BHITS, Q's Ministry
Management - Corporate Support

EXEMPT



World class - world renowned assessments are offered.

World class interpretative reports based on objective assessments for:

Screening & Selection of Employees
(Match making between the employee's profile and the job profile)

Selection of Employees & Management for High Risk Positions
(Law Enforcement, In-home Security, Asset Protection..)

"Predict what potential employees would do in all
situations."
'
Integrity Testing
There are employees with lack of integrity. Companies and small
business come across them every day. Thousands, hundreds of
thousands or millions of dollars in valuables, cash, securities, jewelry
and other inventory are taken, embezzled or stolen from the owners.
Much more money- thousands, hundreds of thousands or millions- are
lost because of low productivity, employees being absent, Internet
shopping, poor work ethics, disregard for rules and counterproductive
work habits. This can be for everyday that you have your business in
operation. To solve the problem stop hiring people who we can predict
would behave that way. We have the tools your business needs to
hire the employee with integrity and good intentions.

Can you as the employer ascertain integrity by overtly asking the
prospective employee whether he/she

has disrespects for authority
will have on the job theft
will be dependable
will be self-disciplined and rule abiding
is trustworthy
will have counter productive workplace behaviors / performance
will be delinquent or non-delinquent
will be professionally sanctioned
will be dependable or less dependable
will have positive feelings
will be looking to grow, advance and remain stable
was satisfied and happy early in life
(+ - background indications)

won't have to be concerned about the prospect lying. At the interview,
should you ask an employee directly whether he/she would be counter
productive at work, you would expect a lie in return. With integrity
testing one does not have to guess. It is hard to figure out answers,
fake on the test, and distort answers.

Expedites hiring, web-enabled administration
(hiring process quick, computer - scored reports in minutes)

Very low cost, simple, brief, no hand scoring
Hiring a bad employee and rehiring can cost a few thousand dollars
in advertising, screening, time, etc

Are the tests legally defensible? They are when used for profiles of
talents or for job analysis and so long as the Pastor is considered a
friendly witness.

Evaluation of Existing or Potential Personnel
Improving Management
Counseling
Career Guidance
Talent Management
Team Analysis
(Assessment of who works best with whom, development of teams)

Conflict Resolution Among Asset Employees
Developing Leadership Effectiveness      
Human Resources Report for Development
(Assessing Competency & Potential for Management)
Multi-task Training

Reduce Absenteeism, Sick Leave & Improve Job Performance
Relaxation and Meditation Services for Your Personnel and
Management to Improve Work Performance. Do not leave them anxiety
ridden, avoid work or become ill and absent. Improve your and your
employee's mental and physical health with us.  

The assessments are provided at the corporate site or at the ministry's
conference rooms.





Q's Ministry, BHITS
10940 Wilshire Blvd  Suite 600  Los Angeles, CA  90024
(Westwood, by UCLA)

(310) 443-4168
Family@Qministry.com







The assessments are also offered on the net
securely for your and your employees
convenience.
Human Potential
Human Growth
Human Resources
Human Motivation

Self-Empowerment
of Employers and
Employees!

Improve
Performance at Work!
Consultation References and Links for Ministries Client's

Research / Special References
Personnel Psych
Performance and creativity  increases with increased identity integration and marketing domain being gender specific to the creative person's gender; see
Cheng, C-Y, Sanchez-Burks, J. and Lee, F. (2008). Connecting the Dots Within: Creative Performance and Identity Integration. Psych Science, 19(11),
1178-1184.

Perception of one's own intention to move seems to happen after the brain activates a movement by about 1 second before that perceptual awareness. When
there is conscious intention for voluntary movement, however, it takes about 1.4 seconds before cued to make the voluntary movement. see Matsuhashi, M.
and Hallett, M. (2008). The timing of the conscious intention to move. European Journal of Neuroscience, 28(11), 2344-2351.

Organizations have a strong impact on member's wellbeing in organization. Social identity and self-concept affects self-esteem, positive affect, immune
system, involvement in the job, depression, anxiety, aggression, disruptive behavior and emotional control.   Bizumic, B., Reynolds, K. J., Turner, J. C.,
Bromhead, D. and Subasic, E. (2008). The Role of the Group in Individual Functioning: School Identification and the Psych Well-Being of Staff and Students.
Applied Psych, 58(1), 171-192.

Group identification can facilitate self-confidence and belief to be able to cope effectively, which then results in psych well-being. Those with racial group
identification showed positive well-being. Self-esteem, life satisfaction, and group identification increased as a function of intra-individual focus on emotion
and intergroup / inter individual focus on the problem.  Minority group identification and well-being is related to the person's self-appraisal that he/she and
their group can respond effectively to "disadvantages". Outten, H. R., Schmitt, M. T., Garcia, D. M. and Branscombe, N. R. (2008). Coping Options: Missing
Links between Minority Group Identification and Psych Well-Being. Applied Psych, 58(1), 146-170.

Those induced with positive emotions and "synchronous activity" had social attachments which increased cooperation and reduced boundary between self
and the group. Wiltermuth, S. S. and Heath, C. (2008). Synchrony and Cooperation. Psych Science, 20(1) 1-5.

Financial reward for cooperation is effective only when the change from small to large numerical index of the reward value is done in a quantitative
logarithmic fashion. Furlong, E. E. and Opfer, J. E. (2008). Cognitive Constraints on How Economic Rewards Affect Cooperation. Psych Science, 20(1), 11-16.

Perception of injustice in organizations, especially in men low in agreeableness and high in hostility and sexism, results in sexual harassment. See Krings, F.
and Facchin, S. (2009). Organizational justice and men's likelihood to sexually harass: The moderating role of sexism and personality. Journal of Applied
Psych, 94(2), 501-510.         

The powerful rule governed moral thinking focus on the rightfulness or wrongfulness of an act (but not when the powerful person's self interest is involved) and
the powerless focus on the outcome-the positive or negative consequences of the act. Lammers, J. and Stapel, D. A. (2009). How power influences moral
thinking. Journal of Personality and Social Psych, 97(2), 279-289.

Increasing the speed of information processing in the prefrontal cortex by training can lead to rapid multi-task processing. Dux, P. E., Tombu,  M. N., Harrison,
S., Rogers, B. P., Tong, F. and Marois, R. (2009). Training improves multitasking performance by increasing the speed of information processing in human
prefrontal cortex. Neuron, 63(1), 127-138.

Chewing gum is associated with lower levels of perceived stress (at work and in life), alcohol / cigarette use, prevent the negative effects of acute stress and
negative health outcomes and is a relaxation technique. Gum chewers are less likely to be depressed or see doctors for high blood pressure / cholesterol.
Andrew Paul Smith (2009, July 28). Chewing gum, stress and health. Stress and Health, 25(5), 445-451.