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How to Spot Creative Potential in Others - Part 2

The creativity program installed in the AC Spark Plug Division of General Motors was described briefly in the last chapter. This program has, to a certain extent, become the model for dozens of similar programs by other companies. An especially valuable part of the AC program, so far as this company is concerned, is the testing they do to uncover the various hidden classifications of creativity. These tests were developed because AC manage­ment wanted to find out if they had their most creative people working in areas where their creativity would find the best outlets. And they hoped to be able to "spread the talent around" to bolster up the idea potential of every department, based upon the need of each department.

The tests developed by AC's Personnel Research Section were validated by approved psychological measurements and were found to have a high degree of correlation with ratings of special test groups set up within the company. Test scores were also cor­related against actual records of ideas, suggestions, and proposals submitted by members of the test groups.

The AC Test of Creative Ability, which was developed by Mr. Simberg and Dr. Richard Harris, is now used extensively within AC and has also been made available to other interested companies, with the following restrictions:

(1) The person or firm desiring to use it must send someone to Flint to learn all aspects of administering the test, and scoring and interpreting it.

(2) If the test is used, a validation study must be conducted, using criterion groups.

(3) AC Spark Plug Division must be advised of the results of such a study. It is apparent that these restrictions are more for the protection of the company that "borrows" the test than for the benefit of AC.

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