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Feathered Correlations: Color Predicting Culture in Diverse Flocks After Disaster

There were once colorful flocks of birds that lived together in a big forest. These flocks of birds had different ratios of beige birds, purple birds, red birds, blue birds, orange birds, green birds, yellow birds, and turquoise birds. These different proportions of colors influenced each flock's values, culture, and atmosphere. Their leaders made decisions based on the most common bird colors.

One day, after a bad storm, the flock leaders made tough choices to help their birds survive.

In Swift's flock, purple and green birds predominated. True to their adventurous nature, Swift sent the purple and green birds to find new food sources (unpaid vacation). She asked the orange birds to scout for materials to rebuild damaged nests because they loved to compete.

Feather's flock mainly had blue, who valued stability, and orange birds, who loved competition. The no-nonsense orange birds got right to work on repairs (no reduced staff). And the peaceful blue birds kept singing to lift spirits, so Feather changed nothing about their routines (nothing changed).

Hootie's flock had many sociable yellow birds who could always find a profitable solution for everyone and possessed a Win-Win-Win behavior. When the yellow birds' food storage was damaged, instead of reducing their rations (reduced salaries), Hootie asked the red birds to share the extra food they had gathered. So, yellow birds' food storage wasn't changed (no reduced salaries).

Over in Willa's flock, fun-loving turquoise birds were the majority. After the storm, Willa kept all her turquoise birds in their usual nests, singing songs since their cheerfulness helped the whole flock recover (nothing changed). But she had to ask the few red and orange birds to rebuild damaged nests belonging to elder beige birds temporarily.

Each diverse flock recovered based on its colorful culture and connections. But all birds worked cooperatively despite difficulties to continue thriving in the forest.

The SDTEST^® gives clues to someone's motivational values. However, additional polls can provide more pieces of the puzzle.

Imagine also giving an "Actions of companies in relation to personnel in the last month (yes / no)" poll. It asks people about actions of companies in relation to personnel in the last month.

Now imagine 1'000 people who took both tests. You could match up each person's SDTEST^® colors with their answers about actions of companies in relation to personnel in the last month.

Comparing tests gives an expanded picture of values in action. More puzzle pieces make the whole image more apparent!

Multiple tests can work together, like colors blending on a palette. Other polls reveal what engages your values, like what is the perception of the actions of companies in relation to personnel in the last month. Combined, they paint a richer picture of what motivates our thoughts and deeds.

Below you can read an abridged version of the results of our VUCA poll "Actions of companies in relation to personnel in the last month (yes / no)". The full results of the poll are available for free in the FAQ section after login or registration.

Vitendo vya kampuni zinazohusiana na wafanyikazi katika mwezi uliopita (ndio / hapana)

chati Uwiano

VUCA

Muhimu thamani ya mgawo uwiano

Usambazaji wa kawaida, na William Sealy Gosset (Mwanafunzi) r = 0.0541

Usambazaji usio wa kawaida, na Spearman r = 0.0022

Onyesha matokeo tu > r = 0.0541

Usambazaji	Sio kawaida	Kawaida	Kawaida	Kawaida	Kawaida	Kawaida	Kawaida	Kawaida
Maswali yote Maswali yote Je! Ni hatua gani zimechukuliwa kuhusiana na wafanyikazi mwezi uliopita
Je! Ni hatua gani zimechukuliwa kuhusiana na wafanyikazi mwezi uliopita
Answer 1	-	Chanya dhaifu 0.1262	Chanya dhaifu 0.0393	Hasi dhaifu -0.0430	Hasi dhaifu -0.1112	Chanya dhaifu 0.0566	Chanya dhaifu 0.0129	Hasi dhaifu -0.0370
Answer 2	-	Hasi dhaifu -0.0164	Hasi dhaifu -0.0406	Chanya dhaifu 0.0046	Hasi dhaifu -0.0031	Hasi dhaifu -0.0244	Chanya dhaifu 0.0030	Chanya dhaifu 0.0619
Answer 3	-	Chanya dhaifu 0.0365	Hasi dhaifu -0.0131	Chanya dhaifu 0.0168	Hasi dhaifu -0.0151	Chanya dhaifu 0.0354	Hasi dhaifu -0.0535	Hasi dhaifu -0.0049
Answer 4	-	Chanya dhaifu 0.0389	Chanya dhaifu 0.0690	Hasi dhaifu -0.0044	Hasi dhaifu -0.0321	Chanya dhaifu 0.0225	Hasi dhaifu -0.0520	Hasi dhaifu -0.0187
Answer 5	-	Hasi dhaifu -0.0074	Chanya dhaifu 0.0333	Hasi dhaifu -0.0475	Chanya dhaifu 0.0148	Chanya dhaifu 0.0367	Hasi dhaifu -0.0038	Hasi dhaifu -0.0222
Answer 6	-	Hasi dhaifu -0.0111	Chanya dhaifu 0.0149	Chanya dhaifu 0.0431	Hasi dhaifu -0.0107	Hasi dhaifu -0.0075	Hasi dhaifu -0.0093	Hasi dhaifu -0.0124
Answer 7	-	Chanya dhaifu 0.0379	Chanya dhaifu 0.0331	Hasi dhaifu -0.0179	Hasi dhaifu -0.0400	Chanya dhaifu 0.0075	Hasi dhaifu -0.0060	Hasi dhaifu -0.0008
Answer 8	-	Hasi dhaifu -0.0168	Chanya dhaifu 0.0090	Hasi dhaifu -0.0003	Hasi dhaifu -0.0616	Hasi dhaifu -0.0313	Chanya dhaifu 0.0671	Chanya dhaifu 0.0342
Answer 9	-	Hasi dhaifu -0.0539	Chanya dhaifu 0.0266	Chanya dhaifu 0.0323	Chanya dhaifu 0.0641	Hasi dhaifu -0.0473	Hasi dhaifu -0.0117	Hasi dhaifu -0.0181

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Sawa

2023.12.09

Valerii Kosenko

Mmiliki wa bidhaa SaaS PET SDTEST ®

Valerii alihitimu kama mtaalam wa kisaikolojia wa kijamii mnamo 1993 na tangu sasa ametumia maarifa yake katika usimamizi wa mradi.
Valerii alipata digrii ya bwana na sifa ya meneja na sifa ya meneja wa programu mnamo 2013. Wakati wa mpango wa bwana wake, alifahamiana na Mradi wa barabara (GPM Deutsche Gesellschaft für Projektmanagement e. V.) na mienendo ya ond.
Valerii alichukua vipimo kadhaa vya mienendo ya ond na alitumia maarifa na uzoefu wake kurekebisha toleo la sasa la SDTest.
Valerii ndiye mwandishi wa kuchunguza kutokuwa na uhakika wa V.U.C.A. Dhana ya kutumia mienendo ya ond na takwimu za hisabati katika saikolojia, zaidi ya kura 20 za kimataifa.

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