PSYCHOMETRIC
FAMILY COUNSELLING IN PRACTICE, THE CONCEPTUALISATION, DEVELOPMENT,
STANDARDISATION OD PSYCHOLOGICAL TESTS
PSYCHOMETRICS PROPER IN
KENEZIAN HUMAN MEDICINE / FAMILY RESEARCH PROGRAMMES
PSYCHOLOGY IS UBIQUITOUS AND SO IS MEASUREMENT
AN INTRODUCTION TO PRODUCTION OF STANDARDISED
TESTS FOR ALL PROFESSIONS RELATED TO THE OPTIMUM PROGRESS OF HEALTHY,
SUCCESSFUL AND HAPPY FAMILIES
Dr Jideofo Kenechukwu Danmbaezue here shows new
students what it takes to start using standardised tests using this site;
https://targetjobs.co.uk/careers-advice/psychometric-tests/275677-psychometric-tests-what-they-are-and-why-graduates-need-to-know
PSYCHOMETRIC TESTS: WHAT THEY ARE AND WHY GRADUATES NEED TO KNOW
Psychometric
tests: when they are used | ability tests | aptitude tests | critical thinking and
situational judgement tests | personality tests | 3D simulations | free practice tests | exercise your mind | tips for test days
Many graduate employers use psychometric tests as part of the
selection process for their graduate schemes. Use our quick guide to find out
what to expect, and have a go at some practice tests.
If you apply for a place on a graduate scheme with a big
graduate employer, chances are you’ll be asked to take psychometric tests. They
are often used as a filtering mechanism at an early stage in the recruitment
process.
As with any kind of test, you can improve your performance by
knowing what to expect and by practising. As long as you’ve done some
preparation beforehand, you can approach psychometric tests confident in the
knowledge that you’re as well placed to succeed as anyone else.
Pychometric tests are impersonal, standardised and objective,
and practice tests are readily available. The psychometric test is a level
playing field: employers value them because they are a fair way of comparing
different candidates’ strengths regardless of educational background.
This article will explain what to expect from the different
kinds of tests and which tests are used by some of the most popular graduate
employers. We’ll also give you links to free psychometric tests from some of
the key organisations that devise these assessments for graduate recruiters,
plus tips for preparation and for doing your best on the day.
When you could be
tested in the recruitment process
Psychometric tests may be used at different stages of the
graduate selection process:
After you
submit your online application form.
Alongside a
first interview.
At a later
stage, possibly with a second interview or as part of an assessment centre. You
may be re-tested at this point to confirm the results of earlier tests.
Types of
test; ability, aptitude and personality
Ability tests measure either general
or particular skills, capability and acumen. This category of test can include:
Numerical
tests: assess how well you interpret data, graphs, charts or
statistics. Can test basic arithmetic.
Verbal
reasoning tests: assess how you well you
understand written information and evaluate arguments and statements.
Non-verbal
reasoning tests: assess how well you
follow diagrammatic information or spot patterns. Can check spatial awareness.
Diagrammatic or abstract reasoning tests are sometimes described as inductive reasoning tests.
Logical
reasoning tests: assess how well you
follow through to a conclusion given basic information, or using your current
knowledge or experience. These include deductive reasoning tests,
in which you are given information or rules to apply in order to arrive at an
answer.
You are particularly likely to come up against inductive reasoning tests when applying for engineering, science
and IT roles, including software development jobs and positions that involve
technical design. They tend to consist of multiple choice questions that you
have to complete against the clock. Each question might consist of a series of
simple pictures, each one of which is slightly different. You might then be
asked to choose another picture from a number of options to complete the
series. Try to find out in advance if you are likely to be set an inductive
reasoning test as part of an assessment centre, as this will give you the
chance to seek out examples and practise. Don't panic if you can't complete all
the questions on the day; the test may have been devised so that it is almost
impossible to finish before time is up.
Deductive reasoning tests assess a different type of logical problem solving. Broadly
speaking, inductive reasoning moves from observation of specific instances to
forming a theory that can be used to make predictions. Deductive reasoning
starts with a number of rules and applies them in order to work out what
happens in specific cases. Inductive reasoning can arrive at new solutions
rather than using what is already known to solve a problem, so you can see why
employers who focus on technological innovation are interested in it.
Employers may also run tests to assess your problem-solving
skills or ability to identify mistakes accurately: eg proof-reading or basic
spelling and grammar tests.
Aptitude tests examine your potential
to learn a new skill that is needed to do the job you have applied for. If you
are considering careers in IT you may be asked to complete a programming
aptitude test (this could take the form of a diagrammatic, abstract reasoning
or inductive reasoning test). For other career areas, such as finance, you may
find that numerical and verbal reasoning tests are focused on the kind of
information you would come across in your daily work.
Ability and aptitude tests are usually conducted under timed,
exam conditions. Most involve multiple-choice or true/false answers. They can
be done on paper but increasingly employers use computer-based programs.
The results compare your ability levels to a ‘normal’
expectation for a demographic group chosen by the employer or test provider
(this could be the results of a group of previously successful applicants,
people typical of your level of education, or the general public).
Critical
thinking and situational judgement tests assess candidates’ natural responses to given situations. They
are used in two ways:
To give graduates
the chance to evaluate themselves. Several employers host tests in a quiz or
game format on their websites to enable graduates to see if they would be a
good fit. These tests are usually designed to be fun and appealing, but can be
a wake-up call if you are less well suited to working for that particular
organisation than you think.
As part of
the recruitment process, to gauge how a candidate operates. The test results
may also help the recruiter decide which area of the business the candidate
would suit best.
The best approach is to answer as honestly and calmly as
possible. Candidates should make sure they understand the scenario properly and
only use the information given. Situational judgement and critical thinking
assessments measure suitability rather than ability, so applicants who don't
get through to the next stage of the recruitment process have not failed;
rather, they have succeeded in avoiding a job and employer that would not have
been a good match.
Personality tests assess your typical behaviour when presented with different
situations and your preferred way of going about things. They examine how
likely you are to fit into the role and company culture. Assessors may match
your responses with those of a sample of successful managers or graduate
recruits. Employers look for people with certain characteristics for particular
jobs. For a sales role they may want someone who is very forward, sociable, and
persuasive.
Don't try to second guess what you think the employer wants to
see – personality questionnaires assess consistency in responses. If you’re
right for the job and the employer is right for you, you’ll do fine. If the job
and employer isn’t looking for people with your personality, you’ll make a
lucky escape.
Graduate Talent Simulations were recently introduced by SHL. These are 3D graphics which
visually demonstrate a situation, rather than simply telling you about it. They
are very similar to the video simulations used by other companies. The
difference is that they can be customised and branded to suit a company, so you
may come across them more than once in your graduate job hunt. Talking 3D
people can be a little off-putting at first, so if you think you’re going to be
taking one of these tests, be prepared to listen to what the characters are
saying.
Our employer hubs include in-depth reports on individual
graduate employers that provide information about how to get hired and give
insights about what to expect from the recruitment process.
Free practice tests
online
The best way to approach graduate psychometric tests is to
practise so that you become familiar with the typical formats they take and the
way questions are asked. It will also help you to improve on speed and accuracy
and identify areas in your ability tests that need work. Just make sure you
don’t get over-confident. Doing practice tests can improve your performance to
some degree, but each employer’s tests will be slightly different.
Follow these links for free practice psychometric
tests (not hosted
by targetjobs.co.uk):
Psychometric tests from SHL includes verbal, numerical, inductive
reasoning, accuracy and motivation tests.
Psychometric tests from
Kenexa numerical,
verbal and logical reasoning tests.
Practice tests and
questionnaires from
Mark Parkinson, author of How to Master Psychometric Tests
Preparation guides for
aptitude tests from
Saville Consulting. Various guides including verbal and numerical reasoning and
comprehension, and diagrammatic and spatial reasoning.
Example verbal and
numerical questions from
Criterion Partnership.
Trial aptitude and critical thinking
tests from TalentLens
(UK), Pearson.
Exercise your mind: do
word and number puzzles
If you have verbal and numerical reasoning tests coming up it’s
good to increase your mental agility and get yourself into the habit of
recognising word and number patterns through some simple activities.
Get
back to the basics of maths: Numerical tests don't
require advanced algebra: revising some GCSE-level maths should provide what
you need. Revise how to read information presented graphically and brush up on
percentages, ratios and probability.
Do
number puzzles: Number puzzles like
Sudoku are good for helping you recognise number patterns.
Add,
subtract, multiply and divide… in your head: When you're at the shops try adding up a few items in your head.
Or at least try to get a good estimate of what your trolley-load will cost.
Think
about meaning: When you read news
stories, think about what statements really mean, and how they could be
interpreted.
Do
word puzzles: Never has there been a
better excuse for frittering away time on the Saturday morning crossword.
Be
aware of commonly misspelt words: Most English grammar books and websites have lists of commonly
misspelt or 'confusable' words, eg 'its' and 'it's', or 'complement' and
'compliment'. Check you are also aware of the English spellings of words such
as liaise, favourite and organise.
Tips for psychometric
tests at assessment centres
Pack everything you might need: glasses or contacts, a hearing aid or an inhaler. You may be
given a calculator and writing tools to complete the test but it doesn't hurt
to take your own kit.
Get a good night’s sleep and leave plenty of time to get to the test centre.
Wear a watch so you can keep track
of the time if there is no clock in the room.
If you have a disability that may affect your performance, contact
the recruitment team before the test day. Giving the recruiters sufficient notice will enable them to make
appropriate arrangements for you.
Listen to instructions and follow them carefully.
If you are given practice examples, make the most of them. You may be given a couple of practice questions to complete
before the test starts. If you don't understand how the test works, or anything
still doesn't make sense, this is your last chance to ask.
Make sure you know the number of questions and how much time is
allowed.
Time left at the end? Use any remaining time to check your answers, but don't be
surprised or downhearted if you don't finish everything. Psychometric tests are
meant to be challenging.
Don’t let the test throw you, and try not to take any notice of
what other candidates say about it. Stay focused, upbeat and ready for the rest of the day.
OR
SEE
PSYCHOMETRIC LECTURE TO
POSTGRADUATE STUDENTS TWO DECADES AGO AT THE UNIVERSITY OF NIGERIA
Dr Jideofo Kenechukwu Danmbaezue. D.Sc.
https://targetjobs.co.uk/careers-advice/career-planning/273051-the-top-10-skills-thatll-get-you-a-job-when-you-graduate
THE TOP 10
SKILLS THAT'LL GET YOU A JOB WHEN YOU GRADUATE
With
so many graduates now on the market, employers will look for evidence of skills
and work experience, which will make you stand out from the crowd. Start
gathering them now or work on what you've got so you are ready to impress
recruiters.
Graduate employers place
a lot of emphasis on finding candidates with the right skills and competencies
for their organisations. Depending on the career sector and profession you
choose to work in, there could be very specific skills, abilities and knowledge
needed to do the job. However, complementing these are general competences and
behaviours that are essential for successful working. These are often
overlooked by candidates, but they are the things recruitment professionals
want to see evidence of.
The
top ten skills graduate recruiters want
1. Commercial awareness (or
business acumen):
This is about knowing how a business or industry works and what makes a
company tick. Showing that you have an understanding of what the organisation
wants to achieve through its products and services, and how it competes in its
marketplace.
2. Communication:
This covers verbal and written communication, and listening. It's about
being clear, concise and focused; being able to tailor your message for the
audience and listening to the views of others.
3. Teamwork: You'll need to prove that
you're a team player but also have the ability to manage and delegate to others
and take on responsibility. It's about building positive working relationships
that help everyone to achieve goals and business objectives.
4. Negotiation and
persuasion: This
is about being able to put forward your way, but also being able to understand
where the other person is coming from so that you can both get what you want or
need and feel positive about it.
5. Problem solving: You need to display an
ability to take a logical and analytical approach to solving problems and
resolving issues. It's also good to show that you can approach problems from
different angles.
6. Leadership: You may not be a manager
straight away, but graduates need to show potential to motivate teams and other
colleagues that may work for them. It's about assigning and delegating tasks
well, setting deadlines and leading by good example.
7. Organisation: This is about showing
that you can prioritise, work efficiently and productively, and manage your
time well. It's also good to be able to show employers how you decide what is
important to focus on and get done, and how you go about meeting deadlines.
8. Perseverance and
motivation: Employers
want people to have a bit of get-up-and-go. Working life presents many
challenges and you need to show employers that you're the kind of person who
will find a way through, even when the going gets tough... and stay
cheerful-ish.
9. Ability to work under
pressure: This
is about keeping calm in a crisis and not becoming too overwhelmed or stressed.
10. Confidence: In the workplace you need
to strike the balance of being confident in yourself but not arrogant, but also
have confidence in your colleagues and the company you work for.
EMPLOYER BUZZWORDS AND WORDS OF ACTION
There are certain words
which are key to catching an employer's interest. Mention them in your CV and
at interviews and see how impressed they are with your business-speak (but
don't go overboard or you'll sound daft).
·
initiative
·
dynamic
·
teamplayer
·
proactive
·
self-motivated
You can also talk in
terms of actions that you achieve through your skills by using good, strong
verbs in applications and interviews:
·
led
·
achieved
·
completed
·
co-ordinated
·
delegated
·
delivered
·
identified
·
presented
·
promoted
·
reported
·
resolved
·
organised
TOP TIPS FOR DEVELOPING THE SKILLS MOST
EMPLOYERS WANT EMPLOYEES TO HAVE
·
Make the most of
university life and extra-curricular activities to develop your general skills.
·
Plan early to get
relevant work experience and voluntary work which will give you transferables
that will make you work ready: have something lined up for each vacation, and
get ready for formal placement and internship applications at the beginning of
your second year.
·
Religiously record the
skills you gain and work experience activities you do so that you can pull out
good examples on applications and in interviews. If you want to identify your
key strengths (and weaknesses you need to work on) sign in and use our free careers report tool.
·
Network! Use family,
friends and contacts to get work experience and to find out more about career
areas that interest you.
·
Visit your university's
careers service: find out whether it runs any employability skills sessions;
sign up for relevant courses and workshops; get help from a careers adviser to
write a CV that really showcases your competences and abilities.
·
Take advantage of careers
fairs and employer presentations: talk direct to recruiters to find out what
they look for.
·
Always do your homework
before applying for jobs. Employer research will help you identify the skills
and competences a particular organisation places most emphasis on. In turn, you
can tailor your application so that it stands out. As a starting point, use the employer hubs on
targetjobs.co.uk!
More help from TARGETjobs:
CAREER PLANNING ADVICE FOR STUDENTS AND GRADUATES
https://targetjobs.co.uk/careers-advice/career-planning
All
careers are built up in steps and this part of targetjobs.co.uk covers the
first stages in choosing a graduate career and seeking out your first job after graduation.
It’s all about getting ideas about jobs by knowing your career options, exploring your skills and understanding your motivation,
and then, of course, knowing where to look for
graduate opportunities. Dip in, whatever stage you’re at. Even
if you feel you’re up against a wall having left graduate job hunting and
career plans a little late, covering the basics is the best way to boost your
confidence and get back on track. If you need some extra help to get started,
try the TARGETjobs Careers Report to explore some options and clarify
your strengths.
Don't
panic! It's never too late to start your job-hunt
If you've been putting off your
graduate job-hunt because you don't know where to begin and you think it is too
late, now is the time to take stock and get started.
Fun,
prospects or money: what are you looking for?
Even those who don’t know what career
to go for will have a good idea of what they want from it. But are you looking
for prestige or power, money or fun? You decide.
Matching
yourself to the job
It's not all about whether you are
right for the job, but also whether the job is right for you. Finding a
graduate career that suits your skills and values will save a lot of time and
heartache when it comes to filling in application forms.
The
top 10 skills that'll get you a job when you graduate
With so many graduates now on the
market, employers will look for evidence of skills and work experience, which
will make you stand out from the crowd. Start gathering them now or work on
what you've got so you are ready to impress recruiters.
I
have a degree, now what?
If you don't know what to do with
yourself now that you have graduated, then you can read our helpful guide to
get some ideas. If you are lucky enough to still be studying then this should
give you some ideas you can work towards now.
At
a glance guide to selection methods used by graduate recruiters
Graduate employers use a range of
methods in the recruitment selection process. Take a look at our guide to the
types of job interview and activities you might face and get some quick tips.
How
to job hunt if you get a 2.2 when you graduate
Not all graduate employers specify that
they want applicants to have a 2.1. If you're concerned about how a 2.2 will
affect your chances, our advice will help you make the most of your degree.
Career
tactics for women: from internship to job to promotion
Whether you’re trying to turn your
internship into a graduate job offer or climb the career ladder in a permanent
job, know how to increase your chances of success.
Where
in the UK are you most likely to get a graduate job?
Find out about graduate employment in
different parts of the UK
Getting
a graduate job when you have dyslexia
Find out about the adjustments
employers can make to the application process and how to present dyslexia as an
asset.
More help from TARGETjobs
·
Guide to graduate
schemes and graduate training
·
Get the Inside Buzz on graduate recruiters: graduate and
intern employer reviews
·
Don't forget to sign up to TARGETjobs for newsletters, vacancy alerts - and
more coming soon!
HOW TO WRITE APPLICATIONS
AND CVS FOR GRADUATE JOBS
Graduate CVs and job
applications: they can take as much planning and preparation as an essay or
project write up. Here we cover the basics of how to tackle online
applications, structure a graduate CV and put together a covering letter.
Maybe you’ve got some gaps in your background, don’t know how to deal with your
extracurricular activities, or you’re stuck in dissertation writing mode and
can’t fit everything on two sides of A4? Find tips to highlight your best self
and writing advice to showcase your skills without wasting space. (Head to our
job hunting resources page if you are looking for example graduate CVs and cover letters.)
Research employers: essential preparation for graduate
applications
Employer research is central to graduate job hunting success.
Don't even think about starting on an application form or CV without doing it.
A graduate job hunter’s guide to the HEAR
The HEAR is a warts-and-all record of a student’s academic and
extracurricular achievements over the course of their degree, designed to
provide employers with a full and fair account.
Are personal statements a waste of space on graduate CVs?
Find out why you should think carefully before including a
personal statement on your CV, and if you still feel you need to, use our
advice to make it worthwhile.
The worried student's guide to creating a great graduate
CV
Check out our infographic with a selection of top tips to help you
perfect your CV and avoid the pitfalls that put employers off.
Four covering letter blunders (and how to avoid them)
Find out about the phrases you should avoid including in your
covering letter for an internship, work experience placement or graduate job,
and why.
What are mitigating circumstances for graduate job
applications?
Find out what employers regard as mitigating or extenuating
circumstances, and find out how to disclose them in your applications for
graduate jobs.
Writing tips for graduates: how to communicate with
recruiters
Your first communication with a graduate recruiter will most
likely be in writing through an email, application, or CV and covering letter.
How you present yourself in words and getting the style right is vitally
important. We've put together some basic writing tips to help you make the best
first impression.
The 6-step guide to perfecting your graduate CV
A good CV is essential to get the graduate job you want so take
the time to get it right. A well-crafted CV will show your career interests and
highlight your most relevant skills and work experience in the way recruiters
like.
Writing CVs for different types of graduate job
Whether your target is a graduate scheme with an investment bank
or a vacancy for a graduate managing a shop, write a CV that is right for the
job.
The graduate's guide to job application forms
Almost every graduate job-hunter encounters a job application form
at some point, particularly if they are applying for graduate schemes and
programmes. Take a look at our step-by-step guide.
Covering letter essentials for graduate vacancies
If a graduate employer requests a CV they'll want a covering
letter too. Don't miss out on this additional opportunity to showcase your
skills and enthusiasm. It may be just one page of A4, but it can make a big
difference to the success of your graduate application.
Making speculative applications for graduate jobs
Not all graduate vacancies are advertised, so sometimes the only
way in is to apply 'on spec'. Read on to discover tips on how to get the best
results from speculative job applications.
Dealing with gaps in graduate CVs and applications
Your curriculum vitae or application form is the way graduate
employers can find out what you've been doing with your life so far. If you've
had gaps during your education or working life, here's how put a positive spin
on them.
What to put in the further interests section of a
graduate CV
Graduate recruiters have so many applications to sift that
choosing between them becomes incredibly difficult. Luckily, a well-crafted
'further interests' section on your graduate CV can make all the difference.
Writing last-minute graduate job applications
You've seen a graduate job you want to apply for but the closing
date is tomorrow. You've got an assignment due, you haven't got time to plan a
detailed application and you're worried your recruitment chances will suffer.
Never fear: we have some time-saving strategies to help your most rushed
applications impress graduate employers.
Application planner: quick tips for graduate job-hunters
Quick tips to help you prepare for graduate applications,
interviews and assessments. Use them as a handy check list to make sure you're
on the right track to get a graduate job.
More help from TARGETjobs
·
For
profession-specific application tips: graduate
career sectors
BY NOW YOU ALL MUST SURF THE
INTERNET AS THIS PROFESSOR TEACHES WITH PRACTICE. IF YOU ARE NOT COMPUTER
LITERATE AND KNOW THE STANDARD KEYBOARD, YOU MAY START NOW ACQUIRING THE
SKILLS. IT WILL MAXIMISE YOUR EMPLOYABILITY
Your video for
understanding this lecture is live at:
Yours Professor
of Psychometrics
Dr Jideofo
Kenechukwu Danmbaezue
2013 UPDATE ON A CONCISE CURRICULUM VITAE
OF DR J. K. DANMBAEZUE a.k.a. REV. PROF. J. J. KENEZ
PERSONAL DATA
Name: DANMBAEZUE, JIDEOFO KENECHUKWU
Date of Birth: 11th MARCH, 1948
Sex: MALE, MARRIED WITH 3 CHILDREN
Nationality: NIGERIAN (of Biafran Extraction)
Home Address: DANIS FAMILY VILLA, IHIALA
Present Occupation: CONSULTANT CLINICAL PSYCHOLOGIST, EXISTENTIAL FAMILY THERAPIST & PSYCHOMETRICIAN
Present Address: KENEZ HEALTH KLINIK
C 82 Federal Housing Estates,
Phone; 08039097614 or 08104414689, ENUGU
EDUCATIONAL QUALIFICATIONS
1983-1993
D. Sc. in PSYCHOMETRICS, (abbrev: D. Psych) African College of Research Scientists Addis Ababa
1979-1982
M. Sc. in CLINICAL PSYCHOLOGY / MENTAL HEALTH, from the School of Medicine Benin
by a 36-month course work and research dissertation.
1972-1975
B. Sc. (Honours) in PSYCHOLOGY, 2nd Class Upper Division, University Of Lagos
1968-1970
B. A. (Honours) in PHILOSOPHY, 2nd Class Lower Division, Bigard Memorial Seminary, Enugu Urbana University Rome , Italy
ACADEMIC HONOURS
1. FACRS Fellow & Senior Research Consultant of African College
2. Citation of Honour as first Postgraduate Medical Student produced by the School of Medicine, College of Medical Sciences, Ugbowo Campus, University of Benin, Nigeria in the 1982 Convocation.
3. Ph.D. Scholarship Award (Psychology), by Anambra State Nigeria
4. Pass Junior Staff College
Best Officer Award in Public Speech and Drills, Nigerian Air Force Base, Kaduna
5. Best Thesis Award Recipient of the Department of Psychology, University of Lagos
PROFESSIONAL EXPERIENCE
1989 - date
Medical Director; KENEZ HEALTH KLINIK, HAPPY FAMILY NETWORK INTERNATIONAL, ENUGU
1990 – date
Director of Programmes; HAFANI RESEARCH CONSORTIUM, a CBO Health Outfit.
1986-1988
Sports Adviser to Military Governor/ Rangers Football Club, Govt. House, Enugu
1985- 1986
Principal Clinical Psychologist, State Education Commission Headquarters, Enugu
1983-1985
Clinical Psychologist acting as Zonal Guidance Counsellor, S.E.C, Abakaliki Zone.
1976-1979
Substantive FLT LT (NAF 759) rtd., NAF Hospital Kaduna
1975-1976
NYSC at Dept. of Psychiatry, U.C.H. Ibadan & at Lambo’s Aro Village System, Abeokuta
CREATIVE OUT-PUT / PSYCHOLOGICAL TESTS
EDUCATION :
i. Teenage Health Inventory (1983) for new entrants to Junior Secondary Schools.
ii Career Preference Scale (JSS. Version, 1985) for JSS. 3 Students for SSS.
iii Career Preference Scale (SSS. Version, 1987) for SSS. 3 Students for JAMB.
FAMILY:
i Marriage Compatibility Scale (1991) for Prospective Marriage Partners.
ii Engaged Couples Inventory (1992) for Pre-marital Counselling of Couples.
iii Marital Adjustment Profile (1993) for Therapeutic Services to Families.
BUSINESS:
i Religious Fanaticism Scale (1981) for Pre-Employment Interviews in Industries.
ii Executive Personality Scale (1989) for Recruitment of Senior Staff Personnel.
iii Business Evaluation Test (1999) for Periodical Assessment of Corporate Bodies.
FAMILY THERAPEUTICS:
i Family Needs Inventory (1995), for Diagnoses of Problems in Families
ii Family Stability Scale (1996), for Socio-Economic and Emotional Stress.
iii Marital Crises Index (1997) for Micro-Diagnostic Evaluation of Couples.
+ HUMAN MEDICINE:
i Psychoneurotic Personality Inventory (2000) for Assessment of Existential Neuroses.
ii HIV/AIDS Management Inventory (2001) for a Therapeutic Regimen of PLWA.
iii SARS Prophylactic Inventory (2003) for a Preventive fight against the new epidemic.
(+ These are on-going research projects with colleagues at College of Medicine Enugu
BOOKS:
i The Triads of Life, Existential Treatise on Igbo World-View, B. Phil Thesis, Rome
ii The Search for Sanity in Igbo land, a Bachelor’s degree thesis, University of Lagos
iii Personal Adjustment and Religion, a Master’s dissertation, University of Benin
iv Psychometrics in Family Therapeutics, a Doctoral dissertation, Addis Ababa
v Am I Qualified For Marriage, Volume I , HAFANI Lectures on marriage for the youth, (1995)
vi Family Counselling –a Psychometric Approach, a scientific manual for professionals (1995)
vii Angelic Verses: Vol. 1 -The Genesis of Human Frailty, a theosophical analysis (2006)
viii Angelic Verses: Vol. 2 -The Aetiology of Ethnocentrism, a critique of racism (in press)
JOURNAL ARTICLES:
a. 10 Theosophical Treatises of Existentialism in International Magazines.
b. 12 Career/Guidance Counselling Lectures delivered at National Conferences.
c. 15 Scientific Research Papers in Psychotherapy and Community Medicine.
REFEREES:
i Onowu Dr. C. A. Ezike, Chief Medical Consultant of HAFANI, chrisezike@yahoo.com
ii Prof A. C. J. Ezeoke, Emeritus Professor of Chemical Pathology, alexius@yahoo.com
iii Professor A.C Mundy-Castle, H.O.D, University of Lagos, acmundycastle@yahoo.com
KENEZIAN PHILOSOPHY OF LIFE
“A well-known speaker started off his seminar by holding up a $20 bill. In the room of 200, he asked, "Who would like this $20 bill?" Hands started going up. He said, "I am going to give this $20 to one of you but first, let me do this”. He proceeded to crumple the dollar bill up. He then asked, "Who still wants it?" Still the hands were up in the air. "Well," he replied, "what if I do this?" And he dropped it on the ground and started to grind it into the floor with his shoe. He picked it up, now all crumpled and dirty. "Now who still wants it?" Still the hands went into the air. "My friends, you have all learned a very valuable lesson. No matter what I did to the money, you still wanted it because it did not decrease in value. It was still worth $20. Many times in our lives, we are dropped, crumpled and grounded into the dirt by the decisions we make and the circumstances that come our way. We feel as though we are worthless. But no matter what has happened or what will happen, you will never lose your value in God's eyes. To Him, dirty or clean, crumpled or finely creased, you are still priceless to Him.” That is ISM or KENEZIANISM in practice! I hope you cherish these words of wisdom of an Unknown Author! You are welcome to “Let us reason together” as Isaiah, the prophet invited his kinsmen many centuries ago or sit on the fence and die unenlightened by genuine Aristotelian-Kantian combine of deductive and inductive logic, aided by current fund of science knowledge and enquiry to unravel the fables and legends that are now labelled as theology! There is nothing theological about an accumulation of guesswork done by primitive men! They are simply a collection of puerile belief in man-made doctrines, dogmas and rituals that is steadily pushing the humane race to annihilation. Here, I rest my objective of penning this protracted but comprehensive diatribe. Call it heresy, if you like. I do not care a dime. Truth is supreme! Truth is Life, my people declare!
Revolutionary Professor Jude Jideofo Kenez, (D. Sc. In Psychometrics),
The Humble Vessel of the Holy Spirit of the Creator of the Entire Universe.
E-mail: agunabu1948@gmail.com, or saintkenez@yahoo.co.uk
Phone: 08039097614, 08104414689
THE ORIGINS OF KENEZ PSYCHOLOGICAL RESEARCH FOUNDATION
Abbreviated; KPRF is the engine room of the parent organization
Kenez International Humanitarian Organizations Linkage; KIHOL, was conceptualised as an answer to the dearth of indigenous psychological tests in the African continent. It is the brainchild of an ambitious undergraduate on the end of session vacation job in 1973/74 at the government-owned Neuro-psychiatricHospital, Aba I. Q” in the Reader’s Digest, a popular magazine he found in the OPD Waiting Room. He was familiar with the British publication since his higher school years, 1966-1967, at Christ the King College Onitsha
He refuted the validity of the assessment tool noting its ethnocentric bias in both the cultural artefacts used in its construction and the peculiar anglicised phraseology used in its verbal and non-verbal test items. He went home determined to rectify the identified anomalies by modifying those areas he saw as skewed assessment items. He christened his indigenous revision; “A Cultural Adaptation of I.Q. Tests”.
This revolutionary impetus lasted another academic session as the young man asked so many questions on the issue and demanded veritable answers from his lecturers at the Department of Psychology, University of Lagos Lagos , Nigeria I. Q” in the Reader’s Digest. One of his lecturers; Dr Delores E. Mack an American Clinical Psychologist; fell in love with him for this feat! This acted as the motivation the lad needed to forage into the theories and practices of psychological testing. He spent hours at the university library.
The developmental skill suffered a setback as examinations that were more serious faced the young researcher during his final year. He however picked up and dusted his notebook on the topic during his National Youth Service Corps year at the Department of Psychiatry, University College Hospital Ibadan Kano Kaduna
After earning a Master’s degree in Clinical Psychology in 1982 and a Doctorate degree in Psychometrics in 1993, he intensified creative research into how to increase the production of scales, inventories and tests to arrest the dearth of indigenous assessment tools for educational, counselling and medical purposes in Africa. Today after half a century, the same research enthusiast can boast of fifteen well developed, truly validated and internationally standardised psychological tests covering areas in teenage guidance & career counselling, psychological medicine, educational psychology and family counselling/therapy.
THE LIST RUNS THUS:
1. A Cultural Adaptation of I.Q. Tests, 1974 – 1978.
2. Religious Fanaticism Scale, 1979 – 1982.
3. Teenage Health Questionnaire, 1982 –1985.
4. Career Preference Scale, JSS Version, 1985 –1987.
5. Career Preference Scale, SSS Version, 1987 – 1989.
6. Marriage Compatibility Scale, Kenez-Macos, 1984 – 1991.
7. Engaged Couples Inventory, Kenez-Encoven, 1990 – 1992.
8. Marital Adjustment Profile, Kenez-Mapro, 1984 – 1993.
9. Executive Personality Scale, Kenez-Expers, 1991 – 1995.
10. Business Evaluation Tests, Kenez-Buset, 1991 –1995.
11. Family Needs Inventory, Kenez-Faneeven, 1993 – 1995.
12. Family Stability Scale, Kenez-Fastabs, 1993 – 1996.
13. Marital Crises Index, Kenez-Macridex, 1993 – 1997.
14. HIV/AIDS Management Inventory, Hiv-Manaven, 2001 – 2003.
15. Child Health Assessment Inventory, Dioona-Chaven, 2006 - ?
BOOKS AWAITING SPONSORSHIP FOR PUBLICATION
1. THE TRIADS OF LIFE, Existential Treatise on Igbo World-View, B. Phil Thesis, Rome
2. THE SEARCH FOR SANITY IN IGBOLAND, Bachelor’s Thesis, University of Lagos
3. PERSONAL ADJUSTMENT AND RELIGION, Master’s dissertation, University of Benin
4. PSYCHOMETRICS IN FAMILY THERAPEUTICS, Doctoral dissertation, Addis Ababa
5. EXISTENTIAL NEUROSES IN CHRISTENDOM, Evident Depersonalisation Syndromes (1995)
6. ANGELIC VERSES 1, The Genesis of Human Frailty, Theosophical Treatiseon Creation (1997)
7. ANGELIC VERSES 2, The Aetiology of Ethnocentrism, Psychoanalytic View of Racism (1999)
8. ANGELIC VERSES 3, Obedience to Natural Laws, Existential Therapy for Fanaticism (2001)
9. HIV-AIDS MANAGEMENT INVENTORY, A Psychometric Alternative for Elisa Test (2003)
10. BEWARE OF PROSPERITY GOSPEL PREACHERS, A Critique of Greedy Evangelists (2003)
11. HAFANI’s ALTERNATIVE MANAGEMENT STRATEGIES, A Medical Handbook (2005)
12. ETHICS IN REPRODUCTIVE MEDICINE, Advocacy for Curtailing Voluntary Abortions (2006)
13. RESPONSIBLE PARENTHOOD, The Roles and Duties of Couples in the Computer Age (2007)
14. PSYCHOMETRIC FAMILY COUNSELLING, The Global Village Modality for Mate Selection (2007)
15. CONCISE HISTORY OF THE DEVELOPMENT OF RELIGION, A survey of Man-made Rituals
16. EVERY RELIGION IS SUPERSTITUTION APPROVED BY A COMMUNITY, The Truth is Life Series
SOME OF THE CURRENT SCIENTIFIC & THEOSOPHICAL POWERPOINT PRESENTATIONS
A. James, addresses the wealthy 20 slides of 290 kb •
B. 2003 initial research results of hafani, 10 sides of 343 kb
C. A global campaign to halt hiv in the youth, 12 slides of 804 kb •
D. A kenezian medical ethics for physicians, 21 slides of 634 kb •
E. The longest & most pewerful chapter in n.t., 14 slides of 231 kb •
F. Opportunites for neuroaids research, 20 slides of 618 kb •
G. Alternative strategies for hiv in africa, 32 slides of 770 kb
•
H. Cain & abel sons of adam?- .no says dr kenez, 25 slides of 1.06 mb •
I. This is how all of came into this world 12 slides of 997 kb •
J. 2006 results of hafani research consortium 45 slides of 1.01 mb •
K. Greatest revelation of jesus, the chrst 23 slides of 801 kb •
L. Pioneering researches in west africa 25 slides of 674 kb •
M. 2007 search for alternative hiv-aids drugs 21 slides of 918 kb •
N. Presentation by our hafani consortium 45 slides of 1.30mb •
O. What it takes the serve god, the creator 24 slides of 1.09 mb •
P. Blazing the trail for modern researches 62 slides of 1.79 mb •
Q. Pharmacopeia of our research consortium 22 slides of 2.09 mb
Rev. Prof. Jideofo J. Kenez, D. Sc.,
Vessel of the Holy Spirit of the Creator of the Universe.
E-mail: agunabu1948@gmail.com,
BRIEFS ON THE GENESIS OF KENEZIANISM
The theory and practice of Kenezianism started in 1970, at the end of the civil war when its originator Major Kenechukwu Nzeogwu Mbaezue; BA/ 6532, of the Degema Strike Force, 12th Commando Brigade, Biafra, returned from the war front! He felt shattered by the outcome of the fratricidal debacle of three years. “Why did we lose the war of survival? Should Nigeria Mecca
That gave him enough time to reflect on some existential questions about all he had learnt from the Christian missionaries that moulded his early life in the junior and senior seminaries. There arose the need for him to re-evaluate his belief system, moderate his scrupulous orientation to social life and thereafter, formulate a realistic code of conduct that could guarantee his survival in the conflicting world of the Nigerian society he found himself trapped in! He lived as a war captive for the next 30 years! Within this period, he fully practised the introverted meditative lifestyle of Viktor Frankl or that detached life of a research scientist reminiscent of the great Austrian monk geneticist, MacGregor Mendel.
He earned a total of four university degrees that spanned a period of 15 years, with breaks here and there to assist his eight younger brothers and sisters, siblings of the same humble family of a school teacher/catechist! To achieve this, he again joined the armed forces of the nation he lived as an exile, the fallout of which was that he neatly sandwiched a military diploma, pjsc, from the Nigerian Air Force in between the four degrees!
CURRENT STATUS IN OUR DIGITALISED GLOBAL VILLAGE;
Today I Have 29 Websites With 597 Diatribes, Scientific Papers, Dissertations, 37 Power Points In The Internet, Covering Modern Theosophy, Social Ethics, Human Medicine, Research Psychometrics and Existential Psychotherapy. I Am a Humble Vessel of the Holy Spirit of the Almighty Creator of the Entire Universe and so I Owe God My Divine and Human Achievement & Eternal Gratitude For Surviving So Far!
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