...Psychological Testing in the Workplace Introduction Companies use psychological testing in delivering an enormous amount of information for future employee candidates as well as present employees within the company. There are different types of psychological testing that employers use to determine who is well fitted as a new hire as those same tests will be administered to retain current employees. The three that will be addressed in this paper will be characteristics, knowledge and skills, and personality testing. The level of degree deemed to be useful depends of the validity and reliability of these psychological tests. Each company would face the legal and ethical issues that may be implicated administering these types of tests. 3 Types of Psychological Testing Many types of tests are available and can assess hundreds of individual characteristics. The course of nature for the characteristic of interest aids in determining which test should be administered. Characteristics of test have four subcategories are as follows: group versus individually administered tests, close-ended versus open-ended, paper and pencil versus performance, and power versus speed tests (Spector, 2012). A group test can be administered to several people at once. An individual test is one that is given to one single examinee. Closed-ended tests the examinee must choose one from several answer choices. An open-ended exam the examinee comes up with a response as a whole rather than choosing...
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...Introduction This paper will analyze the personality and temperament of Joseph Thomas, Vice-President of Operations for Global Positioning System to-Go (GPS). Comments will be provided on how Joseph Thomas moved through each of the four (4) stages in the project life cycle. The paper will determine the most appropriate personality traits that Mr. Thomas should adapt to successfully lead the teams for the Garmin product launches. Lastly, a summary of how I would perform differently if I were in Mr. Thomas’s position will be provided. Personality and Temperament of Joseph Thomas Joseph Thomas displayed several different personality traits. The first of which was introversion. He voiced his opinion several times about ways to save time and cost and how to avoid problems but was not assertive enough and was ignored. He also demonstrated a thinking personality. “Thinking people make decisions based on logical analysis” (Lewis, 2003, pg.29). Joseph attempted to use contract manufactures to meet the targeted price point for the GPS. “Temperament is a predisposition to behave in certain ways” (Lewis, 2003, pg.30). Joseph displayed the Idealist or NF temperament. Joseph Thomas’s Steps in the project life cycle The project life cycle consists of four stages; Initiating, Planning, Executing and Closing stages. “A Project life cycle can be used to guide a project team through all the necessary work” (Kloppenburg, Shriberg and Venkatraman, 2003. Pg.15). The initiating...
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...Psychological Testing PSY/475 Psychological Testing In this paper the subject is to summarize the major assumptions and fundamental questions associated with psychological testing. The author begins by defining the term test. Next, the author describes the major categories of tests and identifies the major uses and users of these tests. Last the paper compares and contrasts the concepts of reliability and validity and discusses how they affect the field of psychological testing. The Standards for Education and Psychological Testing defines test as, “An evaluative device or procedure in which a sample of an examinee’s behavior (is) evaluated and scored using a standardized process” (Hogan, 2007, pg. 38). Anastasi and Cronbach, both traditional textbook authors, define the term test as, “an objective and standardized measure of a sample of behavior” and “a systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories” (Hogan, 2007, pg. 38). In psychology, tests are used to make important decisions about an individual. Testing samples a person’s behavior, creates a standardized measure, and contributes in making important decisions about the individual taking the test. Testing is used in many different areas and is used to sample a person behavior, create a standardize measure, and contribute in making important decisions. For example, college admissions officers consult test score before admitting or rejecting...
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...Improving Organizational Retention Paper Improving Organizational Retention Paper This paper is to identify work motivation theories and how they can be applied to the situation that is currently taking place within JC Casino. I will examine occupational stressors that are negatively influencing the recruitment procedures and retention. Emphasis will be placed on the research of better hiring techniques along with creating ways to better job satisfaction within the company. Work motivation theories are most typically concerned with the reasons, other than ability, that some people perform their jobs better than others (Spector, 2008). Every individual is different so that means that individuals are motivated by different things as well. What motivates me may not motivate a coworker that sits beside me. Finding out what motivates the employees that are currently employed at JC casino can solve a lot of the issues. Motivation is generally defined as an internal state that induces a person to engage in particular behaviors (Spector, 2008). Solving the issues that plagues a work environment because it can actually determine the success of the organization. On the other hand motivation can be defined as the desire to acquire or achieve some goal [ (Spector, 2008) ]. The driving force behind what makes us do what we do and how we as humans go about doing plays a big part in determining what motivates us. Employee motivation can be measured and applied to different motivational...
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...* * * * * * * * Introduction to Psychological Testing * Melanie Callahan * Psychological Tests and Measurements PSY 475 * Deborah Ford * June 6, 2011 Introduction to Psychological Testing According to a survey of 455 psychologists and counselors form Division 17 (Counseling Psychology) of the American Psychological Association, psychological testing is an important part of clinical psychology (Fee, Elkins, & Boyd, 1982). The most recommended tests from this group were the Minnesota Multiphasic Personality Inventory (MMPI), the Wechsler Adult Intelligence Scale (WAIS), and the Strong-Campbell Interest Inventory (SCII) (Fee, Elkins, & Boyd, 1982). Psychological testing provides the clinician with information about the client’s personality structure pertinent for the multifaceted approach to mental health (Fee, Elkins, & Boyd, 1982). In this research paper, test will be defined, major categories of tests will be examined along with their uses and users, and reliability and validity of testing will be compared. * The Definition of Test * The definitions for test given by the Oxford English Dictionary and the glossary of the authoritative Standards for Educational and Psychological Tests are not useful for the purpose of this paper; however, one may take some practical information from these two sources along with the definitions from the textbooks by Anne Anastasi and Lee Cronbach. The Oxford English dictionary does...
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...Abstract Our personality is what makes us who we are. It determines how we behave, how we react to different situations and it can also help people determine what kind of person you are. We spend a lot of our lives trying to make friends, be a likeable person, and wanting respect from those around us. This paper will discuss four perspectives of personality, showing the different ways of thinking in the psychological community. We will also discuss theories involved in personality development, how personality is assessed, the benefits of those assessments, as well as issues that need to be taken in to account when assessing personality. Personality Paper There are several theories to personality. What makes us who we are and what we will be like, are interesting questions that the psychological community has spent years trying to answer. As with a lot of theories in the psychological community, there are several ways of thinking for personality and how it is developed and trained. The Trait Perspective Common, Secondary Traits are a good defining character of what kind of person someone is. Are they outgoing and calm? Are they reserved and ill tempered? The trait perspective is different from other theories, in that it focuses on the different traits in individuals and not experiences they may have had as children or things they came to on their own. One person’s individual traits are what makes up their personality. The Psychoanalytic Perspective ...
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...Psychological Testing in the Workplace Tamara Walker PSY 435 October 17, 2011 Christopher Reid Psychological Testing in the Workplace With companies faced with an increasingly competitive business environment, employers are turning to I/O psychologists for employment testing as a way to improve his or her work environment. In a survey recently taken, 40% of Fortune 100 companies stated that his or her employment selection systems included some form of psychological testing by an I/O psychologist (Shaffer & Schmidt, 1999). A similar survey that was taken by the American Management Association showed 44% of its responding applicants used testing to select his or her potential employees (Shaffer & Schmidt, 1999). While the most commonly used form of psychological testing in the workplace is the cognitive ability tests, personality tests are also being used more and more frequently. Psychological Tests A psychological test is a series of standardized problems or questions that assess a certain individual characteristic. Tests are commonly used to assess many KSAOs, including knowledge, skill, ability, attitudes, interests, and personality (Spector, 2008). There are three types of psychological tests used in the workplace to help differentiate between those used for pre-employment or retention. Essentially pre-employment is called the "recruiting radar." These tests are ability tests, personality tests, and emotional intelligence tests (Spector, 2008). Ability...
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...com/bam/humres The use of personality measures in personnel selection: What does current research support?☆ Mitchell G. Rothstein a,⁎, Richard D. Goffin b a Richard Ivey School of Business, University of Western Ontario, London, Ontario, Canada, N6A 3K7 b Department of Psychology, University of Western Ontario, Canada Abstract With an eye toward research and practice, this article reviews and evaluates main trends that have contributed to the increasing use of personality assessment in personnel selection. Research on the ability of personality to predict job performance is covered, including the Five Factor Model of personality versus narrow personality measures, meta-analyses of personality–criterion relationships, moderator effects, mediator effects, and incremental validity of personality over other selection testing methods. Personality and team performance is also covered. Main trends in contemporary research on the extent to which applicant “faking” of personality tests poses a serious threat are explicated, as are promising approaches for contending with applicant faking such as the “faking warning” and the forced-choice method of personality assessment. Finally, internet-based assessment of personality and computer adaptive personality testing are synopsized. © 2006 Elsevier Inc. All rights reserved. Keywords: Personality assessment; Personnel selection; Five factor model; Personality and job performance prediction Personality measures are increasingly being...
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...Running Header: Introduction to Psychological Testing Paper Introduction to Psychological Testing Paper Thomas Hagenbuch University of Phoenix PSY/475 When looking at the field of testing there are many assumptions and questions that are looked at. Psychologists, no matter what tests they are looking at have to realize what assumptions they are making about the material or the test taker. If either one of these assumptions aren’t looked at or studied, then it is possible that the psychologists might make a mistake that could ruin their research. Through this course it will be explained the different assumption and questions that psychologists look at during their research. Psychological Tests “Psychological tests are written, visual, or verbal evaluations administered to assess the cognitive and emotional functioning of children and adults. Psychological tests are used to assess a variety of mental abilities and attributes, including achievement and ability, personality, and neurological functioning” (Psychological Tests, 2012). Some examples of psychological tests include; mental ability, achievement, personality, interests and attitudes, and neurological. Some of the context that these tests include; clinical, educational, research, and personal. Within these tests it is crucial that the information provided to individuals is true and accurate (or valid and reliable). Achievement Tests According to The Free Dictionary (2012), for...
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...This paper surveys the literature on the use of psychometric testing by employers as part of the recruitment process and considers the general usage by different types of businesses. Companies spend high amount of money each year on psychometric test which measures personality type, learning styles and personal preferences of individuals. Since the 1980’s business in the UK have been making the use of psychometric test as part of the selection process for job vacancies. Over the years the usage has increased to a level where 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK are using some kind of psychometric testing (PSYCHOMETRIC-SUCCESS, 2009). However the benefits and drawbacks of using psychometric testing vary from business to business and sometimes even according to the demographics of the location where the test are conducted. Types of psychometric testing A good psychometric test features reliability, validity, discriminating and NORMs. (Kline, 1992). The significance of Psychometric Testing is able to indicate a reason why Psychometric Testing is widely used, as Kline (1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved. It could be argued that psychometric testing can be broadly defined into two main category’s including intelligence (aptitude) test and personality test...
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...Introduction to Psychological Testing Paper In everyday life as people we all encounter some type of test or have testing something. A test can be define as a procedure to define the performance quality, or reliability of something. Anything can be tested. There are four categories of testing which include psychological testing, mental ability testing, achievement testing, and interested and attitudes. Each one of the test serve are uses for a different purpose which in the end must be based against the concept of reliability and validity. Over time psychology is affected based upon the findings of these test. Psychological testing is one of the most frequently used test in psychology. with psychological testing a certain sample of behavior is measured. These certain samples are usually prescribed prior to the testing. Most common versions of this testing are series of certain items. For example questionnaires would be a form of psychological testing. Employers,schools, and psychologist often use these test to uncover information in reference to functioning and ability.(Psychological Testing). In mental ability testing individuals cognitive functions are tested i.e visualization, memory, thinking process etc. One of the most common forms of this testing would be intelligence test which are used to discover an individuals mental abilities. Achievement testing are used when an individuals level or IQ needs to be tested primarily in a certain area. A general test that...
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...Psychological Testing Tabitha Taney PSY/475 September 18, 2013 Maggie Boone Psychological Testing There are tests of every type that most people will have to take throughout their lives. There are driving tests, tests to get into college, tests in all varieties of schools and even in the workplace, when being hired or promoted. There are also tests in the world of psychology, including testing in schools and the workplace. Psychological testing will be defined, with a few different varying descriptions from a few sources, since there is not just one definition for this type of test. The major categories of tests will be described and the major uses and users of these tests will be identified. The concepts of reliability and validity will be compared and contrasted, and how they both impact the field of psychological testing will be discussed. Definition of the term “test” “The glossary of the authoritative Standards for Educational and Psychology Tests,” according to our textbook, “says that a test is an evaluative device or procedure in which a sample of an examinee’s behavior in a specified domain is obtained and subsequently evaluated and scored...
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...Personality Paper Christina M. Bartlett PSY/211 June 11th, 2013 Dr. Kathlyn J. Kirkwood Personality Paper Often it is thought that people’s personality is just who they are. “Personality is defined as an individual’s unique and relatively consistent patterns of thinking, feeling, and behaving” (Hockenbury, Chapter 10, 2014). But often personality is what people observe, are taught, or even a conditioned process based on events that they have been through. There are several personality theories within psychology, which gives different ideas and attempts to give an explanation about the way personalities develops. “A personality is an attempt to describe and explain how people are similar, how they are different, and why every individual is unique” (Hockenbury, Chapter 10, 2014). Over the years, there have been multiple personalities theories analyzed and discussed. Many of the theories are defined under four major perspectives: the Psychoanalytic Perspective, the Humanistic Perspective, the Social Cognitive Perspective, and the Trait Perspective. Each of these perspectives defines, recognizes, and simplifies the ability to understand the human personality. For instance, Sigmund Freud was considered an influential contributor based on his contribution and development of the Psychoanalytic Theory. “ Psychoanalysis is a theory that stresses the influence of unconscious mental processes, the importance of sexual and aggressive instincts, and the enduring effects...
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...Psychological Testing Janice Watson PSY 475 June 19, 2015 Shirley Wilson Psychological Testing Introduction This paper will discuss the major assumptions and fundamental questions of psychological testing. It will define what testing it, describe the major categories of test, their uses and who uses these tests. It will also compare and contrast reliability and validity and how they affect psychological testing. Test There are various ways in which an individual can define test. A test is a system for accomplishing something such as observing behavior and illustrating it with the help of numerical scales or prearranged categories (Hogan, 2007). There are common elements between “tests". They test some procedure or device that bring forth information. The procedure or device gives information about some behavior, and the test are a systematic, standardized procedure (Hogan, 2007). Another definition of psychological testing is that they are a written, verbal, or visual assessment done to determine the cognitive and emotional activity of individuals (Health, 2015). Just because there are many ways to define test does not mean each answer is wrong. It depends on the subject matter at hand and how the individual chooses to define it. Categories of Test There are five major categories of test that include personality, interests and attitudes, achievement test, neuropsychological, and mental ability tests (Hogan, 2007). The personality test includes many...
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...Psychological Testing Paper University of Phoenix PSY/475: Psychological Test and Measurements MU10BSP10 Psychological Testing Paper Introduction There comes a time when we all come across a specific test such as school tests, driving test, or even as simple as food tasting test. However, there is a difference between regular tests and testing’s when referring to psychological testing. There are several different psychological tests that many psychiatrists, psychologists, and school counselors use to determine certain abilities, however each of the tests are used for a specific purpose. It is vital for the individuals to contain high knowledge of the tests before applying it to others. Defining “Test” According to the medical dictionary, psychological tests are defined as written, visual and verbal evaluations administered to assess the cognitive and emotional functions of children and adults (Psychological Tests, 2012). The purpose for psychological testing is to determine the mental abilities, personality traits, achievements and abilities, and neurological functioning. Although, we all have a basic idea of what the definition of “test” is, however according to (Hogan, 2007), they developed six-element to define “test”: A test is a standardized process or device that yields information about a sample of behavior or cognitive processes in a quantified manner (Hogan, 2007). Major Categories of Tests There are five major categories of tests that are applied...
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