Rationale
One of the premises of developing KYKO is human beings lie in the continuum of relatively simple and relatively complex. In other words human personality lies in the continuum of relatively low complexity to relatively high complexity as shown below:
Low Complexity (Simple) <------------> High Complexity (Complex)
Based on this premise, the complexity dimension is developed to interpret adaptive and situational behaviors.
Relatively simple people are easy to identify. Their behavioral patterns are easily predictable as their behavior operates at the pre-conscious level of our mind where their past experiences are stored. Such people will respond to pain with pain and to pleasure with pleasure. Like a cat, if you stroke it gently it will purr and lick your hands. If you pinch the cat, the cat will respond aggressively by scratching or biting your hands. In the case of human beings, if we are nice to them they will be nice to us. Likewise if we are nasty to them they will also be nasty to us. This is supported by Behaviorism and the Stimulus-Response theory. As such, their behavioral patterns are predictable as they are consistent and persistent between situations and across time.
The relatively complex personalities are complicated and mysterious. Their behavioral patterns are harder to predict as their behavior operates at the conscious level of the mind where they can pre-plan and have choices on how to respond. The cognitive theorists posit that the stimulus-response theory or behaviorism can be mooted. They postulate that the behaviorist theorists had dehumanized human beings by comparing their behavior to their experiments on animals such as dogs, rats and pigeons. Human beings have an intellect and will not respond to pleasure with pleasure or to pain with pain. They will create a gap between stimulus and response. The gap acts as a mediator and enables them to use their intellect to analyze the stimulus/situation, generate alternatives, assess the pros and cons of each alternative, and anticipate the consequences before they choose the alternatives to respond with. High complexity personality’s behavioral patterns are hazy and situational. Their behavioral patterns vary between diversified situations and across time.
Theoretical construct of the complexity dimension.
High Complexity personality is likely to inherit some adaptive and smart genes from the family members of the ancestor and probably reinforced repeatedly by their past experiences. They have learned the pleasures of accepting the pains by adapting to the norms and culture of their society for their survival and to satisfy their dominant needs. They learned that survival in the dynamic and turbulent environment demands the individual to adapt and change, like a chameleon changing its colour to fit the situations to get what they want. Hence complexity dimension is defined as the deliberate adjustment, alteration or variation of the magnitude from high to low or vice versa of the KYKO personality dimensions for survival, growth and to satisfy dominant needs.
Description of Dynamic Personality Dimensions
High Complexity personality deliberately manipulates its own and the other four dimensions viz. Self-Actualizing, Egocentric, Security and Sociocentric for survival and growth either for a win-win or win-lose. Hence, the manifestation of the behavioral pattern in the other four dimensions becomes situational. In other words, the manifestation of the other four dimensions can vary from high to low or vice versa depending on what their hidden motives or agenda are and the types of people and the situations they are in.
To enable Kyko to predict human differences more accurately, KYKO dynamic dimensions measure the magnitude of
- Dynamic self-actualization personality
- Dynamic egocentric personality
- Dynamic sociocentric personality
- Dynamic security personality
- Dynamic complexity personality
Dynamic Self-Actualization
Dynamic Self-Actualization personality is defined as the deliberate adjustment, alteration or variation of the magnitude of the need, drive, desire and want for achievement, commitment, growth, self-satisfaction, fulfillment, integrity, to seek goodness and salvation and use one’s intellectual ability to become a fully functioned person and live a meaningful life for survival and to satisfy dominant needs.
Description of the magnitude of the Dynamic Self-Actualization Personality
High Dynamic Self-Actualization Personality
You are the type who has a high need, desire or want for achievement, growth, and fulfillment and to become a fully functioning person. You are highly affected by your work environment. Your needs, desires or wants also known as the inner states will not be externalized in a toxic or unfavorable environment. Your inner states will remain covert, latent and intangible. It will be externalized in a favorable environment enabling these inner states to become overt, tangible and observable.
The following are some examples. You will excel and perform well if your company ties rewards to performance. You will be eager to develop your potentials provided your organization recognizes talents and prepare a career path and succession plan for her employees. Your value system will be in tact in a healthy, transparent organization adopting a policy of win-win. Your passion for work will be reinforced if your company fits you into the right job, grows your potentials, gives you due recognition, develops a win-win policy, promotes teamwork and a sense of belonging and develops a culture of excellence by continuously making an effort to address and reduce the hygiene factors to ensure employees are happy and satisfied with the organization.
Fairly High Dynamic Self-Actualization Personality
You are the type who has a high need, desire or want for achievement, growth, and fulfillment and to become a fully functioned person. Your achievement, growth fulfillment and value system are quite likely to be affected by your work environment. Your needs, desires or wants for the above, also known as the inner states will not likely be externalized in a toxic or unfavorable environment. Often time, your inner states remain covert, latent and intangible. They are quite likely to be externalized in a favorable environment enabling these inner states to become overt, tangible and observable.
The following are some examples. You tend to excel and perform well if your company ties rewards to performance. You will be quite eager to develop your potentials provided your organization recognizes talents and prepares a career path and succession plan for her employees. Your value system is likely to be in tact in a healthy, transparent organization adopting a policy of win-win. Your passion for work tend to be reinforced if you company fits you into the right job, gives you due recognitions, develops a win-win policy, promotes teamwork and a sense of belonging and develops a culture of excellence by continuously addressing and reducing the hygiene factors to ensure employees are happy and satisfied with the organization.
Average Dynamic Self-Actualization Personality
You are the type who has a high need, desire or want for achievement, growth, and fulfillment and to become a fully functioning person. You may be affected by your work environment. Your needs, desires or wants also known as the inner states may or may not be externalized in a toxic or unfavorable environment. Sometimes, your inner states may remain covert, latent and intangible. They may not be externalized in a favorable environment enabling these inner states to become overt, tangible and observable.
The following are some examples. You may want to excel and perform well if your company ties rewards to performance. You may be eager to develop your potentials provided your organization recognizes talents and prepares a career path and succession plan for her employees. Your passion for work may be reinforced if you company fits you into the right job, gives you due recognitions, develops a win-win policy, promotes teamwork and a sense of belonging and develops a culture of excellence by continuously addressing and reducing the hygiene factors to ensure employees are happy and satisfied with the organization.
Fairly Low Dynamic Self-Actualization Personality
You are the type who has high needs, desires or wants for achievement, growth, and fulfillment and to become a fully functioning person. You are quite unlikely to be affected by your work environment. Your needs, desires or wants also known as the inner states are likely to be externalized regardless of whether the work environment is healthy and favorable or toxic and unfavorable. Your inner states are always overt, tangible and observable.
The following are some examples. You are likely to excel and perform well with or without gratification of being rewarded. You are eager to develop your potentials even if you perceive there are no opportunities or prospects for your growth in the organization. You will always see learning as a life-long process. Your passion for work remains consistent even though you are being mismanaged in a toxic organization. You are likely to look for an opportunity to leave your organization for a better one.
Low Dynamic Self-Actualization Personality
You are the type who has a high need, desire or want for achievement, growth, and fulfillment and to become a fully functioned person. You are not affected by your work environment. Your needs, desires or wants for the above, also known as the inner states stay that way regardless of whether the work environment is healthy and favorable or toxic and unfavorable. Your inner states are overt, tangible and observable.
The following are some examples. You are likely to excel and perform well with or without gratification of being rewarded. You are eager to develop your potentials even if you perceive there are no opportunities or prospects for your growth in the organization. You see learning as a life- long process. Your value system is consistent and remains intact. Your passion for work remains unchanged even though you are being victimized or mismanaged. You are an internalizer and will look for an opportunity to leave a toxic organization for a healthier one.
Dynamic Egocentric Dimension
Dynamic Egocentric Dimension is defined as the deliberate adjustment or alteration of the magnitude of the ego in satisfying the need, drive, desire and want for power, dominance, image, persistency, challenges, recognition, and control of the environment.
Description of the magnitude of the Dynamic Egocentric Personality
High Dynamic Egocentric Personality
You are good at deliberately adjusting your egocentric needs, desires and want to accomplish your goals. You know when to lead, direct and give instructions and when to take orders and follow in a working group. You know when to keep a high or low profile at a social function. At work you know who, when and how to claim your credit for your good work or to whom you should willingly give your credits to be in the good books of the authority. You can be hard and soft in dealing with people. There are times you can be assertive, forceful and put pressure on others to meet your demands or expectations. At other times you can be permissive and accommodative to others’ demands. Your pursuit of egocentric needs is inconsistent and varies between situations and across time in the interests of turning a situation to your advantage.
Fairly High Dynamic Egocentric Personality
You are fairly good at deliberately adjusting your egocentric needs, desires and want to accomplish your goals. You know quite well when to lead, direct and give instructions and when to take orders and follow in a working group. Often you know when to keep a high or low profile at a social function. At work you are quite skilful in knowing who, when and how to claim your credit for your good work or to whom you would willingly give your credits to be in the good books of the authority. You also know reasonably well when to be hard and soft in dealing with people. There are times you can be assertive, forceful and put pressure on others to meet your demands or expectations. At other times you can be permissive and accommodative to others’ demands. Your pursuit to satisfy your egocentric needs is quite inconsistent and varies between situations and across time in the interests of turning a situation or an environment to your advantage.
Average Dynamic Egocentric Personality
You are average at deliberately adjusting your egocentric needs, desires and want to accomplish your goals. You may or may not know when to lead, direct and give instructions and when to take orders and follow in a working group. Neither do you seem to be sure when to keep a high or low profile in a social function. At work you are unsure who, when and how to claim your credit for your good work or to whom you should willingly give your credits to be in the good books of the authority. You may not know when to be hard and soft in dealing with people. You are uncertain when to be assertive and permissive to meet others’ demand. Your pursuit to satisfy your egocentric needs may or may not be consistent as it tends to vary between situations and across time.
Fairly Low Dynamic Egocentric Personality
You are quite weak at making deliberate adjustments to your egocentric needs, desires and want to accomplish your goals. If you are quite open, direct and blunt, you tend to stay that way somewhat. On the other hand, if you the secretive type and indirect, you tend to stay that way. If you are the type who expressed your thoughts and feelings quite openly, you often will not change that style. Similarly, if you are the type who does not like to express your thoughts and feelings openly, it is not very likely that you will change that style either. You tend to be your natural self. Others can almost read your egocentric needs like an open book. You are quite predictable. You tend to have one “public self” that changes very little. Your behavioral pattern in satisfying your egocentric needs is quite consistent and persistent between situations and across time.
Low Dynamic Egocentric Personality
You are weak at making deliberate adjustments to your egocentric needs, desires and want to accomplish your goals. If you are open, direct and blunt, you tend to stay that way most of the time. On the other hand, if you the secretive type and indirect, you are unlikely to change that style. You are your natural self. Others can read your egocentric needs like an open book. You are predictable. You have one almost fixed “public self”.
Your behavioral patterns in satisfying your egocentric needs are consistent and persistent between situations and across time.
Dynamic Sociocentric Personality
Dynamic Sociocentric Personality is defined as the deliberate adjustment or alteration of the magnitude of the need, drive, desire and wants for affiliation, love, care, compassion, comradeship, in order to maximize or minimize social interaction and acceptance to suit a personal motive.
High Dynamic Sociocentric Personality
You are the type of person who can be very caring and also uncaring at the same time, depending on who are the ones who need help. You would readily care for family members and friends who have helped you in the past but not so for others. You are also selective in which team that you are working with, to give full support or not to support at all. Likewise you are also selective as to whom to be friendly with or when you would like to be friendly with others. You may care for the feelings of some people and yet for some others, you may be insensitive to their feelings. In general, you tend to switch very easily between the desire to have friends or be close to existing friends and the desire to be left alone, depending on how much you need their presence or their assistance in something you have to do or to complete.
Fairly High Dynamic Sociocentric Personality
You are sometimes selective on whom you give care to, such as whether they are your family members or whether they are those who have helped you before. In your workplace, if you are the supportive type and often giving full to you team, there may be occasions you may withdraw this support depending on whether or not you like some of the team members. Likewise, if you are usually non-supportive, you may be inclined to give support if there are team member that you like. You show similar behavior between being friendly and not being friendly, with occasional tendencies to switch from one to the other. You may or may not care for the feelings of others depending on how much you like or dislike them.
Average Dynamic Sociocentric Personality
You show an average level of being selective on which you give care to, such as whether they are your family members or whether they are those who have helped you before. In your workplace, if you are the supportive type and often giving full to you team, you would rarely change this behavior irrespective of who your team members are or whether or not you like some of the team members. Likewise, if you are usually non-supportive, your degree of change in giving support is average, if there are team member that you like. You show similar behavior between being friendly and not being friendly with a moderate degree of switching from one behavior to the other. You may or may not care for the feelings of others depending on how much you like or dislike them.
Fairly Low Dynamic Sociocentric Personality
You have a low tendency to be selective as to whom you would give care to, such as whether they are your family members or whether they are those who have helped you before. In your workplace, if you are the supportive type and often giving full to you team, it is quite unlikely that you would withdraw this support whether or not you like some of the team members. Likewise, if you are usually non-supportive, it is not likely that you would give support even if there are team member that you like. You show similar behavior between being friendly and not being friendly, with occasional tendencies to switch from one to the other. You may or may not care for the feelings of others and this is not likely to change irrespective of whether or not you like or dislike them. You would very seldom change in the way you socialize.
Low Dynamic Sociocentric Personality
You are the type of person who is either very caring or uncaring; you tend to remain that way irrespective of the circumstances around you. You are not selective as to which team that you are working with, to give full support or not to support at all. Likewise you are not selective as to whom to be friendly with or when you would like to be friendly with others. You seem to keep a consistent social behavior. Whether you care for the feelings of others or not, remains the same irrespective of who they are or what circumstances they are in. In general, you do not switch between the desire to have friends or be close to existing friends and the desire to be left alone. You are very fixed in the way you socialize.
Dynamic Security Personality
Dynamic Security Personality is defined as the deliberate adjustment, alteration or variation of the magnitude of the need for safety, order, system, structure and protection for survival and to satisfy your personal goals.
High Dynamic Security Personality
You are good at deliberately adjusting your security need, desire and want to accomplish your goals. You plan, organize and schedule your time on a need to basis. You are likely to plan ahead and schedule your time systematically when it comes to organizing important events. If the events are unimportant you may just carry them out without a plan or do it at the last minutes. In checking documents, you tend to be careful, meticulous and detail-oriented for important documents. For those that are unimportant, you are likely to glance through them upon your authorization. You see rules and regulations as a guide. You will follow rules and regulations when there are a need otherwise you can also go round the rules and regulations to get things done. You analyze a situation before you decide to take high, moderate or low risk in your investment. If the investment can give you high returns you are willing to take high risk. If the return of the investment is low, you are likely to take low risk.
You can be creative if you see a need to innovate. When there is no need to innovate, you will follow the established ways of doing things. If you find that there is a need to innovate you are likely to experiment with ideas, systems and processes to find faster, better and cheaper ways to do things. In coping with change, you can be an adopter if you perceive the change is for the better otherwise you can be a resistor if you see change is not going to improve the status quo. Your security need fluctuates and is inconsistent. It varies between situations and across time depending on whether you want to play safe or to take risk in the interests of having an adventurous life or a secure and stable life.
Fairly High Dynamic Security Personality
You are quite good at deliberately adjusting your security need, desire and want to accomplish your goals. You often plan, organize and schedule your time on a need to basis. You are quite likely to plan ahead and schedule your time systematically when it comes to organizing important events. If the events are unimportant you may just carry them out without a plan or do it at the last minutes. In checking documents, you always tend to be careful, meticulous and detail-oriented for important documents. For those that are unimportant, you are quite likely to glance through them upon your authorization. You tend to see rules and regulations as a guide. You will always follow rules and regulations when there are a need otherwise you can also go round the rules and regulations to get things done. Often, you analyze a situation before you decide to take high, moderate or low risk in your investment. If the investment can give you high returns you are willing to take high risk. If the return of the investment is low, you are likely to take low risk.
You can be quite creative if you see a need to innovate. When there is no need to innovate, you tend to follow the established ways of doing things. If you find that there is a need to innovate you are quite likely to experiment with ideas, systems and processes to find faster, better and cheaper ways to do things. In coping with change, you can be an adopter if you perceive the change is for the better otherwise you can be a resistor if you see change is not going to improve the status quo. Your security need often fluctuates and is somewhat inconsistent. It varies between situations and across time depending on whether you want to play safe or to take risk in the interests of having an adventurous life or a secure and stable life.
Average Dynamic Security Personality
You are average at deliberately adjusting your security need, desire and want to accomplish your goals. You may plan, organize and schedule your time regardless of whether the event or occasion is important or not. In checking documents, you may be careful, meticulous and detail-oriented for important documents. For those that are unimportant, you may glance through them upon your authorization. Sometimes, you see rules and regulations as a guide. You may follow rules and regulations when there are a need otherwise you may also go round the rules and regulations to get things done. At times, you may analyze a situation before you decide to take high, moderate or low risk in your investment. If the investment can give you high returns you may take high risk. If the return of the investment is low, you may choose to take low risk.
You may creative if you see a need to innovate. When there is no need to innovate, you may follow the established ways of doing things. If you find that there is a need to innovate you may experiment with ideas, systems and processes to find faster, better and cheaper ways to do things. In coping with change, you may become an adopter if you perceive the change is for the better otherwise you may become a resistor if you see change is not going to improve the status quo. Your security need may fluctuate and is averagely consistent. It may vary between situations and across time depending on whether you want to play safe or to take risk in the interests of having an adventurous life or a secure and stable life.
Fairly Low Dynamic Security Personality
You are quite weak at deliberately adjusting your security need, desire and want to accomplish your goals. Your behavioral pattern is quite consistent. If your security needs is high, you are likely to display the traits and characteristics of a pragmatic and conservative personality who wants to have a stable and secure life without any stormy seas. If the security need is low you are likely to display the traits characteristic of a liberal, idealistic and adventurous personality who w ants a carefree life seeking adventures and new sensational and exciting experiences.
Low Dynamic Security Personality
You are weak at deliberately adjusting your security need, desire and want to accomplish your goals. Your behavioral pattern is consistent. If your security needs is high, you will display the traits and characteristics of a pragmatic and conservative personality who wants to have a stable and secure life without any stormy seas. If the security need is low you will display the traits characteristic of a liberal, idealistic and adventurous personality who w ants a carefree life seeking adventures and new sensational and exciting experiences.
Dynamic Complexity Personality
Dynamic Complexity Personality is defined as the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals.
High Dynamic Complexity Personality
You are good the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals. You know how to be selective and differentiate between validated and false information and convert the verified information into intelligence before you strategize to beat your competitions. You know when to disseminate, filter and withhold information when you negotiate with others to ensure that you have an upper hand in your bargaining power. You know when and how to force, smoothen, withdraw, confront and compromise in negotiating a deal. You have the uncanny ability to adjust or be rigid when dealing with all types of people and situations to get the majority support. You are willing to do anything to the extent of sacrificing your people and throw away your value systems in the name of survival and to satisfy your dominant needs.
Fairly High Dynamic Complexity Personality
You are quite good the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals. You know quite well how to be selective and differentiate between validated and false information and convert the verified information into intelligence before you strategize to beat your competitions. You are quite skilful in disseminating, filtering and withholding information when you negotiate with others to ensure that you have an upper hand in your bargaining power. You always know when and how to force, smoothen, withdraw, confront and compromise in negotiating a deal. You have the ability to adjust or be rigid when dealing with all types of people and situations to get the majority support. Often, you are willing to sacrifice your popularity and throw away your value systems in the name of survival and to satisfy your dominant needs.
Average Dynamic Complexity Personality
You are average at the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals. You may be selective and may differentiate between validated and false information and convert the verified information into intelligence before you strategize to beat your competitions. You are average in disseminating, filtering and withholding information when you negotiate with others. You may know when and how to force, smoothen, withdraw, confront and compromise in negotiating a deal. You may have the ability to adjust or be rigid when dealing with all types of people and situations. You may sacrifice your popularity and throw away your value systems in the name of survival and to satisfy your dominant needs.
Fairly Low Dynamic Complexity Personality
You are somewhat weak at the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals. You are unlikely to be selective in absolving information from the environment. You are quite weak in disseminating, filtering and withholding information when you negotiate with others. You are likely to use one or two techniques in negotiating a deal. You can be quite rigid when dealing with all types of people and situations. You are unlikely to sacrifice your people and throw away your value systems in the name of survival and to satisfy your dominant needs.
Low Dynamic Complexity Personality
You are weak at the deliberate adjustment, alteration or variation of the complexity magnitude to be selective in utilizing and disseminating information, doing an in-depth analysis, influencing and getting support, being adaptable and flexible and to use people, situation and the environment for survival and to achieve dominant goals. You are not selective in absolving information from the environment. You are weak in disseminating, filtering and withholding information when you negotiate with others. You use one or two techniques in negotiating a deal. You can be rigid when dealing with all types of people and situations. You will not sacrifice your people and throw away your value systems in the name of survival and to satisfy your dominant needs.
Conclusion
By incorporating the dynamic dimension into the 5 dimensional model, KYKO enables its instruments to diagnose more accurately in mapping out the patterns of human behaviour. High dynamic personalities have a choice of deliberately manipulating issues, people and the environment either for a win-win or a win-lose situation. They have many public selves and are able to choose which self they want to manifest to accomplish their hidden motives or agenda.
Dynamic personalities enable us to differentiate and identify positive or negative manipulators. A positive manipulator goes for win-win situations to satisfy common goals while a negative manipulator goes for a win-lose at the expense of others’ goals and interests. When a negative manipulator manipulates situations, information and people to survive they become very Machiavellian forging values, principles, relationships and belief systems to accomplish their hidden motives. The high dynamic complexity personality is very street smart. They are the minority, probably made up of less than 10% of the world population who will go for survival of the fittest in their quest to control the resources, people and the environment at large.