![]() The purpose of the SDI 2.0 is to improve the quality of working relationships. The SDI 2.0 is based on foundational concepts that lead to specific types of measurement (data collection), scoring, reporting, validity and reliability testing, and the application of assessment results. To fully understand the methodology and meaning of the SDI 2.0 assessment, the purpose of the assessment must be considered. ![]() ![]() In a systems view, the conscious interaction of emotional states, behavior, and motives is an advancement from classic psychoanalytic theory, which holds that motives and drives are largely relegated to the unconscious (Meissner, 2009). When personality is considered in the context of relationships, and viewed as a dynamic system, greater explanatory power is available than when personality is viewed as independent variables or dichotomies (Lewin, 1935 Piers, 2000 Sullivan, 1953). These four views form a systems view of personality and productiveness at work. Today the SDI 2.0 offers four views of a person: a Motivational Value System, a Conflict Sequence, a Strengths Portrait, and an Overdone Strengths Portrait. ![]() The theory has roots in psychoanalysis (Fromm, 1947) and client-centered therapy (Porter, 1950 Rogers, 1951, 1961). It stands on the foundation of practical application, scholarship, and research that began with Elias Porter’s introduction of the SDI in 1971 and publication of Relationship Awareness Theory (Porter, 1976). The Strength Deployment Inventory 2.0 (SDI 2.0) is an assessment of human motives and strengths. ![]()
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