...Running Head: PERSONALITY ASSESSMENT INSTRUMENT 1 Personality Assessment Instrument Tabatha Johnson Measurement and Statistics/525 February 18, 2013 Dr. Christie Seiler, Psy.D. PERSONALITY ASSESSMENT INSTRUMENT 2 Abstract It has been proven that the Stanford Binet test has helped diagnosed developmental disabilities and is very useful in clinical and neurological assessment on identifying intellectually deficient children. This paper will describe the characteristics, uses, and purposes of identifying intellectually deficient children. Analyzing the personality relationships of Cognitive Thinking with intellectually deficient children. Summarizing and differentiate diagnostically the targeted population of the intellectually deficient children. Identifying the psychometric properties of the Stanford Binet test for the particular population of the intellectually deficient children. Finally concluding with two review literatures, The Family Education Rights & Privacy Act and APA guidelines for development, administration and scoring and interpretation of tests for ethical consideration associated with the Stanford-Binet testing. PERSONALITY ASSESSMENT INSTRUMENT 3 Stanford-Binet Personality Assessment Test The Stanford-Binet Personality Assessment Test was developed in France to initiate the modern field in intelligence testing. This test was revised in the United...
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...upon how they are applied to people and situations. Their first chapter cogently explores all of the contributing reasons to their assertions about both positions. Basically, there are several elements that determine the quality and suitability of a psychological test’s ability to be a good predictor of one’s behavior. First, the test should be an objective and standardized measure of a small sample of an individual’s behavior, such as intellectual skills, vocational suitability, or personality functioning. Implicit to these parameters are the concepts of reliability and validity. A test is reliable in that it is consistent in what it measures over time. For example, a test that measures a student’s IQ as being 80 on Monday, but 130 on Thursday would demonstrate weak reliability. To be reliable, the test should be measuring what it states it is set up to measure. A second important quality of good psychological tests is that of validity, or the measure of a test’s usefulness. For example, we might think that one who scores high on a scale of anger may have interpersonal problems across a variety of situations. Thirdly, psychological tests must be administered to large groups of people of all ages ( i.e., IQ tests) to determine how the scores may be typically obtained. Standardization provides a mean (average) and a standard deviation (i.e. spread of scores across different age groups)(Groth-Marnot, 2003) from which to compare an indivvidual’s functioning to their same...
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...first workable intelligence test was A. “What needs to be done in order to ensure a strong military-industrial complex?” B. “What needs to be done in order to produce mathematically gifted students?” C. “How can individuals be helped in their striving for self-actualization?” D. “How can developmentally disabled children be taught more effectively?” 6. An 8-year-old child has just taken Alfred Binet’s test of intelligence and has been told his mental age is ten. This means that A. His chronological age must be nine. B. He is less intelligent than most 10-year-olds C. His score equals the score of the average 10- year-old D. He is probably developmentally disabled and in need of remedial education 7. You are asked to calculate an IQ score. If you were using Terman’s method, you would A. Add mental age to chronological age and divide the result by 100 B. Add 110 to mental age and then divide the result by chronological age C. Divide mental age by chronological age and...
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...and a more efficient scoring system, the true potential of this measure is at present untapped.”TAT Administration TAT Administration Personality Factors (16) Similar to the TAT test, using standardized personality tests as determining factors within an interview process is controversial. However, personality tests are standardized and most employers consider quantitative scores accurate. Thus personality tests, such as the Myers-Briggs, are utilized across multiple industries. While certain personality factors may be considered viable to positions with defined personality requirements, actual forecasting success may not be 100% applicable to all positions. That being said, discrimination cases have gone to trial over personality test’s justification. Plaintiffs...
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...Introduction of Selection: The process of interviewing and evaluate the candidates for a specific job and selecting an individual employment based on certain criteria. Employee selection can range from very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-decimation must be obeyed during the employment selection. Strategic Selection: Strategic Selection engages the stakeholders and knowledge experts within the client company. The process identifies the characteristics and attributes required by “the job” to ensure success. Strategic Selection is a patented and scientifically validated benchmarking process that allows our clients to identify high potential candidates, create career development fast-tracks and, as appropriate, promote from within by identifying “best fit” personnel. Promoting from within helps maintain a true company culture while boosting morale and keeping employees engaged. This thorough job benchmark will • Assess the position’s contribution to your company’s strategic goals • Ensure that Key Stakeholders and Knowledge Experts are on the same page • Evaluate the job/talent fit for the subject position • Optimize the talent you already have • Provide a powerful tool in the hiring process • Improve ramp up time, or “Quick Start” the new hire • Reduce time to hire and workforce turnover • Establish a training/coaching plan to help your people achieve superior performance...
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...A Broken System: How SAT Scores Are Shattering Consulting and Finance Employment One of the most significant decisions that an American will ever have to make is selecting a supportive career. Employers consider SAT scores, emotional intelligence and at one time even IQ, or intelligence quotients, for job candidate deliberation. As of now, SAT scores are being used in mostly in consulting and finance, with job growth in consulting up to about 19% (U.S. Department of Labor, 2014) and job growth about 17.8% in finance (“Finance Salary and Job Lookout”, n.d.). The projected jobs provided by finance and consulting is estimated to be 2,061,000 by 2020 (“Industry Profile”, 2015). If consulting and finance firms, such as Goldman Sachs Group Inc., Bain & Company,...
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...PL3236 - Abnormal Unit 3 Notes – Assessment and Diagnosis Term | Info | Intro | * Clinical Assessment - the process of gathering information about a person and his or her environment to make decisions about the nature, status, and treatment of psychological problems * Typically begins with a set of Referral Questions developed in response to a request for help * Determine the goals of the assessment and select appropriate psych tests or measures | Goals of Assessment | * What procedures and instruments to use – age, med condition, and symptoms influence tools – psychologist’s theoretical perspective also affects scope. * Integrate findings to develop preliminary answers – shares this – process sometimes has therapeutic effect – feedback | Screening | * Screening - an assessment process that attempts to identify psychological problems or predict the risk of future problems among people who are not referred for clinical assessment * All members of group are given a brief measure for which some identified cutoff score indicates the possibility of significant problems, e.g. Centre for Epidemiological Studies-D (CES-D) – possibility of depression. * General Health Questionnaire (GHQ) – broad-based – indicates if more thorough evaluation is needed. * AUDIT test – 10-item screen to identify substance abuse * To evaluate usefulness of screening, they must have: * Sensitivity – ability of the screener/instrument to identify a problem that actually exists...
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...Hand Test Professor Edwin E. Wagner, Ph. D. Dr. Wagner was born in 1930 in Philadelphia, PA and is a widower and has two sons. He has authored over 200 publications in Psychology including manuals, reviews, monographs, books and journal articles. He received his B.A. Psychology, summa cum laude in 1956 and his Masters in Psychology in the year 1957. He had his Ph. D in Psychology in 1959. Dr. Wagner’s academic appointments include Instructor at Pennsylvania State University and Temple University. He was also a Professor Emeritus at University of Akron and Dean at Forest Institute of Professional Psychology. He received professional honors from: ABPP (Clinical and Counseling), ABAP (American Board Assessment Psychology) Fellow, and Society for Personality Assessment Fellow, APA Division 12. Not only that he has academic appointments but he also practiced privately in Akron, Ohio and in Huntsville, Alabama (assessment of pain patients for Alabama Pain Center and Counseling). He has a license in Counseling Psychology in the State of South Carolina. PURPOSE OF THE TEST The purpose of Hand Test is to elicit life-role responses which are common. This operational definition is a circumcised view of personality; it should also be considered exhaustive in regard to the multidimensional possibilities of personality assessment. The test usually uncovers the action tendencies that are near to the motor system and thus readily expressed in behavior. Therefore, fantasy life...
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...Ch08.qxd 10/28/04 2:54 PM Page 181 Psychological measurements: their uses and misuses 8 ‘Measure all that can be measured and render measurable all that defies measurement.’ Galileo Galilei ‘Not everything that counts can be counted, and not everything that can be counted counts.’ Albert Einstein The words ‘test’ and ‘measurement’, as used in psychology, are misleading because of the implied similarity to scientific measurements and medical tests. Conventional psychological testing is quite different from scientific measurements in natural sciences. What is accomplished by the application of psychological measurement is an estimation of a psychological construct. Psychological tests and measurements of personality, intelligence, attitude and motivation are fundamentally different from quantitative measurements in physical sciences such as height, weight and blood urea. Paul Kline, one of the foremost exponents of psychometric theory clarifies the issue as follows: ‘There are no units of [psychological] measurement and no true zeros. Whatever psychological measurement is, it is not scientific measurement as defined in natural sciences ... If we consider what is meant by intelligence or extraversion, just for example, it is by no means clear what units of measurement might be used or what the true zero may mean. This problem applies to the majority of psychological concepts and variables’ (Kline, 2000). Besides, it is often mistakenly believed...
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...INT J LANG COMMUN DISORD, NOVEMBER–DECEMBER VOL. 2011, 46, NO. 6, 657–664 Research Report Communication skills in a population of primary school-aged children raised in an area of pronounced social disadvantage James Law†‡, Kirsty McBean‡ and Robert Rush‡ †School of Education, Communication & Language Sciences, Newcastle University, Newcastle, UK ‡Centre for Integrated Healthcare Research, Queen Margaret University, Edinburgh, UK (Received 10 December 2009; accepted 1 February 2011) Abstract Background: Previous studies have highlighted the level of communication difficulty experienced by children from socially disadvantaged backgrounds, but the pattern of difficulties remains unclear. Aims: The study asks whether the performance of a community sample of children from one of the most socially disadvantaged neighbourhoods in Scotland is best characterized by a general delay in all areas of development, by difficulties across the more formal structural aspects of language or in phonological skills. Methods & Procedures: The study included 138 monolingual English-speaking children: 63 (45.7%) boys and 75 (54.3%) girls aged between 5 and 12 years. All children were assessed blind to educational attainment in the school. Outcomes & Results: Nearly 40% of children had delayed language development with 10% having severe difficulties. The children presented with an uneven profile with much lower structural language scores than reading, general communication skills or non-verbal...
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...Employers, job seekers, and puzzle lovers everywhere delight in William Poundstone's HOW WOULD YOU MOVE MOUNT FUJI? "Combines how-to with be-smart for an audience of job seekers, interviewers, Wired-style cognitive science hobbyists, and the onlooking curious. . . . How Would You Move Mount Fuji? gallops down entertaining sidepaths about the history of intelligence testing, the origins of Silicon Valley, and the brain-jockey heroics of Microsoft culture." — Michael Erard, Austin Chronicle "A charming Trojan Horse of a book While this slim book is ostensibly a guide to cracking the cult of the puzzle in Microsoft's hiring practices, Poundstone manages to sneak in a wealth of material on the crucial issue of how to hire in today's knowledge-based economy. How Would You Move Mount Fuji? delivers on the promise of revealing the tricks to Microsoft's notorious hiring challenges. But, more important, Poundstone, an accomplished science journalist, shows how puzzles can — and cannot — identify the potential stars of a competitive company.... Poundstone gives smart advice to candidates on how to 'pass' the puzzle game.... Of course, let's not forget the real fun of the book: the puzzles themselves." — Tom Ehrenfeld, Boston Globe "A dead-serious book about recruiting practices and abstract reasoning — presented as a puzzle game.... Very, very valuable to some job applicants — the concepts being more important than the answers. It would have usefulness as well to interviewers with...
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...TOEFL Secrets Your Key to TOEFL Success From the desk of Tom Paulson, Director of Test-Taking Strategy at TOEFL Secrets, May 5, 2002Dear future TOEFL Success Story: Congratulations on your purchase of the most advanced test-taking manual for the TOEFL. Notice I did not say study guide- there are plenty of decent study guides on the market, but that was not our objective in writing this manual. Our goal is to seek and exploit specific weaknesses in the TOEFL assessment, and then share those secrets with our customers. Let’s be perfectly honest here- you’ve worked hard enough in the past, and if you want to spend hours in a study guide to boost your score, that’s a great thing to do. In fact, we recommend at least a brief review of some of the better study guides on the market. But that’s simply not enough to do well in the high-pressure high-stakes environment of the test day. How well you do on this test will have a significant impact on your future- and we have the research and practical advice to help you execute on test day. The product you’re reading now is much more than a study guide- it is a tactical weapon designed to exploit weaknesses in the test itself, and help you avoid the most common errors students make when taking the TOEFL. How to use this manual We don’t want to waste your time. This manual is fast-paced and fluff-free. We suggest going through it a number of times, trying out its methods on a number of official practice tests. First, read through the...
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...TPS 101: INTRODUCTION TO PSYCHOLOGY TPS 101 serves as the beginning course in psychology; as such, it is broad in scope. The course will introduce students to the history of psychology, and current paradigms and theories. We will cover neuroscience, sensation, perception, memory, and language, stress and health psychology, personality and social psychology, intelligence, and developmental psychology. Because of time limitations, none of these topics can be covered in great depth. The reference textbooks and the material presented in class will serve as the primary sources for the material to be covered. INTRODUCTION TO THE STUDY OF PSYCHOLOGY Psychology is the scientific study of behaviour and mental processes. It is an academic and applied discipline involving the scientific study of mental processes and behaviour. Psychology also refers to the application of such knowledge to various spheres of human activity, including problems of individuals' daily lives and the treatment of mental illness. It is largely concerned with humans, although the behaviour and mental processes of animals can also be part of psychology research, either as a subject in its own right (e.g. animal cognition and ethnology), or somewhat more controversially, as a way of gaining an insight into human psychology by means of comparison (including comparative psychology). Origins of the psychology Near the end of 19th century things started drawing together. Questions raised by philosophers were being...
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...ABSTRACT Disfluency is the interruption of an otherwise continuous flow of speech. Current views explain speech disfluency in terms of both an epiphenomenon of cognitive overload, and as an intentional function for easing social interaction to convey non-explicit thought processes. This study looked at both of these hypotheses, with main focus upon disfluency as a form of social communication. The disfluencies focused upon were: ‘uh’, ‘um’, ‘hmm’, ‘oh’, laughter and silences. The Autism Spectrum Disorder is partially defined by a lack of social awareness. The Autism Quotient (AQ) test is used for determining where any individual lies on the continuum from typical development (TD) to Autism Spectrum Disorder (ASD). This study used the AQ as a measure of meta-cognitive awareness. TD students at the University of Edinburgh (N=50) undertook both a written AQ test and a verbal general knowledge test. Disfluency use during the general knowledge test was analyzed and compared to: utterance length, question answer confidence ratings, gender and AQ scores. All modeled disfluencies were found to increase with utterance length, which has been related to cognitive load (Oviatt, 1995; Shriberg, 1996). The use of ‘um’, laughter, and silence increased during moments of uncertainty, as shown by the individual confidence ratings. However, this does not distinguish whether participants were intentionally communicating uncertainty or whether it was accidental. Conversely, the...
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...Berkeley Journal of Gender, Law & Justice Volume 7 | Issue 1 Article 2 September 2013 The Legal Implications of Gender Bias in Standardized Testing Katherine Connor Ellen J. Vargyas Follow this and additional works at: http://scholarship.law.berkeley.edu/bglj Recommended Citation Katherine Connor and Ellen J. Vargyas, The Legal Implications of Gender Bias in Standardized Testing, 7 Berkeley Women's L.J. 13 (1992). Available at: http://scholarship.law.berkeley.edu/bglj/vol7/iss1/2 Link to publisher version (DOI) http://dx.doi.org/ This Article is brought to you for free and open access by the Law Journals and Related Materials at Berkeley Law Scholarship Repository. It has been accepted for inclusion in Berkeley Journal of Gender, Law & Justice by an authorized administrator of Berkeley Law Scholarship Repository. For more information, please contact jcera@law.berkeley.edu. The Legal Implications of Gender Bias in Standardized Testing Katherine Connort Ellen J. Vargyast TABLE OF CONTENTS I. II. INTRODUCTION ....................................... THE FACTUAL CONTEXT ............................. A. The Scope of the Problem ............................ 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. B. Causes of Gender Differences in Test Scores ........... 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. C. Validity of the Tests .......................
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