Appendix – MINDONE Potential

This subtest has its theoretical foundation in Maslow’s need hierarchy and its variation, Alderfer’s Existence, Relatedness, and Growth (ERG) Theory, Herzberg’s 2 factor theory of motivation and McClelland’s concept of learned needs.
Derived from all of the above theories, this subtest measures the following 9 dimensions:

• Recognition – Opportunities for professional advancement, praises and higher professional status
• Material award – Financial and other similar incentives, a strong system of financial bonuses
• Affiliation – Good team atmosphere, opportunity for working with other team members on accomplishing common goals, feeling accepted and supported, team work
• Autonomy – Opportunity for independent work, freedom in making decisions, working without control and supervision
• Flexibility – Independent management of own time, good balance of personal and professional, informal atmosphere, opportunity to independently decide about the way in which the goals would be reached
• Influence – Influencing others, opportunities to change their opinion, influencing future company development
• Achievement – Challenging tasks, great expectations, competitive environment, clear goals, responsibility for own results
• Personal development – Opportunities for education and further development, both personal and professional
• Meaning and values – Participation in activities perceived as meaningful and harmonised with one’s personal system of values

This subtest is based on Holland Occupational Themes (RIASEC), a theory of careers and vocational choice based upon personality types. It was developed by the psychologist John L. Holland.
MINDONE Potential goes a step further and inspects two separate, independent dimensions per each of 6 Hollands types, thus providing information on a total of 12 dimensions in this subtest:

• Physical – Physical activities requiring significant use of hands and arms as well as working outdoor
• Practical – Manual work, working with machines and simple mechanical repairs
• Analytical – Research and data collection, theoretical discussions and analysis of complex concepts
• Technical – Technology, development of technical devices and/or software, repair and maintenance of complex devices
• Art and Culture – Exposure to different artistic experiences (books, movies, theatre, music, museums…)
• Creative – Expressing oneself in a creative, original way, creating something new
• Helping/Supporting – Assisting, teaching and supporting other people, social activities in different fields
• Networking – Spending time with other people, socialisation, creating contacts and network of acquaintances
• Leading – Leading others, convincing, telling others what to do and how
• Commercial activities – Business development, sales, generating profit, decreasing costs and other similar commercial activities
• Administrating processes – Organising and administering existing projects
• Transforming processes – Developing and implementing new work procedures

Thinking Styles test is based on model proposed by Antony F. Gregorc, describing different learning styles rooted in the way individuals acquire and process information. This model is based on the existence of perceptions—our evaluation of the world by means of an approach that makes sense to us. These perceptions in turn are the foundation of our specific learning strengths or learning styles.
Based on this, MINDONEpotential takes account of 4 dimensions:

• Action – initiative in transforming plans into concrete activities and strong focus on solutions.
• Reflection – interest in discovering reasons why something happens, interest in abstract concepts and theories or in understanding people and interpersonal relations in a intuitive way.
• Flexibility – adjusting to changes and quick processing on new information, experimenting, creativity, intuitivism and innovativeness.
• Structure – organising information into logical and structured/sequential forms, striving for order and clear rules

These dimensions stand in opposite one to another in the following pairs: Action vs Reflection, Structure vs Flexibility, which means that a high result on one dimension implies a low result on the other, and vice versa.

Based on the Big Five model, MINDONEpotential takes into account 11 separate dimensions:

• Resilience – Stability in stressful and emotionally complex situations, resilience to pressure and difficulties
• Self-discipline – Preparedness for quick and timely response, ability to resist challenges and distractions, undertaking responsibility
• Assertiveness – Self-confident and strong appearance, dominance in social interactions
• Activity level – Readiness for action, high energy level, proneness to multitasking
• Decisiveness – Making quick decisions in difficult situations
• Sociability – Proneness to spending time with people, enjoying company of others
• Trust – Trust in people and their good intentions, positive attitude
• Orientation on norms – Proneness to order and tidiness, following rules and keeping promises, feeling of responsibility
• Willingness to compromise – Tendency to resolve arguments in a mutually acceptable way, cooperativeness
• Emotionality – Empathy and sympathy, recognising own and other people’s emotions
• Intellectual curiosity – Intellectual openness, curiosity, interest in new ideas and theories