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WHAT ARE ADVANTAGE 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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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.
According to Barrick and Mount (2005), one of the benefits of utilizing personality tests in the selection process is that it is helpful in predicting work behaviors. The benefit of measuring the Big Five Personality traits is that it aids in measuring specific job performance measures. These measures include motivation, interpersonal interaction, and the ability to influence others (as cited in Barrick, & Mount, 2005). Additionally, personality tests have the ability to predict various factors related to career success (Barrick, & Mount, 2005).
Personality is defined as a combination of characteristics or qualities that make up an individual’s character. There are tests that can help one decode their personality and understand their quality of what it means to be a person. The Myers-Brigg Type Indicator and the Big Five or Five Factor Model ate such tools. The Myers-Brigg Type Indicator is a psychological self-assessment which provides some insight to the takers personality. Although it can be a tool used for career planning and leadership development, the Myers-Brigg Type Indicator is better classified as a personality test that depending on the results of the assessment can help one with their decision making skills, build stronger relationships, and
A psychological or honesty test is a specific type of personality test designed to assess a person's tendency, to be honest, trustworthy, and dependable. A lack of honesty is often associated with such counterproductive behaviors like theft, violence, sabotage, disciplinary problems, and absenteeism. These tests have been found to measure some of the same factors as standard personality tests, particularly dutifulness, and perhaps some aspects of emotional stability and agreeableness. Ultimately, a test’s accuracy depends on how carefully and seriously you answer the questions you are asked. Employers have the right to perform psychological tests on applicants, however, must be justified by a convincing interest. When it comes to pre-employment screens, any test that is done in order to determine if a person is eligible for employment infringes employee
For many years, there has been a debate in which whether or not personality plays a role in the workplace, in areas like “teamwork, job-fit, leadership, service, sales, and overall performance and satisfaction” (Furnham, 2008). Personality is an important topic for human resources and training professionals to consider during the hiring process and employee development. Employees’ personalities might have a significant impact on an organization’s performance. Therefore, I believe using personality tests in a workplace is necessary.
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, ...
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?
Have you ever wondered why you react to situations in the manner to you do? Whether you are calm and collect, or rigid and boisterous, the way you react to life is linked to your personality. Many different models exist to determine your personality type using answers from a series of questions or selecting between two opposing options. The most popularly used assessment is the Myers-Briggs Indicator Type test, which is based off the foundation of C. G. Jung’s work on personality types. The typology in the Myers-Briggs Indicator Type test yields results that determine if the person is introverted (I) or extraverted (E), sensing (S) or intuitive (N), thinking (T) or feeling (F), and judging (J) or perceiving (P). Each of these types corresponds
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning. This essay is a reflection of my personal experience of psychometric testing. First, I will talk about what the literature comments on in relation to the strengths and weaknesses of psychometric testing. Then, I will assess whether literature reflects
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).