Strong - Revision history

Flc: /* Assessment */

2025-08-28T19:36:47Z

Assessment

← Older revision		Revision as of 19:36, 28 August 2025
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	! Dimension !! GRI a priori		! Dimension !! GRI a priori
	\|-		\|-
	\| People-Things \|\| Low 2 / ~~High~~ 2		\| People-Things \|\| Low 2 / high 2
	\|-		\|-
	\| Ideas-Data \|\| Low 2		\| Ideas-Data \|\| Low 2

Flc: /* Assessment */

2025-08-28T19:36:26Z

Assessment

← Older revision		Revision as of 19:36, 28 August 2025
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	\| Realistic \|\| Low 2		\| Realistic \|\| Low 2
	\|-		\|-
	\| Artistic \|\| Not ~~Applicable~~		\| Artistic \|\| Not applicable
	\|-		\|-
	\| Investigative \|\| Not ~~Applicable~~		\| Investigative \|\| Not applicable
	\|-		\|-
	\| Social \|\| High 2		\| Social \|\| High 2
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	\| Ideas-Data \|\| Low 2		\| Ideas-Data \|\| Low 2
	\|-		\|-
	\| Learning environment \|\| Not ~~Applicable~~		\| Learning environment \|\| Not applicable
	\|-		\|-
	\| Leadership style \|\| Not ~~Applicable~~		\| Leadership style \|\| Not applicable
	\|-		\|-
	\| Risk Taking \|\| Low 4		\| Risk Taking \|\| Low 4

Flc: /* References */

2025-08-28T19:35:49Z

References

← Older revision		Revision as of 19:35, 28 August 2025
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	=References=		=References=
	See here a presentation and comments by Mike Morris (from the MBTI Company) on Youtube including about the satisfaction and truth of what is measured by the Strong and how to use the results as an indicator.		See [[https://www.themyersbriggs.com/en-US/Resources/Strong-Interest-Inventory-244-assessment \| here a presentation and comments by Mike Morris (from the MBTI Company) on Youtube]] including about the satisfaction and truth of what is measured by the Strong and how to use the results as an indicator.


	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc: /* Assessment */

2025-08-28T19:34:49Z

Assessment

← Older revision		Revision as of 19:34, 28 August 2025
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	=Assessment=		=Assessment=
	The questionnaire consists of 291 forced-choice items for 130 occupations across 6 general occupation fields (2006). Completion time is approximately 30 minutes. The approach is comparable to the Campbell Interest and Skill Survey (CISS) test.		The questionnaire consists of 291 forced-choice items for 130 occupations across 6 general occupation fields (2006). Completion time is approximately 30 minutes. The approach is comparable to the Campbell Interest and Skill Survey (CISS) test. The Strong compares individual dispositions with those generally found in 244 occupations, divided into 32 basic interest groups (2020). The following RIASEC dimensions are measured:

	The Strong compares individual dispositions with those generally found in 244 occupations, divided into 32 basic interest groups (2020). The following RIASEC dimensions are measured:

	{\| class="wikitable" style="margin:auto"		{\| class="wikitable" style="margin:auto"

Flc: /* Comments */

2025-08-28T19:33:25Z

Comments

← Older revision		Revision as of 19:33, 28 August 2025
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	Career counselors get those questions about “what should I do” and the assessment is supposed to help provide answers. But after half a century, it is still doubtful that such an instrument, even with recent updates (2024) can provide appropriate suggestions for jobs, not to mention it could serve as an accurate predictor of job success.		Career counselors get those questions about “what should I do” and the assessment is supposed to help provide answers. But after half a century, it is still doubtful that such an instrument, even with recent updates (2024) can provide appropriate suggestions for jobs, not to mention it could serve as an accurate predictor of job success.

	As we evidence with GRI, different jobs require expressing different behaviors more or less frequently. Behavior profiles help understand how interests develop and what will assist the person to grow in the job.		As we evidence with GRI, different jobs require expressing different behaviors more or less frequently. Behavior profiles help understand how interests develop and what will assist the person to grow in the job. Interest and success in jobs depend on environmental factors too, such as social connections, industry demand, managerial, team, and a company’s characteristics, which an assessment cannot determine.

	Interest and success in jobs depend on environmental factors too, such as social connections, industry demand, managerial, team, and a company’s characteristics, which an assessment cannot determine.

	The average price of an assessment was $8 (2006). $12 to $18, depending on the type of report [12-2024].		The average price of an assessment was $8 (2006). $12 to $18, depending on the type of report [12-2024].

	=References=		=References=

Flc: /* Assessment */

2025-08-28T19:32:27Z

Assessment

← Older revision		Revision as of 19:32, 28 August 2025
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	\|}		\|}

	The RIASEC dimensions can further be broken down into six types: the doers, the thinkers, the creators, the helpers, the persuaders, and the organizers. The Strong measures preferences in 32 professional fields. In addition, the Strong describes an individual's personal style preferences in different areas, such as learning environment and risk-taking.		The RIASEC dimensions can further be broken down into six types: the doers, the thinkers, the creators, the helpers, the persuaders, and the organizers. The Strong measures preferences in 32 professional fields. In addition, the Strong describes an individual's personal style preferences in different areas, such as learning environment and risk-taking. The Strong includes six personal style scales:

	The Strong includes six personal style scales:

	{\| class="wikitable" style="margin:auto"		{\| class="wikitable" style="margin:auto"
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	The assessment maps occupations to the individual’s interests and suggests those that are most likely to lead to satisfaction. The MBTI Company combines the 1994 version of the Strong with the MBTI, producing graphical results and reports. The interpretations of the measurements are made using manuals. Individual reports are printed.		The assessment maps occupations to the individual’s interests and suggests those that are most likely to lead to satisfaction. The MBTI Company combines the 1994 version of the Strong with the MBTI, producing graphical results and reports. The interpretations of the measurements are made using manuals. Individual reports are printed.

	=Statistics=		=Statistics=
	Statistical studies on the Strong, as well as updates, are available.		Statistical studies on the Strong, as well as updates, are available.

Flc at 19:32, 28 August 2025

2025-08-28T19:32:04Z

← Older revision		Revision as of 19:32, 28 August 2025
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	~~This assessment technique has already been reviewed at~~ GRI, ~~but we haven~~'~~t published~~ about it ~~yet~~. ~~Email us at contact@gri~~.~~co if you are interested~~ in the results.		=Generalities=
			The Strong Interest Inventory was first published in 1927. It underwent various revisions over the years. It is based on the work of Strong, Kuder, Holland by C. Hansen and D. Campbell, and more recently from Mike Morris (The MBTI Company, 2024). It was published and distributed by CPP, Mountain View, CA, USA (2006), and renamed The Myers-Briggs Company, Sunnyvale, CA, USA (2024).

			=Assessment=
			The questionnaire consists of 291 forced-choice items for 130 occupations across 6 general occupation fields (2006). Completion time is approximately 30 minutes. The approach is comparable to the Campbell Interest and Skill Survey (CISS) test.

			The Strong compares individual dispositions with those generally found in 244 occupations, divided into 32 basic interest groups (2020). The following RIASEC dimensions are measured:

			{\| class="wikitable" style="margin:auto"
			! Dimension !! GRI a priori
			\|-
			\| Realistic \|\| Low 2
			\|-
			\| Artistic \|\| Not Applicable
			\|-
			\| Investigative \|\| Not Applicable
			\|-
			\| Social \|\| High 2
			\|-
			\| Enterprising \|\| High 1, low 4
			\|-
			\| Conventional \|\| Low 1, high 4
			\|}

			The RIASEC dimensions can further be broken down into six types: the doers, the thinkers, the creators, the helpers, the persuaders, and the organizers. The Strong measures preferences in 32 professional fields. In addition, the Strong describes an individual's personal style preferences in different areas, such as learning environment and risk-taking.

			The Strong includes six personal style scales:

			{\| class="wikitable" style="margin:auto"
			! Dimension !! GRI a priori
			\|-
			\| People-Things \|\| Low 2 / High 2
			\|-
			\| Ideas-Data \|\| Low 2
			\|-
			\| Learning environment \|\| Not Applicable
			\|-
			\| Leadership style \|\| Not Applicable
			\|-
			\| Risk Taking \|\| Low 4
			\|-
			\| Team Orientation \|\|Low 1
			\|}

			The assessment maps occupations to the individual’s interests and suggests those that are most likely to lead to satisfaction. The MBTI Company combines the 1994 version of the Strong with the MBTI, producing graphical results and reports. The interpretations of the measurements are made using manuals. Individual reports are printed.

			=Statistics=
			Statistical studies on the Strong, as well as updates, are available.

			=Usage=
			The Strong is designed to identify an individual’s interests and work preferences. It is proposed for career counselling and as a planning tool.

			=Comments=
			Career counselors get those questions about “what should I do” and the assessment is supposed to help provide answers. But after half a century, it is still doubtful that such an instrument, even with recent updates (2024) can provide appropriate suggestions for jobs, not to mention it could serve as an accurate predictor of job success.

			As we evidence with GRI, different jobs require expressing different behaviors more or less frequently. Behavior profiles help understand how interests develop and what will assist the person to grow in the job.

			Interest and success in jobs depend on environmental factors too, such as social connections, industry demand, managerial, team, and a company’s characteristics, which an assessment cannot determine.

			The average price of an assessment was $8 (2006). $12 to $18, depending on the type of report [12-2024].

			=References=
			See here a presentation and comments by Mike Morris (from the MBTI Company) on Youtube including about the satisfaction and truth of what is measured by the Strong and how to use the results as an indicator.


	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc at 15:38, 28 August 2025

2025-08-28T15:38:50Z

← Older revision		Revision as of 15:38, 28 August 2025
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	This ~~section is currently under construction and will be available soon~~. ~~Thank~~ you ~~for your patience~~.		This assessment technique has already been reviewed at GRI, but we haven't published about it yet. Email us at contact@gri.co if you are interested in the results.

	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc: Created page with "This section is currently under construction and will be available soon. Thank you for your patience. Category:Personality Assessment"

2024-01-18T07:35:52Z

Created page with "This section is currently under construction and will be available soon. Thank you for your patience. Category:Personality Assessment"

New page

This section is currently under construction and will be available soon. Thank you for your patience.
[[Category:Personality Assessment]]