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Mindtality is  a science think-thank firm that authors several copyrighted cutting-edge atom abstraction APIs.

KETHER (crown) is Mindtality Assessment Inc.’s adoption and  breakthrough automation of the  Neuropsychoanalysis-validated Projective Assessment Method.  And since Neuropsychoanalysis is the latest and now the 21st Century universally accepted psychology science; it’s validation of the projective method means that projectives  report the truest  information on  the test-taker’s mind. Question & Answer tests are now a thing of the past.  Due to 15 years of artificial intelligence technology research the Kether is  the  only assessment system that automatically distinguishes features in projective drawings – handwritings and then correlates these recognized features to psychological constructs.   It is rapid in scoring and processing and outputs report charts and multipage narratives. Reports are  customizable in minutes  in terms of number of pages,  termininology (for lay-persons or psychiatrists), graphics/logo design and   content.

KETHER neuropsychoanalysis application software system is validated psychometrically by government PhD Psychologists and the computing integrity and server processing system speed likewise validated by government PhD Computer Scientists.

KETHER is a result of 15 years of research and development in the fields of psychological neuroposychoanalysis , artificial intelligence and business analytics/Intelligence. It is a true convergence of the aforementioned three science fields.

TAHLIT (as in king’s cape);  This is a 5th generation fully automated  online job suitability   software solution. It’s  tremendous advantage is that it assesses based on psychoanalytic inputs and not conscious answers by the test-taker.  It’s second advantage is that it evaluates with the use of an organization-specific peak performer benchmark.   This benchmark represents the standard on which a candidate’s suitability is evaluated.  The Tahlit  sums up the factors of Intelligence, Personality and Career Motivations;  corresponding  “emphasis weights” are imposed on each of the 3 factors and the total equals the Job Suitability grade.

By  the use of the  personality factor the job suitability report would illucidate on  whether a candidate is responsible, a perfectionist, team player, organized and impulsive , etc.   By including the aptitude  factor the report would  explain whether the the individual  is strategic minded, logical, perceptive, mathematical oriented.  Then by including also the  most important factor – career interest, the individuals passions on say scientific duties, business, administration-type responsibilities, communication-literary arts, or physical-field duties are determined.

SHEBET (scepter) is among our online assessment  contributing HR solutions.  High attrition firms (20%-90% attrition per month) which include BPOs/Contact Centers and production firms having  furnace/painting/high-noise divisions commonly  have cultural  profiles that change by the week or even by the day.   The Shebet examines  long strings of real-time  sourced top-performing employee data.  These data strings  relate to parameters on  values factors, supervisor factors, demographic factors, psychographic factors, and Neurpsychoanalytic pathological factors. It then, through artificial intelligence data analytics,  provides insights on which factors correlate to retention.    A firm can then create a responsive strategy to curb and control attrition.   It will for instance identify and rank the factors that  correlate the most to fast resignations.  Likewise, the Shebet will tell you if a job candidate (a loafer) likely intends to stay just 3 months on the job,  collect on high value pay-incentives  and perks,  then suddenly resign.  As a result,  HR becomes armed with a benchmark that effectively pre-screens job candidates based on the current cultural profile of top performers and not based on a culture comprised of staffers who have long since left the firm.

CHEREV (flaming sword) is both for succession planning, cost-saving job consolidation and for significant increase mass hiring volume for s ( manpower agencies and workers cooperatives.  It rapidly  auto-generates a large  list of job types with corresponding discriminating performance prediction grades  and motivation grades that  determine which jobs a test-taker would most potentially excel  in, or best be promoted to and be happiest in.  On the other hand,  for the mass hiring agency or workers coop or POEA-OFW, this represents a major strategic advantage because it would discern which series of  job-types a particular test-taker would most likely be successful and happy.   It is strategic because it allows the mass hiring / processing organization to significantly  increase it’s hiring volume because even in the worst case scenario where a test-taker fails in his/er preferred job type,  the  hiring organization can quickly suggest/approve  him/er to be employed in the other job-type options  where  s/he has high-passing  performance prediction grades. This will assuredly result to greater hiring volumes which in turn ensures a much higher  revenue growth for  the agency/cooperative.

SHIRYON (Armor of the King).    Quality management programs fail at the miserable rate of 80%! Worldwide PhD researches prove this as such. Why?  …… due to rampant resistance, defiance and closed-mindedness to improvements or unwillingness to cooperate!

The common reason given for failure is that organizational  cultural & personal values are incompatible with the values underlying the quality management program being implemented.   Employees oftentimes  resist a quality initiative because it conflicts with the prevailing “way things are done.” In particular, “soft” quality practices – like employee empowerment, cross-functional teams and customer focus – are highly susceptible to cultural influences (Zhao, Flynn, & Roth, 2007). Because cultural values affect how people perceive the world (Schein, 2004) and strongly influence norms of behavior (Dewey, 1939), practices that contradict prevailing cultural values are susceptible to employee rejection.   Unsupportive organizational culture has been identified as a deterrent to effecting change in organizations (McDermott & Stock, 1999).

Shiryon first extracts the inherent values set  imposed by the quality managment program ( say that of Six Sigma, QMS, ISO, TQM or your customized program).  Then we profile each and every officer both in your management group and production/sales/services group and identify who will be a cooperative and strong implementor of the quality program.  This is so critical for success since you will know who to assign  critical strategic job/role positions.

MAGEN (King’s Shield) Protect  your Big Data and Server Farms  from vengeful  – violent  staff,  impulsive-psychopaths  and mental defectives  who may sabotage and do damage! The following are reported:

Spectrum Construct Composites Elaborations
SCHIZOPHRENIASPECTRUM SchizophreniaPsychosisParanoia Delusions, hallucinations, disorganized thinking (speech), grossly disorganized or abnormal motor behavior (including catatonia), and negative symptoms.Delusions are fixed beliefs that are not amenable to change in light of conflicting evidence. Their content may include a variety of themes (e.g., persecutory, referential, somatic, religious, grandiose). Persecutory delusions (i.e., belief that one is going to be harmed, harassed, and so forth by an individual, organization, or other group) are most common. Referential delusions (i.e., belief that certain gestures, comments, environmental cues, and so forth are directed at oneself) are also common. Grandiose delusions (i.e., when an individual believes that he or she has exceptional abilities, wealth, or fame) and érotomanie delusions (i.e., when an individual believes falsely that another person is in love with him or her) are also seen. Nihilistic delusions involve the conviction that a major catastrophe will occurHallucinations are perception-like experiences that occur without an external stimulus. They are vivid and clear, with the full force and impact of normal perceptions, and not under voluntary control. They may occur in any sensory modality, but auditory hallucinations are the most common in schizophrenia and related disorders. Auditory hallucinations are usually experienced as voices, whether familiar or unfamiliar, that are perceived as distinct from the individual’s own thoughts.
Personality Disorder Psychopath Marked by a lack of anxiety or fear and by a bold inteφersonal style that may mask maladaptive behaviors (e.g., fraudulence). This psychopathic variant is characterized by low levels of anxiousness (Negative Affectivity domain) and withdrawal (Detachment domain) and high levels of attention seeking (Antagonism domain). High attention seeking and low withdrawal capture the social potency (assertive/dominant) component of psychopathy, whereas low anxiousness captures the stress immunity (emotional stability/resilience) component. In addition to psychopathic features, trait and personality functioning specifiers may be used to record other personality features that may be present in antisocial personality disorder but are not required for the diagnosis. For example, traits of Negative Affectivity (e.g., anxiousness), are not diagnostic criteria for antisocial personality disorder (see Criterion B) but can be specified when appropriate. Furthermore, although moderate or greater impairment in personality functioning is required for the diagnosis of antisocial personality disorder (Criterion A), the level of personality functioning can also be specified.
Spectrum Construct Composites Elaborations
  Borderline Personality Typical features of borderline personality disorder are instability of self-image, personal goals, interpersonal relationships, and affects, accompanied by impulsivity, risk taking, and/or hostility. Characteristic difficulties are apparent in identity, self-direction, empathy, and/or intimacy, as described below, along with specific maladaptive traits in the domain of Negative Affectivity, and also Antagonism and/or Disinhibition.
  Antisocial Typical features of antisocial personality disorder are a failure to conform to lawful and ethical behavior, and an egocentric, callous lack of concern for others, accompanied by deceitfulness, irresponsibility, manipulativeness, and/or risk taking. Characteristic difficulties are apparent in identity, self-direction, empathy, and/or intimacy, as described below,
  GrandiosityTerroristic Messiahnism Excessively high self-evaluation as with a terrorist leader.
  Over alcoholism
  Drug Dependence
  MANIC DEPRESSIVE Symptoms include fully syndromal manic episode with  major depressive episodes during the course of their lives.  . The diagnosis of cyclothymic disorder is given to adults who experience at least 2 years   of both hypomanie and depressive periods without ever fulfilling the criteria for an episode of mania, hypomania, or major depression.  This  disorder is important as it may be an adjunct substance/medication-induced bipolar and related disorder and bipolar and related disorder due to another medical condition.
Spectrum Construct Composites Elaborations
DEPRESSIVE DISORDER Include disruptive mood dysregulation disorder, major depressive disorder (including major depressive episode), persistent depressive disorder (dysthymia , substance/medication-induced depressive disorder, depressive disorder due to another medical condition, other specified depressive disorder, and unspecified depressive disorder.   The common feature of all of these disorders is the presence of sad, empty, or irritable mood, accompanied by somatic and cognitive changes that significantly affect the individual’s capacity to function. What differs among them are issues of duration, timing, or presumed etiology.  The danger is that this may allude to drug inducement or to suicidality.
Dissociative identity disorder     Characterized by a) the presence of two or more distinct personality states or an experience of possession and b) recurrent episodes of amnesia. The fragmentation of identity may vary v^ith culture (e.g., possession-form presentations) and circumstance. Thus, individuals may experience discontinuities in identity and memory that may not be immediately evident to others or are obscured by attempts to hide dysfunction. Individuals with dissociative identity disorder experience a) recurrent, inexplicable intrusions into their conscious functioning and sense of self (e.g., voices; dissociated actions and speech; intrusive thoughts, emotions, and impulses), b) alterations of sense of self (e.g., attitudes, preferences, and feeling like one’s body or actions are not one’s own), c) odd changes of perception (e.g., depersonalization or derealization, such as feeling detached from one’s body while cutting), and d) intermittent functional neurological symptoms.  The danger lies in that the subject multiple personalities may pose as a danger or risk.
                     Disruptive 1 Oppositional -Defiant Disorder (Unionist)2 Pyromania 
  Overly assertive
  Acts out aggression
  Labor unionist defiance
Spectrum Construct Composites Elaborations
Sexual Deviancy Overly preoccupation with sex
  Rapist tendency
DOH REQUIREMENTS   Susceptibility to accidentEmotional StabilityRealismAccident PronenessCoping with Adversity


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The writer is author of the Kether, Tahlit, Shebet, Cherev. Shiryon and Magen and licenses marketing and distribution offerings as well as solutions services to Mindtality Assessments Inc. and Q2 HR Solutions Inc.

We invite and  welcome partnership selling with others as well.  We are open to ‘white labeling’ with reputable psychometric instrument resellers, marketeers, psychiatrists, psychologists, clinics, HR recruiters, and  HR consultants.   We prefer to be a humble “white label”  added value contributor to your business, your  practice or your institutional operations.

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