The PSI-Functional-Analysis refers to personal resources that more or less fit the required profile of a workplace. These are, for example, stable personal styles. Especially when it comes to promotion or change within the organization, a human resources developer pays attention to a good fit regarding personality and the requirement profile. Stable personal styles, also called first reactions in PSI terminology, can be changed. Our functional analysis also allows an assessment of the initial reaction under stress conditions. How stable is the initial reaction under stress and strain? Every initial reaction, and this applies especially to extreme manifestations, implies developmental tasks that a person can cope with more or less well. Another test module, the SSI (Self-Management Inventory), provides important information for this purpose.
The SSI provides answers to the question of whether someone can already master his development tasks so well that he is able to act as flexibly as possible in different contexts. In addition, the SSI profile can be used to derive “pivotal points” for change and training ideas for developing certain self-management skills. In addition to personal styles and self-management skills, motives are important. Which motives fit the requirement profile? Are relationship motives in demand because customer contacts are important, or rather performance or power motives? Two test modules of the PSI-Functional Analysis formulate valid answers to these questions: The Motive Implementation Test (MUT) for conscious motives and the Operant Multi-Motive-Test (OMT) for unconscious motives. A comparison of both motive groups can reveal power-sapping motive discrepancies or, however, open up additional energy sources. Beyond the motive strengths, the motive implementation styles are of course interesting; they can be more or less ideal depending on the motive area and provide valuable training information in their specific constellation.