| | History of B-Scan development... | | | | Initial Item Development: The B-Scan instrument evolved out of the consulting and research work of Drs. Paul Babiak and Robert D. Hare on integrity and dysfunctional behavior in organizations. The process started with a 'content analysis' of actual succession planning and individual development planning documents for over 200 senior managers, executives and high potentials from several major international companies. These documents yielded a considerable number of descriptions of issues and problematic behaviors among the management development population. For consistency, they were categorized (Personal Style, Emotional Style, Organizational Effectiveness, and Social Responsibility), and their wording was standardized for use as survey items. | | Panel Evaluations: A panel of senior level HR professionals reviewed the initial items and rated how problematic as well as how relevant each was to actual business operations and management development objectives. At the same time, another panel comprised of industrial-organizational and forensic psychologists reviewed the items for their potential indication of problematic personality issues. As a result of their combined input, the initial list of items was revised to about 111 items that were judged relevant to business people, and potentially problematic to the organization -- thus, warranting training, coaching, or management intervention. | | Pilot Study: The first version of the B-Scan - Research Version (RV) as well as the accompanying B-Scan-RV: 360 were field tested with two groups. One sample was made up of managers and executives in a large marketing firm who were judged by their management as being good performers, possessing high integrity. The comparison sample was made up of a group of 'economic criminals.' These individuals had been convicted of economic crimes (such as fraud and embezzlement, and so forth) against companies, and had been given probation rather than prison time. These individuals completed the B-Scan-RV as part of their probation, and their probation officers filled out the B-Scan-RV: 360. | | Initial Results: When the results of these two sample were compared, it was found that the 'economic criminal' sample (low integrity) scored significantly greater than the 'marketing sample' (high integrity) on all of the B-Scan theoretical scales. These results supported our view that a well constructed survey could potentially differentiate between those with low and high integrity in business settings. | | Revised B-Scan item Development: After combining these initial results with other data collected from other samples, and then soliciting input from participating companies on item content, ease of use, understandability (and so forth), the B-Scan items were revised. The goal of this revision was to make the B-Scan more 'user-friendly' and expand its scope to include a much larger view of integrity. Also, in response to business requests, the B-Scan: 360 was modified into the B-Scan (Supervisor). The B-Scan is designed to integrate seamlessly with existing management development and succession evaluation processes. It yields information on 16 critical integrity-based scales relevant to management and leadership development. | | | | Validation Research: The B-Scan (Self and Supervisor) surveys are now available to organizations wishing to participate in our validation research program. If you would like to participate, or learn more, please click on this link to our Research page. | | | | | | | | [ Home ] [ History ] [ Research ] [ Purchase ] [ Contact Info ] |
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