Using Hogan Assessments to explore team culture and unconscious bias

David Biggs

Using Hogan Assessments to explore team culture and unconscious bias

David Biggs

Research output: Contribution to Book/Report › Conference Contribution › peer-review

Abstract

Hogan Assessments consists of three tools: the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) (Hogan, Hogan & Warrenfeltz, 2007). Whilst these measures are usually employed to give feedback to or about individuals for development or recruitment purposes, the scores for individuals that form part of a team can be collated and discussed. This has the advantage of being able to explore the culture of the team and also their unconscious bias. Quantitative data of an organisation is given, and the results of this study discussed.

Original language	English
Title of host publication	BPS DOP Annual Conference 2020
Publisher	The British Psychological Society
Pages	18-21
Publication status	Published - 1 Jan 2020
Event	British Psychological Society, Division of Occupational Psychology Conference - Stratford, United Kingdom Duration: 8 Jan 2020 → 10 Jan 2020

Conference

Conference	British Psychological Society, Division of Occupational Psychology Conference
Country/Territory	United Kingdom
Period	8/01/20 → 10/01/20

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Biggs_David_2020_Using_Hogan_Assessments_to_explore_team_culture_and_unconscious_biasAccepted author manuscript, 200 KB

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title = "Using Hogan Assessments to explore team culture and unconscious bias",

abstract = "Hogan Assessments consists of three tools: the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) (Hogan, Hogan \& Warrenfeltz, 2007). Whilst these measures are usually employed to give feedback to or about individuals for development or recruitment purposes, the scores for individuals that form part of a team can be collated and discussed. This has the advantage of being able to explore the culture of the team and also their unconscious bias. Quantitative data of an organisation is given, and the results of this study discussed.",

author = "David Biggs",

year = "2020",

month = jan,

day = "1",

language = "English",

pages = "18--21",

booktitle = "BPS DOP Annual Conference 2020",

publisher = "The British Psychological Society",

address = "United Kingdom",

note = "British Psychological Society, Division of Occupational Psychology Conference ; Conference date: 08-01-2020 Through 10-01-2020",

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AU - Biggs, David

PY - 2020/1/1

Y1 - 2020/1/1

N2 - Hogan Assessments consists of three tools: the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) (Hogan, Hogan & Warrenfeltz, 2007). Whilst these measures are usually employed to give feedback to or about individuals for development or recruitment purposes, the scores for individuals that form part of a team can be collated and discussed. This has the advantage of being able to explore the culture of the team and also their unconscious bias. Quantitative data of an organisation is given, and the results of this study discussed.

AB - Hogan Assessments consists of three tools: the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) (Hogan, Hogan & Warrenfeltz, 2007). Whilst these measures are usually employed to give feedback to or about individuals for development or recruitment purposes, the scores for individuals that form part of a team can be collated and discussed. This has the advantage of being able to explore the culture of the team and also their unconscious bias. Quantitative data of an organisation is given, and the results of this study discussed.

M3 - Conference Contribution

SP - 18

EP - 21

BT - BPS DOP Annual Conference 2020

PB - The British Psychological Society

T2 - British Psychological Society, Division of Occupational Psychology Conference

Y2 - 8 January 2020 through 10 January 2020

ER -

Using Hogan Assessments to explore team culture and unconscious bias

Abstract

Conference

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