vain (without any goal) is unpleasant for you.
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E1 F3-4
You are a reserved person and are afraid to face the management of people and situations where everything is not clear. This creates a lot of trouble for you. The fact that you are active and sometimes obsessed shows that you are doing things that are actually beyond your capabilities. The result will be a lot of trouble down the road.
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F1 E3-4
You are not very active. You find it difficult to solve problems on the go and continue them once you start. but you are a very capable and open person, and you can manage both people and situations. You, because of your great laziness, do not go for everything that you are really capable of doing and bury your talents.
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B1 A3-4
Since you have some difficulty concentrating and are impulsive and unbalanced, you are not happy man, or you feel like that. Your insecurity, treachery and the fact that you do not value the trust placed in you upset others. Therefore, your enthusiasm and interest in life is greatly reduced.
Introspection.
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B1 C3-4
It's easy for you to keep your composure and relax, which doesn't make you feel as happy as usual. Your anxiety habits diminish enthusiasm and interest in life more than you think. You are too easily agitated and teased to keep you optimistic. With such an impact on you, your strength of mind falls.
Auditing.
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C1 A3-4
You are unbalanced and scattered. You have almost no control over your attention, which is either wandering somewhere or busy with one problem. because of this, you are not as calm as you would like to be thought of. Your calmness is that outer veneer behind which you are trying to hide your instability and insecurity.
Introspection.
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C1 B3-4
You are not entirely happy with life. This makes you a lot more nervous than you think. Your problems and difficulties, which are the sources of your depression, lead to inner frustration that you desperately try to hide with the external manifestation of calmness and serenity. Your efforts to exercise self-control quickly collapse if they don't lead to problem solving.
Auditing.
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90 G, +90 I? Martyr or persecution complex. The person is most likely lying.
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Two traits can be marked with a wavy line (traits B and E), this is explained in the chapter on scoring the test. Trace B, Happiness, is given a wavy line if the answer to question # 197 (Do you have periods of depression and sadness for no apparent reason?) Was answered "YES". Also, if the answer to question # 22 (Do you have periods of increased activity for several days in a row?) Was answered "YES", trait E, Activity, is circled in a wavy line. The circled traits show the person's corresponding manic, and the required cards must be removed (Manic B or Manic E).
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Syndromes Section B
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A1 B3-4
You are depressed and unhappy, you look at life from a pessimistic point of view. There are too many problems and difficulties for you to manage. This causes poverty in your judgment and distrust, and intensifies your ability to concentrate, although you consider this to be one of your best characteristics. Your family and friends find it difficult to communicate with you because of this.
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A1 C3-4
You are a nervous and very agitated person. Your worries and worries have a bad effect not only on those around you, but also on yourself. Your inability to relax and a constant state of nervousness leads to imbalance, reduces your ability to concentrate. This affects the stinginess of your judgments and leads to inconsistency in decisions, although you look at it as if you are fair enough in these matters.
Auditing.
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Recommendations:
C, H low - "Ups and downs". Auditing is contraindicated.
A, B, C low - 1. "Ups ..." 2. "Self-analysis".
A low, E high - "Introspection".
A and J low - "Personal integrity".
D low, J high - Auditing.
B and G are low, F is high - Auditing.
A1 C3-4 - Auditing.
B1 A3-4 - Auditing.
B1 C3-4 - Auditing.
C1 A3-4 - "Introspection".
C1 B3-4 - Auditing.
D1 A3-4 - "Introspection".
F1 G3-4 - "Personal integrity".
I1 H3-4 - Ups and Downs.
G is higher than all others - "Introspection".
E above F - Auditing.
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NB! Question # 22 "+" - Manik E.
Question # 197 "+" - Manik B.
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