Week 2 - Strengths Flashcards
Psychometrics
Psychometric Properties: the measurement characteristics of the tools
Reliability: the extent to which a scale is consistent or stable Cronbach’s a is commonly used
–Is the questionnaire stable?
Validity: the extent to which a scale measures what it is supposed to measure
Is the test valid?
Tests shouldn’t be “valid” but a test’s relative validity must be assessed?
Sometimes need to disguise it a little bit
MMPI - Minnesota multiphasic personality inventory - do all kids look like moneys - yes= low empathy - low face validity - does appear to be measuring this
Is the test measuring te construct it is intended to measure?
Is the test being used with the population for which it is intended?
Is the test being used for the application for which it is intended?
Standardization
Administration - test is given the same way every time
–Who administers the instrument
–Specific instructions, order of items, timing etc
–Varies greatly
Scoring - test is scored the same way every time
Who scores the instrument
–Correct, partial and incorrect answers, points awarded etc
–Varies greatly
Classifications and Measures of Strengths
Karl Menniger
Karl Menniger suggested development of a new diagnostic system
—Attempted to change how health care viewed diagnosis, prevention, and treatment of mental illness.
—Called for development of diagnostic system that described the life process rather than states or conditions
—Power of hope faith love
—“What about the productive and healthy aspects of personal functioning?”
Currently, we have a better understanding of weaknesses than strengths
Ex. ICD, DSM
—–WHO - International Classifications of Diseases (ICD)
————-All diseases
——APA’s DSM-5
No classifications of strengths have achieved worldwide acceptance
Currently, we have a better understanding of weaknesses than strengths
Ex. ICD, DSM
—–WHO - International Classifications of Diseases (ICD)
————-All diseases
——APA’s DSM-5
No classifications of strengths have achieved worldwide acceptance
Existing classifications of strengths
The Gallup Themes of Talent
The Values in Action Classifications of Strengths
The Search Institute’s 40 Developmental Assets
Two Prevalent Models of Strengths
- Elements of character that produce virtue
Example: VIA strengths - Personal competencies that generate optimal performance
Example: Clifton StrengthsFinder
Gallup’s Clifton Strengths Finder (Clifton, 1999; Gallup Organization)
Analysis of success: “What would happen if we studied what is right with people?”
Clifton emphasized talents - what allows us to do well in a business environment
1. Talents: “naturally recurring patterns of thought, feeling, or behavior that can be productively applied”
2. trait-like “raw materials” to be the products of normal, healthy development and successful childhood and adolescence experiences
Talents can be operationalized, studied, and accentuated in work/school
Success is related to talents and strengths
StrengthsFinder 2.0 currently has 34 themes
Gallup’s Clifton Strengths Finder - Empirically Driven Creation
Semistructured interviews to identify talents - different job sites and started interviewing people
———–interviews also were useful in predicting positive outcomes
Examined roles, visited job sites, identified superstars, and determined what was associated with success
To create StrengthsFinder tool, Clifton wrote 5000 items using empirically supported techniques.
Selection of items was based on traditional construct, content, and criterion validity evidence, suggesting that the tool tapped underlying attributes, the full depth and breadth of content, and the shared relationships and predictive powers, respectively
Sends the items out to experts in the field and gets feedback - factor and reliability analysis
Caveats- Gallup’s Clifton Strengths Finder
not designed or validated for use in employee selection or mental health screening
Using it for comparisons of individuals’ profiles is discouraged.
What is it used for? - Gallup’s Clifton Strengths Finder
Used to identify personal talents and build on talents to develop strengths
Used in college/uni and business populations for personal development
Gallup’s Clifton Strengths Finder EIRS
Executing
—Know how to make things happen
Achiever, arranger, responsibility
Manager, entrepreneur, event planner
Influencing
—-Take charge, speak up, and make sure the team is heard
—–Communication, competition, self assurance
Relationship Building
——Build strong relationships that can hold a team together and make the team greater than the sum of its parts
——Adaptability, connectedness, empathy
HR, therapy, customer relations
Strategic Thinking
—-Help teams consider what could be - absorb and analyze info that can inform better decision
VIA classification of Strengths
Some consider this the antithesis of the DSM
designed to describe the individual differences of character strengths on continua and not as distinct categories
Provides a common language of strengths
Six overarching virtues, 24 strengths
VIA classification of Strengths- Created in response to 2 questions:
How can one define the concepts of “strengths” and “highest potential”?
How can one tell that a positive youth development program has succeeded in meeting its goals?
Components of character:
Virtues (core characteristics valued by some moral philosophers, religious thinkers, and everyday folk)
Character Strengths (psychological processes and mechanisms that define virtues)
Situational Themes (specific habits that lead people to manifest strengths in particular situations)
