Many organizations use some descriptive tests in their development and recruitments of employees at all levels. This is common for persons applying for top management positions, as an error in recruitment will cause a significant impact in any organization. Tests for selection and recruitments assist a company to make an informed choice between candidates on their strength or weakness. In carrier, professional counseling candidates tests on their work values, interest, and preparedness in their new position. Some of the considerations made are the client’s interest, measured by strong interest inventory and use of carrier development inventories (Zunker, 2001). Experience has shown that the main barriers to improved organization practices are not technical rather than planning. This is associated in changing the management perception, overcoming peoples resistant to change and implementation of practical processes and management controls.
Intelligence testing dwells on a candidate problem solving ability and mental sanity. The intelligence quotient though variable to different individuals is used. Intelligence manifests itself over the life span and includes the ability to logically reason, acquire, and apply knowledge, sound judgment, paying attention, use of initiations and attentiveness and ability to cope and make use of unfamiliar situations (Cohen & Swerdlik, 2010). For candidates who have a speech impediment, non-verbal assessment of ability or intelligence is used (Zunker, 2001). Intelligence definition is not definite but includes the capacity and ability to acquire and apply, exhibit sound judgment, to be intuitive and be able to cope with different situations and different circumstances. (Carroll, 2012). The factorial ...
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...rs and human resources departments to make the right choices in achieving organization goals. The employer gets the best compatibility between jobs and employee.
References
Cohen, R. J., & Swerdlik, M. E. (2010). Psychological testing and assessment: An introduction to tests and measurement (7th ed.). New York, NY: McGraw-Hill.
Carroll, J.B. (2012). The Three-Stratum Theory of Cognitive Abilities: Contemporary Intellectual Assessment. New York: The Guilford Press.
Matthews, G., Deary, I. J., & Whiteman, M. C. (2003). Personality Traits. London: Cambridge University Press.
Worcester Polytechnic Institute (n.d), Performance Appraisal Process. Web. April 10, 2012. Retrieved from, http://www.wpi.edu/Admin/HR/performance-appraisal.html.
Zunker, V. G. (2001). Career counseling: Applied concepts of life planning. (6th ed.). Pacific Grove , CA : Brooks/Cole.
Before answering the questions let find out what intelligence test is. It is a test consisting of a series of tasks requiring people to use various verbal and non verbal skills to measure the individual’s intellectual ability. Now that we know what an intelligence test is we can now answer the question better. Three important short comings of intelligence test that have nothing to do with intelligence are: having low motivation or high anxiety which can greatly influence the performance on the test, also IQ test may contain cultural biases in their language and or tasks that may place people of one background above people of another back ground, and members of minority groups may have little experience with this kind of test or may be uncomfortable with examiners of a different ethnic back ground than them (Comer, 2013, pp.107).
The Bell Curve is a book originally published in 1994. It was written by Richard Herrnstein and Charles Murray to explain the variations of intelligence in American Society. They accomplished this by using statistical analysis, for the purpose of raising warnings regarding the consequences of the intelligence gap. This was also made to propose a national social policy with the goal of mitigating bad consequences that have been attributed to this intelligence gap. Much of the information is widely considered controversial. An example of this is the low African-American scores compared to whites and Asians, and genetic factors in intelligence abilities. The introduction of the book starts with a brief history of intelligence theory and recent developments in intelligence thought and testing. The author creates six assumptions that has to do with the validity of the “classical” cognitive testing techniques.
General intelligence tends to relate to various degrees with each other (Cohen 2012). An example of this is that if an individual is good in math, they may also be good in spelling. In this weeks reading we reviewed several different models of measurement of intelligence. In regard to these theories and general intelligence (g), the theories are various but have commonality and overlap. The Spearman's two-factor theory is if a test has high correlation with other test than the measurement of g is highly saturated (Cohen, 2012). The greater the importance of g on a test, the better the test is believed to predict intelligence
Since intelligence is usually judged in IQ tests or just tests in school, many individuals are claimed to have average or little intelligence. They struggle in school, trying to learn math, English, reading; but they may excel in other places like sports, music, or relationships. This is where Howard Gardner’s Multiple Intelligences comes into play. He proposed that there are eight forms of intelligence, possibly more. The two that are seen in school often are Logical-Mathematical and Linguistic-Verbal. The people who excel at these are seen as geniuses and are thought to do very well in life. The others that don’t do well in those two may be better at one of the other six.
Feist, J., Feist, G. J., & Roberts, T. A. (2009). Theories of personality. New York:
These are the skills and competencies I have learned through my studies at Walden University. Kaslow, Grus, Campbell, & Fouad, et al. (2009) stated professionalism comes from my respect for those who need help. Integrity can be built with confidence in the therapist. Attitudes are charitable, polite, caring emotions toward others that fuel my motivation toward helping. This concern welfare of others comes from my religious and personal experiences as a child and young adult.
According to Howard Gardner (1991), every individual is born with a certain intelligence or potential intelligence. It is unfair to teach and/or assess an individual with a standard guideline or benchmark. This is mainly because every individual possess a different intellectual strength and different kinds of mind that learn, perform and understand in a different ways which is difficult to be changed. If an individual cannot understand the way we communicate, we should communicate in the way they can understand. Howard Gardner (1983), in his Multiple Intelligence Theory, proposes that human intelligence has seven dimensions that should be acknowledged and developed by the encouragement of learning and self-development and
Schultz, D. P., & Schultz, S. E. (2013). Theories of personality (10th ed.). Belmont, CA: Cengage/Wadsworth.
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
Schultz, D.P. & Schultz, S.E. (2009). Theories of Personality, Ninth Edition. US: Wadsworth Cengage Learning.
For the concept of intelligence, Robert Sternberg’s “Triarchic Theory of Successful Intelligence” and Gardner’s “Theory of Multiple Intelligences” were focused on for this particular self-assessment. Sternberg’s theory of intelligence divides total intelligence into analytic, creative and practical components (Woolfolk 117). According to Sternberg, analytical intelligence involves “the mental processes of the individual that lead to more or less intelligent behavior”, creative intelligence involves “coping with new experiences”, and practical intelligence involves emphasizing “the importance of choosing an environment in which you can succeed, adapting to that environment, and reshaping it if necessary” (Woolfolk 118).
A person’s personality has been the subject of psychological scrutiny for many years. Psychologists have drawn up several theories in an attempt to accurately predict and determine one’s personality. Foremost amongst these, is the “Big Five Trait Theory” which stemmed from Raymond B. Cattell’s theory.
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic theories and modern research (5th ed). Boston , MA, USA: Pearson
Intelligence by definition is “the ability to acquire and apply knowledge and skills” (Oxford Dictionary, 2014). However, many psychologists argue that there is no standard definition of ‘intelligence’, and there have been many different theories over time as psychologists try to find better ways to define this concept (Boundless 2013). While some believe in a single, general intelligence, others believe that intelligence involves multiple abilities and skills. Another largely debated concept is whether intelligence is genetically determined and fixed, or whether is it open to change, through learning and environmental influence. This is commonly known as the nature vs. nurture debate.
Career counseling over the lifespan has more than an occupational focus, it deals with the person’s entire being with a vision that includes one’s lifespan. Career counseling takes into consideration character development, character skills, life roles, individual life and work history, goals, and obstacles. A career counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how it has changed (from an individual/community vocational view to an individual/world lifespan view). The second focus is on the application of career counseling by researching two leaders, John Holland’s and Donald Super’s, contributions to career counseling, their theories and assessments and on the biblical aspects of career counseling and how each theory relates to the Bible.