[IPAC-List] IPAC-List Digest, Vol 15, Issue 12
Akeela B. Davis
akeela at motivationmapsolutions.com
Mon Feb 22 12:01:23 EST 2016
Hello Mike,
I got kidnapped for a tech free weekend by my husband (belated Valentine).
My calendar was clear, so he did not know I had promised a reply. Sorry.
I hope the following helps.
*Q. i) **Do you have any documentation on the use of the measure in
applicant testing that addresses the effects of faking to look good on test
scores and,*
*A. i) I believe the documentation you are referring to, is more related
to psychometric assessments which are normative or criteria-based. The
ability to fake on these types of assessment is very important to know, as
the results being compared others, for significance.*
*Since Motivation is not a skill, the assessment is ipsative, that is,
scored against oneself. While this is not a recommended method for skills
based tests, it works for MAPs, as motivation represents a personal level
of energy. Map provides an overall measurement on a person’s level of
energy, and also breaks it down at to how this mental energy is distributed
between relationships, achievement and growth.*
*While there are ways of spotting someone trying to play games with the
assessment, in reality, we emphasize to them that they are faking against
themselves. If someone does try to mislead you this can open a whole new
conversation. Out of 125,000 assessments, the founder has noted that only
about 20 people were trying to fake it. *
*ii) whether the instrument, in applicant settings, predicts job
performance?*
*A ii) As you know there are a number of variables contributing to
performance. What I can say is that there is a high correlation between
motivation levels and performance. Motivation Map measures the full
spectrum of energy/motivation. There are some psychometric assessments
which can measure up to 40% of motivation, and only in one aspect of it.
The quote below from Lou Adler says it all.*
*“Don’t settle for anything less than high energy, good team skills, and a
good dose of talent or the ability to learn” Lou Adler **Hire With Your
Head: Using Performance-Based Hiring to Build Great Teams*
*How do you measure energy? We see Motivation Map as simply one more tool
in your tool belt, not the only one.*
Have a fantastic and productive week!
Akeela Davis
Akeela Davis, CEO
Motivation Maps Solutions Inc.
& Sirius Strategic Coach
1-800-814-3905
www.motivationmapsolutions.com
How do you measure motivation? Ask us!!
On Wed, Feb 17, 2016 at 12:03 PM, <ipac-list-request at ipacweb.org> wrote:
> Send IPAC-List mailing list submissions to
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> than "Re: Contents of IPAC-List digest..."
>
> Today's Topics:
>
> 1. Re: IPAC-List Digest, Vol 15, Issue 10 (Michael McDaniel (WSF))
>
>
> ---------- Forwarded message ----------
> From: "Michael McDaniel (WSF)" <McDaniel at workskillsfirst.com>
> To: "Akeela B. Davis" <akeela at motivationmapsolutions.com>
> Cc: "ipac-list at ipacweb.org" <ipac-list at ipacweb.org>
> Date: Wed, 17 Feb 2016 12:02:32 -0500
> Subject: Re: [IPAC-List] IPAC-List Digest, Vol 15, Issue 10
> Akeela,
>
> Thank you for your reply which I reproduce below for the benefit of the
> list. Do you have any documentation on the use of the measure in applicant
> testing that addresses the effects of faking to look good on test scores
> and whether the instrument, in applicant settings, predicts job performance.
>
> Thanks,
>
> Mike
>
>
> Hi Mike,
>
> Using an online survey validation, after they have been debriefed,
> candidates were asked to rate the accuracy of the map as it applied to
> themselves as well as ease of use.
>
> Call me if this is not clear or you have other questions.
>
>
> On Wed, Feb 17, 2016 at 10:58 AM, Michael McDaniel (WSF) <
> McDaniel at workskillsfirst.com> wrote:
>
>> Akeela,
>>
>> What is meant by accuracy rating? It is not a common term in test
>> validation.
>>
>> Thanks,
>>
>> Mike
>>
>> On Wed, Feb 17, 2016 at 9:06 AM, Akeela B. Davis <
>> akeela at motivationmapsolutions.com> wrote:
>>
>>> Hi Harry,
>>>
>>> You might want to look at the Motivational Assessment Profile (MAP) to
>>> augment other assessments you are looking at.
>>>
>>> Let me know if you would like to experience it for yourself, to see what
>>> it gives you to work with.
>>>
>>> While in use in 11 other countries, I have been introducing it to North
>>> America for the past couple of years. I have an exclusive distributorship
>>> liscense. It is ISO certified and face validation give it a 95% accuracy
>>> rating.
>>>
>>> Let me know if you are interested. I will need your email so that I can
>>> send the password.
>>>
>>> 15 minute online assessment, and I will debrief the report with you,
>>> personally.
>>>
>>> This offer is only open to those on the IPAC list.
>>>
>>> Sincerely,
>>>
>>> Akeela Davis
>>> Motivation Map Solutions Inc.
>>> akeela at motivationmapsolutions.com
>>> 800-814-3905
>>> WWW.Motivationmapsolutions.com
>>>
>>> On Feb 16, 2016 11:34 PM, <ipac-list-request at ipacweb.org> wrote:
>>>
>>>> Send IPAC-List mailing list submissions to
>>>> ipac-list at ipacweb.org
>>>>
>>>> To subscribe or unsubscribe via the World Wide Web, visit
>>>> https://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>> or, via email, send a message with subject or body 'help' to
>>>> ipac-list-request at ipacweb.org
>>>>
>>>> You can reach the person managing the list at
>>>> ipac-list-owner at ipacweb.org
>>>>
>>>> When replying, please edit your Subject line so it is more specific
>>>> than "Re: Contents of IPAC-List digest..."
>>>>
>>>> Today's Topics:
>>>>
>>>> 1. Need a Test for entry-level police officer (Harry Brull)
>>>> 2. Re: Need a Test for entry-level police officer (Lance Seberhagen)
>>>>
>>>>
>>>> ---------- Forwarded message ----------
>>>> From: Harry Brull <harry at bcgconsultinggroup.com>
>>>> To: IPAC-List <IPAC-List at ipacweb.org>
>>>> Cc: IPAC-List <IPAC-List at ipacweb.org>
>>>> Date: Tue, 16 Feb 2016 23:53:03 +0000
>>>> Subject: [IPAC-List] Need a Test for entry-level police officer
>>>> Colleagues,
>>>> I am looking for a written test to be used for screening police
>>>> applicants.
>>>> Specifically, I am looking for a personality-based instrument - not
>>>> basic skills or other cognitive measures.
>>>> (Reason being that Minnesota requires a 2-year degree to apply).
>>>>
>>>> I am looking for a substitute for an instrument that I used for years
>>>> at PDI/Korn Ferry that measured the following attributes
>>>>
>>>> Achievement Motivation:
>>>> Adaptability:
>>>> Attention to Detail:
>>>> Authoritarianism:
>>>> Cooperativeness/ Team Play:
>>>> Emotional Control:
>>>> Fate Control:
>>>> Influence:
>>>> Interpersonal Perceptiveness:
>>>> Non-delinquency:
>>>> Practical Intelligence:
>>>> Realistic Interests:
>>>> Responsibility:
>>>> Sociability:
>>>> Tolerance:
>>>>
>>>> Now that I have left PDI/KF, gaining access to the test and getting it
>>>> scored is difficult.
>>>> If anyone knows of a test/vendor who can approximate these
>>>> measurements, please let me know ASAP.
>>>>
>>>> Thanks in advance,
>>>>
>>>> Harry Brull
>>>> BCG Consulting Group
>>>>
>>>>
>>>>
>>>> Harry Brull - Senior Partner
>>>> BCG consulting group
>>>> 612.414.8998
>>>> harry at bcgconsultinggroup.com
>>>>
>>>> www.BCGconsultinggroup.com
>>>>
>>>> -----Original Message-----
>>>> From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of
>>>> Dennis Doverspike
>>>> Sent: Thursday, February 04, 2016 6:03 PM
>>>> To: Joel Wiesen <jwiesen at appliedpersonnelresearch.com>
>>>> Cc: IPAC-List <IPAC-List at ipacweb.org>
>>>> Subject: Re: [IPAC-List] Recent criterion-related validation studies
>>>> for Police Officer?
>>>>
>>>> I am writing a blog on this so would be interested as well.
>>>>
>>>> Sent from my iPhone
>>>>
>>>> > On Feb 4, 2016, at 5:48 PM, Joel Wiesen <
>>>> jwiesen at appliedpersonnelresearch.com> wrote:
>>>> >
>>>> > Are there any relatively recent criterion-related validation studies
>>>> for Police Officer, say in the last 10 years?
>>>> >
>>>> > Thanks.
>>>> >
>>>> > Joel
>>>> >
>>>> >
>>>> >
>>>> >
>>>> > --
>>>> > Joel P. Wiesen, Ph.D., Director
>>>> > Applied Personnel Research
>>>> > 62 Candlewood Road
>>>> > Scarsdale, NY 10583-6040
>>>> > http://www.linkedin.com/in/joelwiesen
>>>> > (617) 244-8859
>>>> > http://appliedpersonnelresearch.com
>>>> >
>>>> >
>>>> >
>>>> >
>>>> > Note: This e-mail and any attachments may contain confidential and/or
>>>> legally privileged information. Please do not forward any contents without
>>>> permission. If you have received this message in error please destroy all
>>>> copies, completely remove it from your computer, and notify the sender.
>>>> Thank you.
>>>> >
>>>> > _______________________________________________________
>>>> > IPAC-List
>>>> > IPAC-List at ipacweb.org
>>>> > https://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>> _______________________________________________________
>>>> IPAC-List
>>>> IPAC-List at ipacweb.org
>>>> https://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>>
>>>>
>>>>
>>>> ---------- Forwarded message ----------
>>>> From: Lance Seberhagen <sebe at erols.com>
>>>> To: Harry Brull <harry at bcgconsultinggroup.com>, IPAC-List <
>>>> IPAC-List at ipacweb.org>
>>>> Cc:
>>>> Date: Tue, 16 Feb 2016 23:34:30 -0500
>>>> Subject: Re: [IPAC-List] Need a Test for entry-level police officer
>>>> Harry - For something new and different, take a look at Aon's Adaptive
>>>> Employee Personality Test (ADEPT-15), which promises high validity and
>>>> no faking.
>>>>
>>>>
>>>> http://www.aon.com/human-capital-consulting/consulting/assessment-and-selection-adept-15.jsp
>>>>
>>>>
>>>>
>>>> Lance Seberhagen, Ph.D.
>>>>
>>>> Seberhagen & Associates
>>>>
>>>> 9021 Trailridge Court
>>>>
>>>> Vienna, VA 22182
>>>>
>>>> 703-790-0796
>>>>
>>>> www.seberhagen.com
>>>>
>>>>
>>>>
>>>> On 2/16/2016 6:53 PM, Harry Brull wrote:
>>>>
>>>> Colleagues,
>>>> I am looking for a written test to be used for screening police applicants.
>>>> Specifically, I am looking for a personality-based instrument - not basic skills or other cognitive measures.
>>>> (Reason being that Minnesota requires a 2-year degree to apply).
>>>>
>>>> I am looking for a substitute for an instrument that I used for years at PDI/Korn Ferry that measured the following attributes
>>>>
>>>> Achievement Motivation:
>>>> Adaptability:
>>>> Attention to Detail:
>>>> Authoritarianism:
>>>> Cooperativeness/ Team Play:
>>>> Emotional Control:
>>>> Fate Control:
>>>> Influence:
>>>> Interpersonal Perceptiveness:
>>>> Non-delinquency:
>>>> Practical Intelligence:
>>>> Realistic Interests:
>>>> Responsibility:
>>>> Sociability:
>>>> Tolerance:
>>>>
>>>> Now that I have left PDI/KF, gaining access to the test and getting it scored is difficult.
>>>> If anyone knows of a test/vendor who can approximate these measurements, please let me know ASAP.
>>>>
>>>> Thanks in advance,
>>>>
>>>> Harry Brull
>>>> BCG Consulting Group
>>>>
>>>>
>>>>
>>>> Harry Brull - Senior Partner
>>>> BCG consulting group612.414.8998harry at bcgconsultinggroup.com
>>>> www.BCGconsultinggroup.com
>>>>
>>>> -----Original Message-----
>>>> From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org <ipac-list-bounces at ipacweb.org>] On Behalf Of Dennis Doverspike
>>>> Sent: Thursday, February 04, 2016 6:03 PM
>>>> To: Joel Wiesen <jwiesen at appliedpersonnelresearch.com> <jwiesen at appliedpersonnelresearch.com>
>>>> Cc: IPAC-List <IPAC-List at ipacweb.org> <IPAC-List at ipacweb.org>
>>>> Subject: Re: [IPAC-List] Recent criterion-related validation studies for Police Officer?
>>>>
>>>> I am writing a blog on this so would be interested as well.
>>>>
>>>> Sent from my iPhone
>>>>
>>>>
>>>> On Feb 4, 2016, at 5:48 PM, Joel Wiesen <jwiesen at appliedpersonnelresearch.com> <jwiesen at appliedpersonnelresearch.com> wrote:
>>>>
>>>> Are there any relatively recent criterion-related validation studies for Police Officer, say in the last 10 years?
>>>>
>>>> Thanks.
>>>>
>>>> Joel
>>>>
>>>>
>>>>
>>>>
>>>> --
>>>> Joel P. Wiesen, Ph.D., Director
>>>> Applied Personnel Research
>>>> 62 Candlewood Road
>>>> Scarsdale, NY 10583-6040http://www.linkedin.com/in/joelwiesen(617) 244-8859http://appliedpersonnelresearch.com
>>>>
>>>>
>>>>
>>>>
>>>> Note: This e-mail and any attachments may contain confidential and/or legally privileged information. Please do not forward any contents without permission. If you have received this message in error please destroy all copies, completely remove it from your computer, and notify the sender. Thank you.
>>>>
>>>> _______________________________________________________
>>>> IPAC-ListIPAC-List at ipacweb.orghttps://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>>
>>>> _______________________________________________________
>>>> IPAC-ListIPAC-List at ipacweb.orghttps://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>> _______________________________________________________
>>>> IPAC-ListIPAC-List at ipacweb.orghttps://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>>
>>>>
>>>>
>>>> _______________________________________________________
>>>> IPAC-List
>>>> IPAC-List at ipacweb.org
>>>> https://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>>
>>>
>>> _______________________________________________________
>>> IPAC-List
>>> IPAC-List at ipacweb.org
>>> https://pairlist9.pair.net/mailman/listinfo/ipac-list
>>>
>>>
>>
>>
>> --
>> Michael A. McDaniel, Ph.D.
>> Work Skills First, Inc.
>> Voice: 804-277-9730
>> E-Mail: McDaniel at WorkSkillsFirst.com
>>
>>
>>
>
>
> --
> Michael A. McDaniel, Ph.D.
> Work Skills First, Inc.
> Voice: 804-277-9730
> E-Mail: McDaniel at WorkSkillsFirst.com
>
>
>
> _______________________________________________________
> IPAC-List
> IPAC-List at ipacweb.org
> https://pairlist9.pair.net/mailman/listinfo/ipac-list
>
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