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Note: This test review was published by BPS on 10th December 2004
Description of the Test:
The PRISM does not seek to assess personality traits but focuses on work-related behaviour and personal preferences. The format is ipsative and the intention is to evaluate the individuals pattern of response. Part of the rationale is that high performers direct their energy and attention in a distinct way. The 24 scales (22 primary and 2 supplementary) are grouped under six main areas for profiling purposes: 1. Personal Interaction - Leadership focus, Establishing direction, Personal reserve, Personal contact; 2. Influence and Persuasion - Gaining attention, Gaining approval, Team involvement, Team influence; 3. Flexibility of Response - Creative focus, Developing opportunities, Organisational awareness, Stress Index;' 4. Decision Making - Striving for success, Decision confidence, Seeking direction, Speed of response; 5. Focus on Outcomes - Personal values, Confronting issues, Task completion, Task commitment; 6. Analysis of Information - Planning and organisation, Accuracy of working, Innovative response, Broad-based thinking. The 22 primary scales are also grouped into 11 relating to personal objectives and 11 relating to work demands. These comprise two independent sets. The other two, supplementary, second-order scales are Creative focus and Stress Index. The theoretical basis of the PRISM rests in the work of Henry Murray (1938) on needs, Edgar Scheins (1978) work on career anchors, and Harold Schroders (1989) work on management effectiveness. It focuses on the interaction between individual needs and environmental demands. (Other instruments based on Murrays theory of needs include the PRF and Edwards Personal Preference Inventory.) The questionnaire is designed to provide a framework for a competency-centred review discussion. This can simply be based on the completed profile, or, alternatively, there are support materials included in the manual to help the user evaluate generic personal competencies, using structured discussion and behavioural (competency) interviewing. The intention is to focus on performance, and particularly the characteristics of high performers. The booklet contains a series of statements describing typical approaches to various situations at work. There are no right or wrong answers. The job of the respondent is to read each pair of statements and select the one that fits most closely that individual's approach to work. There are 110 pairs of items, for example: 1. I make detailed plans concerning future requirements. 2. I take immediate action when there is a problem. The PRISM (Version 1) is designed for professional and managerial staff. Data on the more recent Version 2 (for support and operational staff) are currently being collected.
Authors: D.A. Sharpley
Test Publisher: DSA Ltd.
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