Nivel meso: los programas distritales de seguridad ciudadana

Originally conceived by Jung ( 1 92 1 ), this well-known behavioural dichotomy has been extensively documented by Eysenck (1 952) using his own personality

questionnaire and others. A study by Hammond and Edelmann (1 991 ), for example, applied this dimension to a study of performing artists, Jung conceived the

extroverted person as moving towards objects, while the introverted person was primarily moving from objects in psychological terms.

The more common dichotomy revolves around reserve, schizoid characteristics for introversion and sociable, outgoing characteristics for extroversion traits. Sheffield 's (1 982) studies with Databank Systems, Wellington, New Zealand identified high levels of deductive reasoning for introversion and superior verbal skills for the extroversion trait.

There is little doubt that occupational positioning and subsequent vocational choice have a close relationship with this introvert-extrovert dimension and should be included in this extended study program.

A future vocational guidance system would involve the collection of data summarised as A, 8 and C and extending this current study into new human resources dimensions

9.8 PROBLEMS I N STUDY EXTENSION

9.81 CODED BIOG RAPHIES NOT A REPRESENTATIVE SAMPLE

Even allowing for previous extensive consulting psychology experience, translating general principles of original enterprise clusters into real life scorable items is fraught with serious technical problems.

• The coded biographies do not represent a random or representative sample of

original enterprise.

• The four largest groups in the sample may not be the four most common groups among exceptional people in general.

A comprehensive post-graduate study would require extensive additional research item construction and validation experience before this essentially academic study could be translated into a practical future form. In cooperation with the Department of Psychology, University of Melbourne, a two-year validation study is currently under consideration. The purposes of this extended study is to -

• Validate the concepts outlined in this study using a sample of commercial

executives whose performance and enterprise skills are known by a variety of independent judges.

• Define an enterprise model and construct indices of variables

• Using a small sample of some 200 executives, program a pilot study with

persons suggesting various levels of enterprise.

• Develop an appropriate computer programme based both on the results of this study and the experience of the author in executive selection and development. The author of this thesis is optimistic that given adequate professional support from Massey and Melbourne Universities, practical and useful executive selection results may be achieved in mapping the concepts behind individual original enterprise.

9.9 DIRECT THESIS APPLICATIONS IN HUMAN RESOURCES MANAGEMENT

One of the primary visions of this thesis and its practical applications to human resources management is to identify and develop managers who can create and formulate fruitful commercial hypotheses and who can subsequently energise a succession of increased performances. To accomplish this objective it is necessary to develop a body of knowledge that will enable the improved selection and

management of creative leaders. This thesis is of direct value to this prime objective.

A further objective is to effect a paradigm change in management thinking about creativity and its importance to our knowledge-based economy. The

commercialisation of practical methods of achieving the selection and development of creative leaders is also envisaged as a consequence to this research programme. The need for an adequate scientific theory concerning original creativity is a prime requirement in our modern world, especially given the background of the new e-commerce revolution and the obsolescence of many previous established points of competitive advantage. Innovation is a key element in our evolving knowledge­ based society and failure to recognise this trend may lead to obsolescence of organisations and their local communities.

This thesis is also directly concerned with providing a framework or map for superior performance and to develop better tools for performance management - seeking to select and develop exceptional people who can lead their organisation's evolution towards such outstanding outcomes.

The subject of creative enterprise has never been dealt with directly in executive selection. Current selection methods have been largely confined to measures of intelligence, personality and motivation.

By contrast creative enterprise is not a unitary dimension, but requires an

integrated, holistic approach. Original enterprise data is derived from a collection of persons of significant innovative accomplishment whose original achievements have been coded and recorded.

Two streams of future research on innovation are proposed as follows:

• The development, testing and refinement of future creativity selection instruments.

• The development of an internet site for access by corporative human resources

practitioners and professional clients alike.

Human resources management and our search for behavioural clusters that lie behind the phenomena of original enterprise are interlocking concepts. lt has been the burden of this thesis to further define the latter as a complementary support framework for the former.

The thesis has opened the way for further expansion of original enterprise

APPENDICES

APPENDIX I

BIOGRAPHICAL CODE EXAMPLES

Steven Spielberg Henry Ford E M Forster

APPENDIX 1 1

CLUSTER ANALYSIS O F ALL CODES

APPENDIX Ill

I NDIVIDUAL CODED BIOGRAPHIES Konrad Lorenz

Leonard Bernstein Virginia Woolf

APPENDIX IV

SUMMARY OF 1 00 BIOGRAPH IES SELECTED

APPENDIX V

SUMMARY OF AXIAL CODES