Prevue Measures


Mental/Learning Abilities: Learning abilities reveal a person's capacity to solve problems and to assimilate new information.  They indicate how a person thinks, how he or she might visualize solutions and organize information, and how quickly he or she learns when presented with data such as numbers, words, or shapes.

General Abilities This is a summary measure of the following three.  High scores indicate that a person is quick to learn, absorbs new information easily, works well under conditions of high mental workload, and thinks in overall concepts.  A person with a low score takes longer to learn information, retains it better and is detail or task oriented.
Working With Words This scale measures language ability as a vehicle for reasoning and problem solving and emphasizes the use of written language more than verbal communication. Those with high scores will easily understand written reports and instructions and they will competently prepare summaries and reports. Those with low scores will need more time to absorb information presented in writing and may need to improve basic reading and writing skills if these are necessary in their work.
Working With Numbers This scale shows numerical reasoning ability. Those with high scores will be quick and accurate when working with numbers, will more readily comprehend data presented as numbers, and will prefer to use arithmetic or algebraic models solving problems. Low scorers will need more time to absorb information presented as numbers and may need to improve arithmetic skills if these are needed in their work.
Working With Shapes This scale shows the mental ability to visualize shapes and three-dimensional objects in space. Spatial skills are needed to readily grasp charts and graphics, for interpreting schematic diagrams and blueprints, and for efficient arrangement of objects in time and space. Those with low scores may need more time to do such tasks.


Motivation/Interests: These measures reveal a person's voluntary attentiveness and willingness to interact with three major factors in the workplace-people, data, things.


Working With People This scale measures a person's interest in human relations and their motivation to associate with others. A high score indicates a "people person".  Those with low scores may be well equipped to work in isolation and have little need for other's company.
Working With Data This scale indicates interest in information and an inclination to manipulate or analyze statistics, symbols, facts, and figures. Those with high scores need to work with information and usually will not be content with positions that do not involve data-related tasks.  Those with low scores are least likely to enjoy working with statistics, records or accounts.
Working With Numbers This scale measures interest in machinery, tools, and equipment and shows an inclination to do "hands-on" work .  High scores indicate mechanical interests that may include willingness to design, develop, and modify equipment. Those with low scores should probably avoid complicated machinery or electronic devices requiring careful handling.


Personality: There are four major scales, Independence, Conscientiousness, Extroversion, and Stability (ICES), each supported by two minor scales. Each scale measures a personality trait in terms of two extremes, i.e., the opposite of Extrovert is Introvert and the opposite of Competitive is Co-operative.


Diplomatic: - Diplomats are generally likable and good-natured. They are considerate, cooperative and good at pulling people together through persuasion. They sometimes choose to avoid conflict and controversy to preserve relationships. Independent: - Independent people are single minded and determined to win. They are confident, hardheaded and make autocratic leaders. They take charge and get things done, although they can be insensitive to the needs of those around them. Cooperative: - Those who cooperate are noncompetitive, desiring to make their contributions to achievement as members of a team. They will forego their own success to help others.
Competitive: - Competitive people strive hard to reach their goals. They are interested in personal achievements and play to win at any cost, sometimes using others to get what they want. Submissive: - People who are submissive are tactful, seeking to avoid controversy and diffuse aggression. They would rather avoid conflict than confront it. Assertive: - Assertive people are outspoken because they know their own minds and are not afraid to say so. They seek to be group leaders. They can create conflict through their sometimes controversial and unpopular opinions.
Spontaneous: - People with spontaneity are flexible and unpredictable who work well in changing, challenging situations. When problems arise, they often adopt creative and unorthodox solutions. Conscientious: - Conscientious individuals are neat, tidy and detail-conscious. They follow rules and abide by standard practices and procedures so you can always depend on them. They are always well prepared through careful planning. Innovative: - Innovators are not bound by rules and "the way things have always been done." They would rather explore new routes than take the well-traveled path, often viewing established rules, policies and procedures as obstacles to progress.
Conventional: - Those with conventional traits will do their work in a meticulous and reliable manner. They are trustworthy, structured and intent on doing things "the right way." Reactive: - People who are reactive seldom plan, choosing to react to circumstances as they arise. They take a broad view of events and leave details to others. Their work areas often appear disorganized. Organized: - The marker of an organized person is a controlled and carefully planned and arranged environment. They plan carefully to meet deadlines, but dislike situations where they must improvise, "think on their feet," or engage in unstructured debate.
Self-Sufficient: - An introvert prefers the company of a few close friends and is content to be alone. They choose quiet, familiar surroundings. Group-Oriented: - An extrovert enjoys the stimulation of being with people, especially if given the opportunity to be the center of attention. They like exciting, lively places. Reserved: - People described as reserved find everyday life stimulating and feel no need to seek further excitement. They are not bored by repetitive tasks and tend to live quiet orderly lives.
Outgoing: - Outgoing people enjoy taking risks and accepting challenges and doing stimulating things. They dislike repetitive tasks and like being with other people for the stimulation they provide. Emotional: - Emotional people are sensitive, mostly to their own feelings of anxiety, suspicion, guilt and irritability. They are fearful of new people and new situations. Stable: - Those who are described as stable are generally untroubled and calm. They face problems and unforeseen circumstances without suffering undue stress, remaining relaxed and secure. They are untroubled by criticism.
Restless: - Restless people are easily upset, irritable and prone to lose their tempers. They view the world as basically hostile and threatening. Poised: - People with pose shrug off criticism and cope with most adverse situations without becoming upset or irritated. They accept that few things proceed in life without a few things going wrong. Excitable: - Excitable people become tense and anxious in stressful situations. They have trouble trusting and having confidence in their colleagues, being suspicious of the motives of others.
Relaxed: - Relaxed people are well prepared to cope with stressful situations. They accept people at face value and are seldom bothered when things go wrong. Social Desirability - Frank: - When people are overly frank, they have either presented an overly negative picture of themselves or they are lacking in a number of socially acceptable attributes. Social Desirability - Socially Desirable: - When people try to present themselves as overly socially acceptable, they exaggerate their finer qualities. However, there is the possibility that a high Social Desirability rating can indicate a truly "good person".