The character model explains how the factors on the Mentality Profile are learned, to build entrepreneurs and leaders that have the capacity to transform the environment, by creating optimum value.
The Character Model links the Behavior Model to the Phenomenology Model, by the factor-F; to define the development of the personality from a five, 5-sensory to a multi-sensory one that is able to perceive the essentials of phenomena.
The 3 Laws of Performance, in Fulfillment of HR’s Triple Bottom Line.pdfPeter Anyebe
By the three, 3 performance laws the data would be normal when performance is optimum, it would be left-skewed for growth, and right-skewed for decay; which decay would be an indication of the dire need for the synergy that groups offer, as well as the inconsistencies and intolerance that are associated with work for sustenance
A model of learning is presented to optimize the human-power resource quality, HpRQ which model positions humanity like their nearest neighbors, the animals, to be clothed from the inside.
Human variability would however be a constant companion, out of which it would be impossible to optimize humanity. It would therefore be sufficient that mind functions by the waves model at thought, f0 and soul by the principle of moments at behavior, Po. This would sustain the HpRQ, f0H albeit the skill shortage, StG that underlies the variability, VRT quandary.
To fulfill their nature and function therefore, humans are labyrinthinely complexly integrated and wired accordingly, to have spirit, protoplasm and mind; all three, 3 of which team to build the soul.
The Measure of Faith, Optimization of the Human Power Resource QualityPeter Anyebe
Language, as a medium for thought, may not be as precise as mathematics. But when thought deeps beyond the appearances to capture the essential elements of phenomena, some precision is achieved, according to the observed consistency of the person.
For people who are consistent, the appraised return on investment, ROIApp and the soul, S would be equal, for ROIApp = S; subject to C1 = Cb and C2 = Cp, as well as F4p = F4b.
This basis for the establishment of the above thesis is consistent with the requirement that two, 2 parts of thought, Pc and C would be equivalent to one, 1 part of behavior, √n for √n = 1/C Pc^2.
Thus at one level, C1 and C2 define thought and F4 defines behavior; while at another level, C and F4 define thought, while S defines behavior.
The Character Model links the Behavior Model to the Phenomenology Model, by the factor-F; to define the development of the personality from a five, 5-sensory to a multi-sensory one that is able to perceive the essentials of phenomena.
The 3 Laws of Performance, in Fulfillment of HR’s Triple Bottom Line.pdfPeter Anyebe
By the three, 3 performance laws the data would be normal when performance is optimum, it would be left-skewed for growth, and right-skewed for decay; which decay would be an indication of the dire need for the synergy that groups offer, as well as the inconsistencies and intolerance that are associated with work for sustenance
A model of learning is presented to optimize the human-power resource quality, HpRQ which model positions humanity like their nearest neighbors, the animals, to be clothed from the inside.
Human variability would however be a constant companion, out of which it would be impossible to optimize humanity. It would therefore be sufficient that mind functions by the waves model at thought, f0 and soul by the principle of moments at behavior, Po. This would sustain the HpRQ, f0H albeit the skill shortage, StG that underlies the variability, VRT quandary.
To fulfill their nature and function therefore, humans are labyrinthinely complexly integrated and wired accordingly, to have spirit, protoplasm and mind; all three, 3 of which team to build the soul.
The Measure of Faith, Optimization of the Human Power Resource QualityPeter Anyebe
Language, as a medium for thought, may not be as precise as mathematics. But when thought deeps beyond the appearances to capture the essential elements of phenomena, some precision is achieved, according to the observed consistency of the person.
For people who are consistent, the appraised return on investment, ROIApp and the soul, S would be equal, for ROIApp = S; subject to C1 = Cb and C2 = Cp, as well as F4p = F4b.
This basis for the establishment of the above thesis is consistent with the requirement that two, 2 parts of thought, Pc and C would be equivalent to one, 1 part of behavior, √n for √n = 1/C Pc^2.
Thus at one level, C1 and C2 define thought and F4 defines behavior; while at another level, C and F4 define thought, while S defines behavior.
Growth is defined as the upward shift from the perception of mere appearances, which are ephemeral; to the perception of essentials, which are unchanging. Then maturity is defined in 6σ terms as the performance at task by the standard procedure, which is characterized by the contribution of minimum entropy to the environment.
The black box model, a talent management model for grooming transformational ...Peter Anyebe
The mind is presented as the equipment that determines the level of consciousness, whether the person is stock with appearances or is able to perceive essentials; at which depth the black box is adequately described to outline system operation, as evidence of talent and leadership; both of which can be optimally developed in organisations that reward need with synergy, and ability with monetized ROI
A precise HR would make it possible to predict events, against the background that the right workforce is in the right environment, delivering profitable business results; given that the workforce is able to turn what they know, into what they do
The mentality profile outlines the essential components of the reward based PM model. Each of the items on the profile is evaluated to measure the subject’s contributions to the environment, society, or organisation; economically in terms of the factor-C, politically in terms of the factor-S, and socially in terms of the factor-F.
Talent management another look at skills mismatch and shortagesPeter Anyebe
Talent takes the work out of the works, to make work into a play. The motivation and positive disposition in terms of the attitude that is associated with talent makes the acquisition of abilities a breeze. This would be evident in the resolution of objectivity, α and identity, F. And corroborated by the observed consistency in the scores on the three, 3 measures of the skill gap. SkG. Then the observed location, α and size, F would translate into retention, RtN and engagement, EnG respectively, subject to the observed skills match, McH and shortage, StG according to the resolution of talent.
This conception presents α, F, McH, StG, EnG, RtN as the six, 6 strategic metrics that make the workforce tick, all of which are subject to talent development.
The Value Creation Model focuses on the personnel, who operate the production functions to create value, for organizations, people, and the community at large. Given the factor-C, which measures the character of consistency, the return on investment, ROI is determined
Growth is defined as the upward shift from the perception of mere appearances, which are ephemeral; to the perception of essentials, which are unchanging. Then maturity is defined in 6σ terms as the performance at task by the standard procedure, which is characterized by the contribution of minimum entropy to the environment.
The black box model, a talent management model for grooming transformational ...Peter Anyebe
The mind is presented as the equipment that determines the level of consciousness, whether the person is stock with appearances or is able to perceive essentials; at which depth the black box is adequately described to outline system operation, as evidence of talent and leadership; both of which can be optimally developed in organisations that reward need with synergy, and ability with monetized ROI
A precise HR would make it possible to predict events, against the background that the right workforce is in the right environment, delivering profitable business results; given that the workforce is able to turn what they know, into what they do
The mentality profile outlines the essential components of the reward based PM model. Each of the items on the profile is evaluated to measure the subject’s contributions to the environment, society, or organisation; economically in terms of the factor-C, politically in terms of the factor-S, and socially in terms of the factor-F.
Talent management another look at skills mismatch and shortagesPeter Anyebe
Talent takes the work out of the works, to make work into a play. The motivation and positive disposition in terms of the attitude that is associated with talent makes the acquisition of abilities a breeze. This would be evident in the resolution of objectivity, α and identity, F. And corroborated by the observed consistency in the scores on the three, 3 measures of the skill gap. SkG. Then the observed location, α and size, F would translate into retention, RtN and engagement, EnG respectively, subject to the observed skills match, McH and shortage, StG according to the resolution of talent.
This conception presents α, F, McH, StG, EnG, RtN as the six, 6 strategic metrics that make the workforce tick, all of which are subject to talent development.
The Value Creation Model focuses on the personnel, who operate the production functions to create value, for organizations, people, and the community at large. Given the factor-C, which measures the character of consistency, the return on investment, ROI is determined
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The Character Profile
By
Peter Anyebe
View
my profile Recall the following dictum:
Society is the product of the activities of humans in nature
The common factor between the three, 3 concepts, including nature, humans, and
society, is energy. The energy is sourced in nature, according to Einstein’s energy
equation as follows:
E = MC2,
WordPress E = Energy
M = Mass
C = The Speed of Light
Google Me Thus energy is released when mass is split, or fissioned. Similarly, humans acquire
the energy when they reduce phenomena into the essentials, by the black box model,
BBM as follows:
F = LA,
F = Phenomenon
L = Form Component
A = Object Component
By the perception model of mind, PMM mind operates optimally when it reduces
phenomena into the five, 5 essential components. When these are ranked so that they
concatenate into the phenomenon that is described, the standard procedure series,
SPS is derived. The six, 6 items on the SPS are derived by iterating the BBM twice.
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WordPress
In the first, 1st iteration, the factor-F is split into the factors L, and A. In the second iteration,
these are split into the factors L1, L2, and A1, A2 respectively. Serially:
1. Item-3, A1 The Task, F
2. Item-2, L1 6. Phenomenon, A
3. Item-1, L2 5. Item-5, L
4. Item-4, A2
The Standard Procedure Series
The energy that is derived in the process is determined by how closely the SPS is
approximated. It is measured on the F-Scale as the factor-f0, or objectivity.
By the behaviour model in classical psychology, people respond, R to stimuli, S according
to the makeup of their character, C or the construct of their personality, P formally as
follows:
R = f (S, P),
R = Response
S = Stimulus
P = Personality
The phenomenology model, which together with the behaviour model makeup the
character profile presented in the diagram below, defines the construct of the personality in
the following relations:
√n = f (Rn, F),
Rn = Rationality Index
√n = Index of the Standard Procedure
F = Personality Index: P = F
The rationality index, Rn measures the capacity to reduce phenomena into the essential
components. This capacity is operationalised in the performance at task by the standard
procedure, √n. Then the factor-F is evaluated as the ratio of the factor-Rn on the factor-√n.
View my profile Google Me
3. Given the factor-Pc,
Stimulus Rn = 2Pc – 1
√n = 1/C Pc2
C = (3Pc + 1)/4
F = Rn/√n
Attitude, A Vc = 2F - 1
Motivation, F Rn
Pc = Phenomenological
Pc Ability, f0 Compression Index
Rn = Rationality Index
√n = Standard Procedure Index
Personality, F C = Character Index
F = Index of Personality
Response Vc = Index of Core Values
√n
The Character Model
The specification equation that derives from the phenomenology model is the personality
model of society, PMS formally as follows:
Rn = F√n
Then the factor-F is also a measure of the entropy, F that a person contributes to the
environment. This is according to the observed deviation from the standard procedure. To
approximate the standard procedure, the vagaries of the environment have to be overcome, in
growth; as presented on the growth model in the diagram below. This requires effort; which
is evaluated as the attitude of the will, A and the motive strength. It is expended on growth,
which involves the shift from the preoccupation with appearances, to the perception of
essentials.
L = 2F ± 1
F
The Growth Model
4. Recall that the mind comprises the following three, 3 components:
The Will, also referred to as strength
The Intellect, referred to as mind, and
The Emotion, referred to as heart
The emotion is the seat of desire. But the desire remains dormant until a decision is
made to achieve it. Then all the strength or will-power that is required for the
achievement is given, according to the level of commitment. The strength is used to
construct the path or way, for the achievement of the desire. When 100% of the
strength is utilised, which represents full commitment, motivation, or positive
attitude, then it would be possible to derive the five, 5 essentials that are required to
reconstruct the standard procedure. The pathway deviates from the standard
procedure as the commitment to the project drops. Diagrammatically:
Will:
Emotion (Heart?):
Motive Strength,
C’ (A) Purpose (Desire?)
Process
(L)
Desire and Process are both
stored in Heart Memory,
L = F2 (Émile Coué)
Intellect:
Process or Pathway, f0
Thought, (F)
A Model of Learning
In all these, it is the number of essentials that can be identified that is affected. And
this is important because this capacity determines the growth along the human
resource hierarchy outlined below:
5. Entrepreneur
Management
Leadership
Labour
Thus, fresh graduates are employed into organisations as labour. They grow to
become leaders in their professions, according to their capacities to identify the five,
5 essential elements of the profession. In this case, leadership is associated with
domain expertise, which makes the person a reference point in that profession. This
prepares them for management, which is concerned principally with strategy.
Domain expertise is required to link organisational strengths and products with the
opportunities in the market. Given these leadership and management skills, people
would be prepared for entrepreneurship.
The influx of this caliber of business people, would improve the liquidity and
viability of the business environment, EB. Their personality, P would be adequately
constructed, sufficiently empowered to respond appropriately to stimuli, thereby
contributing minimum entropy, F to a society that would then be stable and in
harmony, with minimum chaos. Their character, C would be strengthened, with the
capacity to rise above the vagaries of the environment, and create an equivalently
large ROI; to create an economically viable society, in addition to a socially stable
society. More than these, their soul, S would be robust, being well rounded, rather
than sharp and serrated with greed, thereby creating a political environment that is
characterized by “from each according to their ability and to each according to
their need”.