Creativity diagnostics is actually paradoxical and “an impossible task.” It is neither plannable nor retrievable on demand, nor can it be prescribed with the motto: “Be spontaneous” or “Be creative!” All previous attempts to assess creative performance or behavior, for example through creativity tests using the criteria of “idea richness” and “idea diversity” under formal standardization rules (e.g. time limits) and norms, have mostly failed to meet expectations, whether in schools or in corporate aptitude diagnostics. At best, creativity could be demonstrated in the artistic-scientific field through work samples or “brilliant inventions.” In day-to-day operations and workplaces, creativity is typically observable over a longer period, taking into account its usefulness and social acceptance.
What “approaches” might be possible in psychological diagnostics to assess creativity, and what limitations they are subject to, is the topic of this “creative” article.
Target groups
Psychologists and HR experts in both academia and practice, as well as school educators and HR managers responsible for evaluating the creative performance of their employees.
Daftar Isi
Introduction.- Intelligence research and intelligence models.- Creativity.- Attempts at creativity diagnostics.- Creativity in social interactions and relationships.- Motivational factors in social relationships and interactions.- Creativity diagnostics within the framework of personality diagnostics.- Takeaways.
Tentang Penulis
Dr. Heribert Wienkamp, a certified psychologist with a Ph D in Psychology, has worked for many years in various HR roles in a bank and a building society.
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