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What Are The Advantages Of Thematic Apperception Test
Danger in using psychometric tests
Pros and cons of a psychological test
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The Different Forms of Psychometric Tests
Describe the different forms of Psychometric tests commonly used by
employers to assist in employee selection and comment on the
advantages and disadvantages of their use.
Since the beginning of civilization, employers have testing
prospective workers in order to select suitable candidates. Original
tests would have been a rigidly controlled standardized system of
examinations. However in 1883 Galton produced the first psychometric
tests to measure intellect, and his developed form of analysis still
form the basis of present day psychometrics. An increasing number of
employers now use psychometric tests as part of their selection
process. The tests are of two main kinds, personality tests and
aptitude tests. Personality tests are designed to measure personality
traits that may have an effect on your performance at work whereas
aptitude tests measure abilities such as verbal or numerical reasoning
skills. With terms to employee selection, these tests have varied
advantages and disadvantages. These tests provide employers with vital
information of the candidate’s personality, ability and behavioral
patterns however, these results may be invalid due to the candidate
feeling unwell, misreading the question, sabotaging or deliberately
setting out to create a false impression.
Employers use different forms of Psychometric test to assist in
employee selection. Psychometric tests can either be structured or
projective. Projective personality tests tend to come in the form of
ink blot tests such as the Rorschach test which is one of the best
known and most widely used projective personality te...
... middle of paper ...
...tion. Their uses in business, has increased significantly due to
employers recognizing their benefit in being able to pinpoint valuable
personality traits and abilities in candidates applying for
employment.
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Psychodynamics is the branch of psychology that gives special importance to the forces that underlie human behavior, feelings, emotions and how they might relate to experiences during childhood. It concentrates on the dynamic relationship between conscious motivation and unconscious motivation. Psychodynamic psychology focuses on trying to get inside of the head of the individual in order to make sense of their relationships, experiences and how they see the world. Psychodynamics is not to be confused with psychoanalysis; psychoanalysis is a theory of psychodynamics. Psychoanalysis was created by Sigmund Freud and is focused on unconscious motivations and conflict. All psychodynamic models trace their roots back to Sigmund
It was from Britain that standardized testing originated, not only throughout the commons of Britain, but to Europe and then America. A big contributing factor to the growth of standardized testing in the United States was immigration. Standardized tests were used in immigration when people first came over to test social roles and find social power and status. EOI tests have the same purpose as competency tests. It assesses a student’s abilities and knowledge of objectives and concepts (FACTS End-Of-Instruction).
Leaders don’t have the availability and expertise to know all much less do all in the business world. Knowing one’s own strengths and weaknesses is beneficial to become an effective leader. This understanding allows a superior to know, when they can effectively deal with a situation or when one of their colleagues or subordinates would be better suited to handle the situation. Moreover, this information allows for the boss’ own personal growth and mentorship of others.
Caruth, D. L., & Caruth, G. D. (2009). The Re-emergence of Personality testing as an employee selection procedure. Super Vision, pp. 9-13.
Ninety percent of secondary schools in the world today use standardized tests with only a 60% passing rate. Ankur Singh, a high school student, was ready for his Advanced Placement Classes (AP) but found that his excitement would soon turn into frustration and failing grades. Singh went into his class expecting to analyze character and themes of literature, but instead he found his entire year to be filled with 50 minute, questions based essays to prepare for the upcoming standardized tests. Rather than continuing his outstanding previous pattern of academic excellence, he began to do very poorly in his AP classes. Singh expressed his frustration by stating that all of his AP classes taught specifically around college preparation and standardized tests rather than focusing on genuine learning. He continued to state, “I’m not being challenged. My classes are easy. All I have to do is memorize the textbook and spew it out on the test. I’m not learning anything. I’m not growing.” (http://www.washingtonpost.com/blogs/answer-sheet/wp/2012/11/09/one-teens-standardized-testing-horror-story-and-where-it-will-lead/) Not only do parents and students disagree with standardized tests, educators are finally standing up against it. At Seattle Garfield high school, the teachers unanimously decided to not administer the reading and math standardized tests. Teachers sent letters to the parents giving the parents an option to opt out of their student taking the test. Teachers comment that these tests are “inappropriate measure of teacher’s effectiveness of teaching.” (http://www.theatlantic.com/education/archive/2013/11/when-parents-yank-their-kids-out-of-standardized-tests/281417/) Hiss, a former dean of admissions from Bates College in Lewiston, ...
There are personality types that a person can bring to an organization. Looking at these types of personalities can be detrimental to the type of behavior that a person brings to the organization as a leader or even as a person that is taking orders. Some people might look at rewards and promotions as a motivation to do better which is a big part of their personality type. There are a lot of key factors that can play a role in how behavior works in an organization. It is important to understand the personalities of employees because it helps determine the working relationships between everybody because there could be some similarities and non-similarities amongst people. So by taking the Pearson Prentice Hall Self-Assessment test itself determine
Belcher (1985) maintained that test score reflects both the knowledge and aptitude of test takers and the ability of using the characteristics and format of test effectively (as cited in Pour-Mohammadi and Zainol Abidin 2012).
Perform the Big 5, and Emotional Intelligence self-assessments. Review these two assessments and summarize your results. Pay special attention to themes, threads, and overlapping areas. How can you use this information?
Knowing a personal psychological type is key to achieving success in both the work environment and personal relations. One of the most accurate and meaningful personality tests was designed by Carl Jung. It allows one to accurately define their personal traits and characteristics that could greatly influence their behavior at work while also defining the emotional type that affects personal and professional relations. Therefore, by examining the results of this test I am able to identify my psychological type and analyze how it impacts my decision-making, actions and, performance in working environment. Needs work
Both of the test users and the test takers will highly benefit from administration of this test. For the test users, the usage of this test will help them identify suitable employee candidates that fulfill their requirements more efficiently.Meanwhile,for the test takers they will able to discover their strength and weakness from the results.Hence,they will be able to improve their abilities.
(2004) Psychology (2nd European edition). Essex: Pearson Education Limited Gross, R (1996).Psychology, The Science of mind and behaviour (3rd Ed). London: Hodder & Stoughton
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Employers aim to use Personality Test as psychological screening tool in their person-job fit selection process, using the pass-fail approach to the tests results resulting in keeping candidates who pass the personality profile criteria.
Understanding the impact of my personality of other people helps me build productive working relationships with subordinates, peers, as well as bosses, alike (Bunn, 2013). The fit between personality and a company’s way of operating is vital when it comes to job satisfaction. Whether an individual is trying to find their place in the workplace or trying to find if they are moving in the right direction, it is essential for one to understand his/her personality, and how it impacts on the likeliness to fail or succeed in various careers (Hay Group, 2012). In the Session Long Project, I was required to make a personal assessment of the relevant set of skills, focusing on my strengths and identifying any weaknesses that the test may have revealed.