KYKO PRODUCTS

There are three important functions of KYKO products that make it viable to be used in a proper and productive staffing of an organization. These are (i) the determination of types of workers for certain positions in organizations, (ii) fitting the appropriate staff members of an organization to be on the appropriate job, and (iii) the planning of training programs for staff to be able to work in teams through really knowing themselves and knowing others around them (their colleagues, staff, and reporting officers) to increase the organization's productivity. To enable KYKO products to fulfil these basic and important functions, they are designed with three important components in mind. 1. The Five Important Dimensions KYKO products are instruments for the measurement of five important human dimensions in the psychological realm. They include Self-Actualization (SA), Sociocentricity (SO), Security (SE), Manipulative Dimension (M), and Egocentricity (E). It is well-known that while individuals have all these five dimensions within them, some of these are more dominant in some people than others. It is the combination of the varying degrees of dominance of each of these dimensions within individuals that characterise the person, giving him or her specific profile. As the individual progresses in life, the intensity of each of these dimensions may begin to change, and a different combination will result in a different profile. This is part of human development, and the fact is that it is important to know this of ourselves and of others in order to create harmonious and productive relationships.

2. The Concept of Measurement In order to have proper comparisons of the intensities of these dimensions for each individual, it is important to have proper measurement for them. Measurement has to be objective and for objectivity, measurement has to be linear. Hence measurement in the psychological sciences is not different in concept as measurement in the physical sciences. For example, if two pieces of string A and B are such that A is 26 cm long while B is 13 cm long, we can readily make a ratio comparison by saying that string A is twice as long as string B. Also the zero on the meter rule is absolute. If a string has zero length, there is absolutely no string at all. This is because the meter rule is a linear instrument where the distance between say, the 17 cm mark and the 18 cm mark is one centimeter, which is equal in length to the distance between say, the 97th and 98th centimeter marks. That is, every centimeter along the meter rule has equal length. However, in the psychological sciences, the same cannot be said about the raw scores used. In school, for example, when a teacher gives a mathematics test, we cannot say that the student who scored 60 marks is twice as good in math as the student who scored 30 marks. This is because raw scores are not linear. Neither is it true to say that a student who scored zero on the math test has absolutely no knowledge of math at all. This lack of linearity of raw scores will make comparisons invalid, and hence KYKO first converts these raw scores into linear measures before making comparisons. KYKO uses Rasch Model to convert the raw scores on the five dimensions above, into measures in logits. 1

In order to generate instruments that properly measure these dimensions, each item on the instrument must be on the specific dimension only. This is what construct validity is all about. Hence the definition of each dimension is strictly followed to ensure construct validity. Secondly and equally important is to ensure that measurement errors are minimised. This is accomplished by generating optimally sufficient number of items for each dimension. Rasch analysis will then show the fit statistics for checking on construct validity and the standard errors that have to be at acceptable levels. 3. The Report From the measures of each person on each of the five dimensions, the individual will have a comparison of each of his or her dimension's intensities. The various combinations of these intensities will result in a proper analysis and description of his or her characteristics. A visual comparison may also be made using either the web diagram or the histogram or both as may be desired. It is clear from description above, that KYKO products are useful for any organization that requires their staff members to: a) share the organization's vision and mission; b) work in teams with good understanding of themselves and of their peers and colleagues; c) be engaged in their work and be a happy worker; all of which being with the purpose of increasing work productivity while maintaining a happy worklife balance for all staff. Different organizations will have different visions and missions and different requirements of staff characteristics and profiles. As such, KYKO products may be tailored to fulfil the needs of the organization, through a quick survey of its needs. With the characteristics mentioned above, KYKO products may be applied to individuals who need to understand their personal selves better, the corporate sector that need to harmonious relationships amongst staff members, and to the education sector where not only will staff be able to understand each other better and hence become more productive in the moulding of students into holistic individuals, but teachers will also begin to develop more effective pedagogies due to a better understanding of students' learning styles as well as their own teaching styles. In short, every worker in any sector that involves the need to know oneself and know others better may be aided to be a more productive person through the knowledge of their profiles by themselves and by their reporting officers. KYKO is for understanding and character development for productivity, and not for fault-finding and finger-pointing.
Dr John Lee Ong Kim