How Does it Differ from other Assessment Tools?

Dr. Hartman constantly reminded his students, “The proof of the pudding is in the eating.”  In other words, regardless how logical, rigorous or beautiful a system of thinking might be, if the system does not provide usable and testable results, then it does not have the right to be called a science.  There are four keys to a science.

A science is:

1.  Based on objective observations, which are independent of any one subject’s perspective.

2.  Based on a mathematical measuring system.

3.  Universally applicable.

4.  Subject to empirical testing to confirm the observations.

As a result, the applications of science must be valid and reliable. The science of axiology, founded by Dr. Hartman, meets all four of these conditions. The science is based on formal value theory generated by Hartman’s value mathematics. The Hartman Value Profile (HVP) is an application of Dr. Hartman’s axiology.  As such, it is based on value mathematics.  Moreover, the norm for the profile is generated prior to  statistical evaluation of profile responses and results from the logical relations of the value system.

Inductive or Deductive Methodology?                 Why is that Important?

Inductive_Vs_DeductiveMK.jpg

 

What Is Your Norm Based On?

A Norm is described on Wikipedia as follows:

‘Norm, a statistical concept in psychometrics representing the aggregate responses of a standardised and representative group is established for a test, against which a subject is compared.’

 

 

 

 

Is the tool Subjective on the Taker?

Many psychometric questionnaires ask people to report what they have done, will do, or would do. More often they ask people to report what they think, how they feel, or why they do what they do. In other words most personality and psychological reports gather self reported data of inner states.

Nisbett and Wilson (1977) thought they had discredited introspection back in the 1970’s, when they demonstrated that the factors that drive behaviour are often invisible to the people who perform it.

Some of their research became very controversial but it is abundantly clear from their studies, other research and every day observation that people have not always done what they say they have done, will not always do what they say they will do and often do not even know the causes of the things they do.

These discrepancies mean that any tool based on self reports of past behaviours, hypothetical future behaviours, or causes of behaviours are unlikely to be totally accurate.

 

 

Removing Subjectivity, Increasing Accuracy

The basic difference is that other profiling tools ask people to describe themselves. This introduces two main problems:

Often people do not know themselves well.   It is especially true of cognitive traits; few people give a lot of focus on how they think.

There is strong pressure for presenting a positive picture of oneself, especially in hiring situations, re-organization and succession-planning.  (This is why so many assessments have a “fake good” score which tries to “catch” people lying about themselves.) This need to look good is evident even in coaching and training situations.

Axiometrics™ avoids both.

 

Inductive Methodology:

The inductive methodology is used, generally on small sample groups. As per its description above the standardized norm will be generated by aggregating the responses of a standardised group as follows

Axiometrics™ Deductive Methodology:

In the Axiometrics™ profile a single norm is used based on deductive methodology.  his norm deduced using formal value theory and transfinite mathematical sets by Dr Robert Hartman back in 1970 has been tested and verified using tens of thousands of subjects and is retested every 5 years.

 

 

 

 

 

Axiometrics™ reports are generated by identifying how the subjects evaluating and thinking differs from that of the single axiological norm.

 

 

Just like the group which is being observed, those that are observing personality and behaviour to select the 'common' traits, also have their decision-making vulnerabilities adding subjectivity to the process. The Hartman's Value Profile (HVP) which the Axiometrics™ profile is based on avoids this.