Dear Philip
I actually do measure each component separately and yes I do measure
motivation, I have an extremely fascinating approach to measuring this
component, the skill and knowledge is relatively easy to measure. The
problem solving component I used Elliot Jaques' theory of discontinuous
stratification, i.e. stratum connected to time span. For the behaviour
assessment I use LAB profile which assesses responses you should know this
one it has an NLP component. Meta programmes is the term. Lesley cameron-
bandler and Roger Bailey refined this, it came from Chomsky's 1957 thesis
Transformational Grammar.. If you want to know more about the motivation
instrument I combined the content & process theories plus a whole host of
other theories over the last five years and developed the motivational
instrument. I have done hundreds of profiles with incredible face
validity. The problem with measuring each component separately is then we
do not have a true systems approach, but what I do is ensure I keep the
continuous field in the background on all decisions relating to appointing
managers. Most of the instruments that is the non skilled knowledge
components are language based as language is connected to the nervous
system, as you know being an NLP person, gives as an indication of what is
going on inside plus how people respond.
In terms of the work context the motivational profiler in
multi-contextual, LAB profile work contextual and the problem solving is
multi-contextual, however I generally focus on the work place. We respond
sometimes very differently in other roles, say father, brother,actor,
sister, friend, or whatever the combiantions start getting too difficult
and cumbersome to work with so I stick to the work context. But no problem
to do them in other contexts if need be. Kindest Gavin
--Gavin Ritz <garritz@xtra.co.nz>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>