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FAQ
PDA Behavioral Assessment
What is the PDA Behavioral Assessment?

PDA is a behavioral assessment that through a simple, precise and scientific methodology allows us to discover and analyze peoples’ behavioral profiles. It also allows us to evaluate the behavioral and competency requirements of a job thereby ensuring you select and develop the right people into the right positions.

The PDA assessment does not qualify behavioral profiles as “good or bad”; it describes the evaluated individual’s behavioral characteristics.

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Who uses the PDA?
This psychometric evaluation can be beneficial to:
  • People: in order to understand their strengths and developmental areas to improve job/career prospects, current and future job performance and relationships with subordinates, colleagues and superiors.

  • Organizations: to identify, develop and/or retain talent. This tool is utilized by most of the leading companies ranked on Great Place to Work.

  • HR Consulting Companies: incorporate a new product into your portfolio, add value to your services, and generate consulting projects based on the psychometric behavioral assessment.

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What information does the PDA provide?

Once a PDA has been completed the following information will be available:

  • A person’s behavioral profile description, detailing (press here to see an example):
  • Leadership style
  • Decision-making style
  • How to lead this person to success
  • Persuasive skills
  • Analytical skills
  • Sales skills
  • Motivation level
  • Strengths and developmental areas
  • Individual and / or group compatibility between one or more individuals and a job.
  • Individual and or group compatibility between one or more individuals and your company’s competencies.
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How does the PDA Report contribute to the professional growth and development of an individual?

The complete PDA report will help you enhance your self-awareness and understand your strengths and developmental areas. Additionally it will allow you to objectively identify the skills you need to maximize your full potential.

If you are currently seeking new job opportunities the PDA report will assist you to...

• Find a job that matches your "natural” characteristics
• Be more successful during a job interview
• Understanding and communicating what your skills and strengths are
• Feel confident

“From all the possible knowledge, the wiser and more useful is to know yourself” - William Shakespeare.


If you are currently employed, the PDA report will help you to...

• Understand and improve your leadership skills
• Capitalize on your strengths
• Improve on your developmental areas
• Improve your relationships with your colleagues
• Compile personal development plans
• Resolving conflict within teams

“The key to negotiate with others effectively is to manage yourself first. The better you know yourself, the better you can relate to others, from a confident, secure and strong position” - Hendrie Weisinger.

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Does the PDA have theoretical support?

The PDA assessment is a powerful tool with more than 50 years of studies based on different theories and statistics. It is certified for its application throughout the world.

The PDA assessment is based on a model with 5 pillars that measure the following dimensions and their intensities:

• Results – orientation
• People – orientation
• Detail – orientation
• Conformity to Rules
• Self-Control

The PDA assessment is based on the following theories:

1) William Moulton Marston’s personality structure
2) Self-Consistency Theory
3) Perception Theory
4) Semantic Study

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Similarities and differences with DiSC

Many evaluation tools are based on the concepts of Emotions of Normal People developed by Marston. These tools were created with emphasis on the advantages and benefits that such methods contributed to the military and working environment.

The first generated tools were called “pure” (PDA). From its first applications the tool manifested its enormous contribution due to the quantity and quality of information. However, the process was extremely slow and complex. It would take 2 hours from the moment the individual finished the evaluation until the analyst was able to produce the results.

In the late 60’s, Dr John Greier, from University of Minnesota, modified Marston’s model with the intention to simplify the process and that was the beginning of what we know today as DISC- Which is nothing more than a simplification of Marston’s model. Greier’s simplified version changed the original questionnaire and even though the process took less time to interpret the results, much of the valuable information was lost.

Some of the key information missing from Greier’s model is:

• Intensity Axis: Measures the intensity of each behavioral tendency.

• Profile Intensity: Measures how “faithful” the evaluated person is to his or her behavior. It assesses the flexibility/rigidity level of the person evaluated.

• Energy Level: Measures the level of energy available. Provides better understanding of the motivation and stress level.

• Consistency Indicator: Measures the information’s consistency and quality level.

• Self-Control Axis: The 5th axis measures the individual’s capacity to control impulses and emotions, related to “Emotional Intelligence”.

Already in the 90’s, with the possibility of every employee having their own computer, internet connection, and the possibility to systemize the process of loading the forms and automatically issuing graphs and reports, resurfaced the many benefits that the “pure” tools offered to companies over the simplifications provided by the DiSC model.

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