Giotto

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Note: This test review was published by BPS in 2004

Description of the Test

Giotto is intended for wide use within work settings for assessing integrity. It can be used for selection, promotion, appraisal or staff development purposes.’ It has 101 items and assesses seven dimensions derived from a model of integrity articulated by the Roman fourth-century poet Prudentius. The working styles can be conceptualised as aspects of one’s personality. They are: - Prudence extent of prudence vs carelessness in carrying out work tasks; - Fortitude works hard vs only as necessary; - Temperance prone to settle disputes by reconciliation vs by aggression; - Justice trusting vs suspicious in dealings with colleagues; - Faith has faith in one’s employer vs only in oneself; - Charity open vs scheming in dealings with others; - Hope welcomes vs resists changes at work. The scales present a ‘de facto’ definition of Integrity, which is not entirely consistent with other definitions of the construct. The instrument takes its name from the portrayals of these qualities by the fourteenth-century Italian painter ‘Giotto’. The interpretation of Giotto scores assumes that persons have patterns of strengths and weaknesses in the assessed working styles and that employment settings also differ in the degree to which these various working styles are relevant. Giotto is designed to assist in the matching of the individual’s primary strengths and weaknesses to work that will utilise strengths and accommodate weaknesses. Giotto is intended to be used in a wide variety of work settings for such purposes as selection, promotion, appraisal or staff development. Computer software produces standardised scale scores and narrative feedback reports that should be interpreted by appropriately trained professionals.

Authors: J. Rust

Test Publisher: Pearson