ProScan Survey

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The ProScan Survey is an instrument designed by Professional DynaMetric Programs, Inc. (PDP) to measure the major aspects of self-perception, including an individual’s basic behavior, reaction to environment, and predictable behavior. It was originally developed beginning in 1976 by Dr. Samuel R. Houston, Dr. Dudley Solomon, and Bruce M. Hubby,[1] President of PDP, Inc.

The ProScan Survey contains 60 adjectives drawn from the works of Thurstone,[2][not in citation given] Cattell,[3][not in citation given][4][not in citation given] Guilford,[5][not in citation given] Fiske,[6] Horst,[7] Daniels, and others. Respondents are requested to react to each adjective on five-point Likert Scale[8] under two separate perceptions, Basic Self and Priority Environment(s).[9] The ProScan Survey typically takes 15 minutes to administer, but has no time constraint. Validity of the instrument has been researched using four well-known approaches--construct, concurrent, predictive, and content validity, and was normed using a cross section of working adults.[10] The survey is intended for the normal segment of society and is no way designed to serve as a pathological finding device nor is it to be used in isolation without considering other factors such as experience, education, references, observations, or other relevant, observable factors.[10]

Traits
Dominance Extroversion
Pace Conformity
Logic

It classifies the following factors of human behavior:[10]

Dominance: Individuals with high scores on this factor are described as concerned about getting thing done, very competitive, decisive, calculating, and risk takers. Those with low scores are described as non-confrontive, supportive, cautious, and risk avoiders.

Extroversion: Individuals with high scores on this factor are described as outgoing, friendly, optimistic, and persuasive. Those with low scores are described as reserved, quiet, and introspective in social situations.

Pace/Patience: Individuals with high pace/patience scores are described as relaxed, dependable, likable, and at ease or cooperative with their environment. Those with low pace/patience scores are described as intense, action–oriented, pressing, spontaneous, and receptive to change.

Conformity/Structure: Individual with high scores on this factor are described as very precise, dedicated, careful, and concerned about what is “right.” Those with low scores on this factor are described as independent, free thinkers, and non-traditional.

Logic/Rationale: Individuals with high scores on logic/rational are described as fact-oriented and analytical. Those with low scores are described as feeling-oriented and intuitive.

Interpretive reports of the results also provide information describing:[10]
-Energy level
-Environmental stress
-Direction of stress in behavioral changes
-Energy lost due to stress
-Satisfaction/Morale
-Primary and back-up leadership styles
-Primary and back up communication styles
-Primary and back up approaches to task or goals
-Environmental preferences
-Motivators and demotivators

ProScan has been used in a wide variety of professional settings for assistance in hiring, motivating, coaching, and managing employees. Some of the fields in which ProScan has been used include education,[11] financial services,[12] hotel management,[13] software companies,[14] and the trucking industry.[15]

Reference list[edit]

  1. ^ Houston, S.R. and Solomon, D., Personal Dynamics Profiles Occupational Survey, Research Monograph, 3, 4, and 5, 1978-1983.
  2. ^ Thurstone, L.L., "The Vectors of the Mind," Psychological Review, 1934, 21(1).
  3. ^ Cattell, R.B., "The Principal Trait Clusters for Describing Personality," Psychological Bulletin, 1945, 42(3), 126-139.
  4. ^ Cattell, R.B. Saunders, D.R., & Stice, G.F. The 16 Personality Factor Questionnaire. Champaign, Illinois: Institute for Personality and Ability Testing, 1950.
  5. ^ Guilford, J.P. and Guilford, R. B., "A Factor Analysis of Personality," Psychological Monographs, 1954, 96 (4).
  6. ^ Fiske, D.W., "Consistency of the Factorial Structures of Personality Ratings from Different Sources," Journal of Abnormal and Social Psychology, 1949.
  7. ^ Horst, P., Personality: Measurement of Dimensions. San Francisco: Jossey-Bass, 1968
  8. ^ Likert, R., "The Method of Constructing an Attitude Scale," Archives of Psychology, 1932, 22(140), 44-45.
  9. ^ Braun, Joseph A. Jr., Editor, Reforming Teacher Education: Issues and New Directions. New York: Garland Publishing, Inc., 1989, 343.
  10. ^ a b c d Hubby, B.M., and Williamson, W.L., "Independent Studies of the Reliability and Validity of Responses to the Professional DynaMetric Programs ProScan Survey, Research Monograph," 9, 1988.
  11. ^ Braun, Joseph A. Jr., Editor, Reforming Teacher Education: Issues and New Directions. New York: Garland Publishing, Inc., 1989, 339-347.
  12. ^ Maldonado, Rosemarie, "Who are you, really? Can Tests Tell?" InvestmentNews, April 17, 2000, 3, 25.
  13. ^ Beardsley, David, "These Tests will Give You Fits," Fast Company, November 1998.
  14. ^ Greco, Susan, "When Is It Safe to Hire?: How one Group of CEOs Got Past Their Fear of Hiring Salespeople," Inc. Magazine, January 2007.
  15. ^ Smith, Patricia, "The Right Stuff: Behavioral Assessment Helps Predict a Successful Hire when Screening Drivers," Heavy Duty Trucking. May 2003, 56-58.