Work Relatedness - Revision history

Flc: /* Introduction */

2026-01-04T06:56:35Z

Introduction

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	“Work relatedness” refers to the applicability of an assessment technique in the context of work and employment as opposed to making use of the technique for applications in other fields such as forensic, clinical psychology, and psychiatry.		“Work relatedness” refers to the applicability of an assessment technique in the context of work and employment as opposed to making use of the technique for applications in other fields such as forensic, clinical psychology, and psychiatry.

	This article discusses the work-relatedness of an assessment technique from how it is handled at GRI with the GRI survey and the adaptive profiles being measured, learned, and used by ~~its~~ users.		This article discusses the work-relatedness of an assessment technique from how it is handled at GRI with the GRI survey and the adaptive profiles being measured, learned, and used by their users.

	=Adaptive Profiles=		=Adaptive Profiles=

Flc: /* The Two Questions */

2026-01-01T22:26:31Z

The Two Questions

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	The two questions are intentionally left open for respondents to interpret rather than forcing them into specific situations.		The two questions are intentionally left open for respondents to interpret rather than forcing them into specific situations.

	For the first and second questions, forcing the answers to a specific work environment at a specific time would not enable the inclusion of all the behaviors that the person can potentially express in the workplace at large. If respondents taking the GRI ~~Survey~~ receive support from their external work environment to behave in a certain way, this should also be considered. The person completing the survey decides whether this is appropriate.		For the first and second questions, forcing the answers to a specific work environment at a specific time would not enable the inclusion of all the behaviors that the person can potentially express in the workplace at large. If respondents taking the GRI survey receive support from their external work environment to behave in a certain way, this should also be considered. The person completing the survey decides whether this is appropriate.

	For the first question, some respondents may ask what "others" means. We instruct them to let them decide, and for them to trust their own judgment. They will answer based on what “others” means for them in their current situation when they answer the survey. The survey is taken for a purpose implicit in the invitation, such as recruitment for candidates or other uses for employees.		For the first question, some respondents may ask what "others" means. We instruct them to let them decide, and for them to trust their own judgment. They will answer based on what “others” means for them in their current situation when they answer the survey. The survey is taken for a purpose implicit in the invitation, such as recruitment for candidates or other uses for employees.

Flc: /* Adjective Lists */

2026-01-01T22:25:57Z

Adjective Lists

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	=Adjective Lists=		=Adjective Lists=
	The GRI ~~Survey~~ only asks two questions of participants. It invites the survey respondent to select adjectives from a list of 89. The respondents are exposed to free rather than forced scenarios, allowing them to select adjectives they like and avoid those they don’t. Statistics are applied to make a more objective sense of what has been selected by answering the two questions.		The GRI survey only asks two questions of participants. It invites the survey respondent to select adjectives from a list of 89. The respondents are exposed to free rather than forced scenarios, allowing them to select adjectives they like and avoid those they don’t. Statistics are applied to make a more objective sense of what has been selected by answering the two questions.

	The adjectives have been carefully chosen for measuring important work-related behavior dimensions. The adjectives, per se, are of no interest and are simply used for their relationship to an underlying work-related factor. For instance, we do not assume that because someone has checked the adjective “perfectionist’ that the person is in fact a perfectionist.		The adjectives have been carefully chosen for measuring important work-related behavior dimensions. The adjectives, per se, are of no interest and are simply used for their relationship to an underlying work-related factor. For instance, we do not assume that because someone has checked the adjective “perfectionist’ that the person is in fact a perfectionist.

Flc: /* Adaptive Profiles */

2026-01-01T22:25:35Z

Adaptive Profiles

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	* The GRI does not measure competencies, cognitive abilities, skills, aptitudes, or experience, and many other characteristics that need to be understood for a specific job. Typical measurements include aptitudes in software development, mathematics, statistics, law, and other areas. The measurement of these characteristics is in a different category of assessment than GRI’s adaptive profiles.		* The GRI does not measure competencies, cognitive abilities, skills, aptitudes, or experience, and many other characteristics that need to be understood for a specific job. Typical measurements include aptitudes in software development, mathematics, statistics, law, and other areas. The measurement of these characteristics is in a different category of assessment than GRI’s adaptive profiles.
	* Nothing in the GRI measures other aspects of personality, such as those needed for clinical therapy, family therapy, forensic applications, psychiatry, or, more generally, any component of personality that would not be related to the professional environment. The operation of these other techniques is unrelated to the GRI.		* Nothing in the GRI measures other aspects of personality, such as those needed for clinical therapy, family therapy, forensic applications, psychiatry, or, more generally, any component of personality that would not be related to the professional environment. The operation of these other techniques is unrelated to the GRI.
	* The GRI ~~Survey~~ is taken in a professional context, either by candidates for a recruitment, or by employees for outcomes such as performance review, career counseling, promotion, leadership, and organizational development, or any other work-related use<ref>See [[Assessments_Potential_Uses \| here more about potential applications of assessment techniques.]]</ref>.		* The GRI survey is taken in a professional context, either by candidates for a recruitment, or by employees for outcomes such as performance review, career counseling, promotion, leadership, and organizational development, or any other work-related use<ref>See [[Assessments_Potential_Uses \| here more about potential applications of assessment techniques.]]</ref>.

	These points, along with others below, are typically discussed during the GRI masterclass, where participants learn about the adaptive profiles and how the GRI works.		These points, along with others below, are typically discussed during the GRI masterclass, where participants learn about the adaptive profiles and how the GRI works.

Flc: /* Validity, Reliability, Privacy */

2026-01-01T22:24:39Z

Validity, Reliability, Privacy

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	The behavior being measured is analyzed in the context of the position an individual fills or is being considered for, in the same way that employers also request information about professional competencies and experiences, education, etc.		The behavior being measured is analyzed in the context of the position an individual fills or is being considered for, in the same way that employers also request information about professional competencies and experiences, education, etc.

	Nothing in the survey suggests or implies that respondents would reveal private information that they would not want to reveal, or would not feel positive about, appreciative of, and fair for them, or would be forced to answer, and that would not be work-related. By the free, open-scenario nature of the GRI ~~Survey~~, respondents decide what they want to respond. There are no forced responses.		Nothing in the survey suggests or implies that respondents would reveal private information that they would not want to reveal, or would not feel positive about, appreciative of, and fair for them, or would be forced to answer, and that would not be work-related. By the free, open-scenario nature of the GRI survey, respondents decide what they want to respond. There are no forced responses.

	In practice, we observe only rarely that the adaptive profiles do not accurately measure a person’s behavior. Those cases include respondents who deliberately seek to sabotage the results, who oppose the process, and who have had negative experiences with personality assessments in the past. The same issues occur in other techniques used in the hiring process, such as interviewing.		In practice, we observe only rarely that the adaptive profiles do not accurately measure a person’s behavior. Those cases include respondents who deliberately seek to sabotage the results, who oppose the process, and who have had negative experiences with personality assessments in the past. The same issues occur in other techniques used in the hiring process, such as interviewing.

Flc: /* Validity, Reliability, Privacy */

2026-01-01T22:21:57Z

Validity, Reliability, Privacy

← Older revision		Revision as of 22:21, 1 January 2026
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	Nothing in the survey suggests or implies that respondents would reveal private information that they would not want to reveal, or would not feel positive about, appreciative of, and fair for them, or would be forced to answer, and that would not be work-related. By the free, open-scenario nature of the GRI Survey, respondents decide what they want to respond. There are no forced responses.		Nothing in the survey suggests or implies that respondents would reveal private information that they would not want to reveal, or would not feel positive about, appreciative of, and fair for them, or would be forced to answer, and that would not be work-related. By the free, open-scenario nature of the GRI Survey, respondents decide what they want to respond. There are no forced responses.

	In practice, we observe only rarely that the ~~adaptrive~~ profiles do not accurately measure a person’s behavior. Those cases include respondents who deliberately seek to sabotage the results, who oppose the process, and who have had negative experiences with personality assessments in the past. The same issues occur in other techniques used in the hiring process, such as interviewing.		In practice, we observe only rarely that the adaptive profiles do not accurately measure a person’s behavior. Those cases include respondents who deliberately seek to sabotage the results, who oppose the process, and who have had negative experiences with personality assessments in the past. The same issues occur in other techniques used in the hiring process, such as interviewing.

	When the adaptive profiles do not accurately measure behavior, these situations are handled by certified Advanced GRI users. Respondents may retake the survey again, or be provided with feedback and some explanations. At the request of Advanced users, we remain at Growth Resources to assist. No such issue has ever been reported in the thousands of profiles completed over the years.		When the adaptive profiles do not accurately measure behavior, these situations are handled by certified Advanced GRI users. Respondents may retake the survey again, or be provided with feedback and some explanations. At the request of Advanced users, we remain at Growth Resources to assist. No such issue has ever been reported in the thousands of profiles completed over the years.

Flc at 22:21, 1 January 2026

2026-01-01T22:21:19Z

← Older revision		Revision as of 22:21, 1 January 2026
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	For the GRI to be appropriately used for work-related applications, GRI users, either in operations as executives and managers, or as HR experts and recruiters, are required to participate in the masterclass, be adequately trained and instructed to make use of it for these applications, and be provided with adequate support.		For the GRI to be appropriately used for work-related applications, GRI users, either in operations as executives and managers, or as HR experts and recruiters, are required to participate in the masterclass, be adequately trained and instructed to make use of it for these applications, and be provided with adequate support.

			=Notes=

	[[Category:Articles]]		[[Category:Articles]]
	[[Category:Assessment]]		[[Category:Assessment]]

Flc: /* Adaptive Profiles */

2026-01-01T22:20:58Z

Adaptive Profiles

← Older revision		Revision as of 22:20, 1 January 2026
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	=Adaptive Profiles=		=Adaptive Profiles=
	Before examining “work relatedness”, below is a high-level overview of four key characteristics of the GRI’s adaptive profiles and survey for use in a professional context:		Before examining “work relatedness”, below is a high-level overview of four key characteristics of the GRI’s adaptive profiles and survey for use in a professional context:
	* The GRI measures social behaviors that are “normally” expressed, including at work. It doesn’t measure clinical behaviors. These social behaviors are some of the many components of our personality. We always consider the GRI behavioral measurements as one part of the picture, together with other characteristics, and in relation to what is expected from a given position.		* The GRI measures social behaviors that are “normally” expressed, including at work. It doesn’t measure clinical behaviors. These social behaviors are some of the many components of our personality. We always consider the GRI behavioral measurements as one part of the picture, together with other characteristics, and in relation to what is expected from a given position<ref> See [[ Individual_Characteristics \| here more about the various characterisitcs assessed in a professional context, how social behavior situates among them, and relates to personality.]]</ref>.
	* The GRI does not measure competencies, cognitive abilities, skills, aptitudes, or experience, and many other characteristics that need to be understood for a specific job. Typical measurements include aptitudes in software development, mathematics, statistics, law, and other areas. The measurement of these characteristics is in a different category of assessment than GRI’s adaptive profiles.		* The GRI does not measure competencies, cognitive abilities, skills, aptitudes, or experience, and many other characteristics that need to be understood for a specific job. Typical measurements include aptitudes in software development, mathematics, statistics, law, and other areas. The measurement of these characteristics is in a different category of assessment than GRI’s adaptive profiles.
	* Nothing in the GRI measures other aspects of personality, such as those needed for clinical therapy, family therapy, forensic applications, psychiatry, or, more generally, any component of personality that would not be related to the professional environment. The operation of these other techniques is unrelated to the GRI.		* Nothing in the GRI measures other aspects of personality, such as those needed for clinical therapy, family therapy, forensic applications, psychiatry, or, more generally, any component of personality that would not be related to the professional environment. The operation of these other techniques is unrelated to the GRI.
	* The GRI Survey is taken in a professional context, either by candidates for a recruitment, or by employees for outcomes such as performance review, career counseling, promotion, leadership, and organizational development, or any other work-related use.		* The GRI Survey is taken in a professional context, either by candidates for a recruitment, or by employees for outcomes such as performance review, career counseling, promotion, leadership, and organizational development, or any other work-related use<ref>See [[Assessments_Potential_Uses \| here more about potential applications of assessment techniques.]]</ref>.

	These points, along with others below, are typically discussed during the GRI masterclass, where participants learn about the adaptive profiles and how the GRI works.		These points, along with others below, are typically discussed during the GRI masterclass, where participants learn about the adaptive profiles and how the GRI works.

Flc at 21:53, 1 January 2026

2026-01-01T21:53:45Z

Show changes

Flc: /* Introduction */

2025-12-31T23:13:53Z

Introduction

← Older revision		Revision as of 23:13, 31 December 2025
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	=Introduction=		=Introduction=
			“Work relatedness” refers to the applicability of an assessment technique in the context of work and employment as opposed to making use of the technique for applications in other fields such as forensic, clinical psychology and psychiatry.

	This article discusses the work relatedness of an assessment technique from how it is handled at GRI with the GRI survey and the adaptive profiles.		This article discusses the work relatedness of an assessment technique from how it is handled at GRI with the GRI survey and the adaptive profiles.

	“Work relatedness” refers to the applicability of an assessment technique in the context of work and employment as opposed to making use of the technique for applications in other fields such as forensic, clinical psychology and psychiatry.

	=Adaptive Profiles=		=Adaptive Profiles=