GET https://{APIDOMAIN}/api-v1/assessment/{KEY}
where {KEY} is the two-letter key of the assessment in question.
{
"type": "survey",
"language": "en_GB",
"key": "AI",
"name": "Activity Interests",
"descr_short": "Reports on performance-critical classes of activity that people prefer to get involved in, according to their personal interests.",
"descr_med": "The Activity Interests Profile examines performance-critical classes of activity that people prefer to get involved in, according to their personal interests.\r\n\r\nNine factors may be applied to any occupation: for example, problem solving interests are used in scientific analysis, computer programming and labour relations; administrative interests apply to clerical record keeping as well as managing sales territories, and social service interests apply to any area where the ‘people’ element is important. Three other factors set these interests in context by assessing the application of interests to actual activities, preference for change and variety, and interest in growing by adapting interests.",
"factors": [
{
"letter": "A",
"name": "Problem solving",
"description": "Problem Solving interests bring satisfaction through solving problems. That may be preventative, by planning for possible contingencies, or corrective, as in an emergent threat or opportunity. Common to all roles and functions, especially in management, problem solving skills are vital throughout every organisation."
},
{
"letter": "B",
"name": "Negotiating",
"description": "Negotiating interests bring satisfaction through persuading others to one’s point of view, or by bringing them to accept given positions or circumstances. It may open or manipulative, conducted by talking, writing or graphics, and done for selfish or benign reasons. Negotiating isn’t restricted to formal roles. People who are ’ready to deal’ may be found in any function."
},
{
"letter": "C",
"name": "Social",
"description": "Social interests bring satisfaction through working with people to enable them to reach their personal goals or needs. Managers and team leaders will need social interest as well as those interests that relate to their primary role. HR staff also need supplementary interests, such as problem solving and administrative activities. "
},
{
"letter": "D",
"name": "Practical",
"description": "Practical interests bring satisfaction through hands-on, physical activity and making things work well. These people see issues and events from a practical point of view. The factor has applications in a wide range of fields including engineering, operating machines and equipment, and organising objects and events."
},
{
"letter": "E",
"name": "Aesthetic",
"description": "Aesthetic interests bring satisfaction through working with design, color, appearance and presentation, especially the look, sound and balance of the parts and the whole. These people may be sensitive to their surroundings or concerned for appearances. This factor has applications in many fields, from artistic expression to industrial design and architecture."
},
{
"letter": "F",
"name": "Administrative",
"description": "Administrative interests bring satisfaction through dealing with the detail of keeping things up to date, looking ahead to prepare for what comes next and making sure things run smoothly. This factor may correlate with Administer (Action Style survey) and Administrator (Team Roles). The underlying principles apply equally to a clerical 'keep tidy' function and to the formal function of administration management."
},
{
"letter": "G",
"name": "Verbal",
"description": "Verbal interests bring satisfaction through using the written and spoken word correctly to ensure others understand what is meant, and by taking care to understand what others are trying to convey. The factor doesn't measure skill or effectiveness Verbal a skilled person may score low through lack of interest. But a high score should be accompanied by demonstrated written and/or spoken communication skills."
},
{
"letter": "H",
"name": "Numerical",
"description": "Numerical interests bring satisfaction through working with numbers to get an accurate result, and using numbers as a means of conveying information to others. The factor doesn't measure skill or effectiveness. A skilled person may score low through lack of interest, while another person may be interested but incompetent."
},
{
"letter": "I",
"name": "Managerial",
"description": "Managerial interests bring satisfaction through leading others, and from involvement in planning, organising and controlling the action to reach objectives. This factor is an essential element of a managerial survey, commonly coupled with Problem solving, and it is beneficial in many others."
},
{
"letter": "J",
"name": "Application",
"description": "Application (of personal interests to available or required activities) is one of three factors, together with Change & Variety and Growth, that set the context for Factors A to I. It checks out the relationship between being interested in an activity, and having the opportunity to actually engage in it. Many people are in situations where they either have little chance to do what interests them, or they may be unable to avoid activities that do not interest them."
},
{
"letter": "K",
"name": "Change & variety",
"description": "Change & Variety is one of three factors, together with Application and Growth, that set the context for factors A-I. It shows 'stickability' at the low end of the scale and acceptance of or preference for variability at the top end. A high score for Change & Variety may be due to personal preference or to acceptance of situational demands Change & Variety the difference between personal choice and imposed conditions such as the nature of the work, or erratic activity patterns."
},
{
"letter": "L",
"name": "Growth",
"description": "Growth is one of three factors, together with Application and Change & Variety, that set the context for the first nine factors. It checks the likelihood that a person makes conscious and deliberate choices about which specific activities to get involved in, and whether or not they select specific interests for personal growth and development. This factor also indicates an interest in developing other people Growth see the Coaching survey."
}
]
}