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Psychological Testing: A Case Study

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1. Introduction Testing was for a long time was seen as discriminatory and unjust in South Africa, but this perception is gradually changing (Foxcroft, 1997). Improvements in test development have led to the implementation of cross-culturally fair tests, and practitioners are pleasant aware of the advantages of sound assessment. Levy (2003) defines selection battery as a set of tests that can be used to make employee hiring decisions. The ability to determine how well a candidate is likely to perform on a job is the purpose of any method (Anastas, 1988). In the workplace tests, as part of assessment, are used to measure the performance and potential of current and future employees through selection and performance management respectively …show more content…

Psychological testing is the act of administering, scoring, and interpreting results of a test that measures any of a number of psychological functions such as cognitive ability, memory, or personal traits; it is a straight forward process (Goldfinger & Pomerantz, 2013). Psychological assessment is not, psychological assessment involve the integration of information from multi sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interest or attitudes, as well as information from personal interviews (Ter Laak, Gokhale, & Desai, …show more content…

Cognitive ability subsumes a number of cognitive capacities such as reasoning, problem solving, memory, etc. While such specific abilities (i.e., reasoning, problem solving, memory, etc.) are not each exact the same thing, what each of them has in common is that much of their variance is driven by their association with higher order factor of general cognitive ability (Carrol, 1993). General cognitive ability is defined as general mental capability that among other things, involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly, and learn from experience. Most ability tests measure maximum performance, in other words what an applicant can do. For example, an Engineer and a Psychologist may have the same IQ, but this does not necessarily mean that the Psychologist would be a good Engineer and vice

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3. Selection Testing Job seekers who pass the screening and preliminary interview are called in for selection tests. Different types of tests can be conducted and this depends on the company and job profile. Generally these tests can determine an applicant’s ability aptitude and personality. 1.

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IQ while a good evaluation of a persons ability to solve logic problems is not the epitome of intelligence. If you have IQ with out practical or social intelligence in a significant quantity it wont garner you much success in the world. It needs an addition of that practical or social intelligence in order for you to become exceptionally successful within the world. The examples put forth in the book are of Chris Langan who’s IQ was in the 190 to 200’s range, Terman’s Termites (a group of students with IQ’s of 140+ that Terman followed for his Genetic Studies of Genius.), and Robert Oppenheimer. We also have two differing tests one that touches on just IQ and the other that touches on practical intelligence.

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Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

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2. IQ testing seems a bit more complicated that I once would have thought. How do we measure IQ in such a way that will reliably measure an individual’s intelligence against what they will do in life?

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In today’s society people often correlate test scores and percentages to how intelligent a person is. Although, I believe intelligence is also a mix of experiences, I strive to control what people judge me on, which is calculated numbers.

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Standardized intelligence testing has been one of psychology’s ultimate achievements. “Intelligence tests are psychological tests that are designed to measure a variety of mental functions, such as reasoning, comprehension, and judgment.” ("Intelligence tests," n.d.) They can help diagnose knowledgeable disabilities or measures a person’s knowledgeable potential. Alfred Binet was the first French Psychologist who created the first intelligence test in the 1900s.

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These tests promised a way to identify kids who could go further in their education, while separating them from the kids who learned slower and would need extra help. The tests also came with the notion of academic tracking in order to steer students onto a career path deemed appropriate for them (Gershon, 2015). Attempting to measure a student’s intelligence through a standardized test is beyond absurd. All students learn at a different pace. This means that, even if a student may not know a skill at the time of the test, it doesn’t mean that they will never know it.

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also contributed to this change in public sector organizations and it is this environment that performance testing was consequently developed on. With Subramanian attesting the fact that performance testing which emerged in the same proxy as democracy has indeed led to a more representative system of bureaucracy, one that was far off from the earlier systems in which the members of the upper class of all European countries had filled most of the higher positions which coincided with poor performances in the civil service, the change to having persons chosen based on their ability to perform for the civil service as opposed to

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Rachel Danzig AP Psychology Dr. Eisen August 20, 2015 I. Psychology’s History A. Psychology’s Roots 1. Prescientific Psychology a. Socrates and his student Plato stated that the human mind is separate from the body and our knowledge is born within us b. Aristotle, Plato’s student, disagreed, concluding that knowledge can not be preexisting and we grow it from our experiences within our memories c. In the 1600s Rene Descartes believed that the mind can survive the body’s death and our brain holds animal spirits in its fluid and flow from the brain through nerves enabling reflexes d. In 1620 Francis Bacon established that humans functioned around order and patterns e. Adding to Bacon’s ideas was John

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It is essential in preparing self report scales which individual performance can be compared with standard performance. Other measurements: The other various measures are also used to assess ability in emotional intelligence. 1. Diagnostic analysis of non verbal accuracy 2.

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What is intelligence? Can true intelligence even be measured? The theory is that certain tests can measure such intelligence and intellectual achievement. Testing in education and physically, is an attempt to measure a person’s knowledge, or other characteristics in a systematic way. Also, teachers give test to find the certain abilities students possess and tell whether they have learned the subject (“Testing”181).

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The G factor is a good indication of school performance Disadvantages/weakness of Charles Spearman’s theory: 1. The backlash and criticism regarding how the G factor only measures General Intelligence 2. The G factor doesn’t take into account other various activities such as motor abilities, perception and musical abilities. HOWARD GARDNER: MULTIPLE INTELLIGENCE Multiple Intelligence: Howard Gardner (1943-current) originally identified and stated that there are 7 (later 9) specific types of intelligence. Gardner argued that students across a broad scale would retain information better if the information was displayed in a number of ways, due to the fact that an individual’s cognitive ability varies in the different types of multiple

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Some people argue that the cons of psychometric testing outweigh its pros. In many cases, top-notch applicants are ruled out of a job because psychometrics are used as a default barometer, with all subsequent decisions based on it. One of the biggest problems is that psychometric tests frequently contain biases that work against applicants from different cultural backgrounds, who face language barriers or even just simple anxiety about testing. They might sometimes be the best person for the job, but are automatically eliminated because of the process. Besides, the standard psychometric tests are already well known and easily accessed.

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Psychology is defined as “the scientific study of the mind and behavior” (Introduction to Psychology, 2015). Psychology provides an overview of biology and behavior, sensation and perception, learning, memory, intelligence, language, motivation, emotion, abnormal psychology, and therapy (PSY 102 Course Syllabus, 2018, pg 1). Because psychology allows for a better understanding of how the mind and body work, this knowledge can be beneficial for any field of study or career. The theoretical and practical understanding of the basics of psychology can help with decision-making, critical thinking, stress management, time management, better understanding of others, improving communication, and even achieving goals and objectives, all components that allow someone to be more successful throughout their life. Throughout this course I hope to gain a greater understanding of historical and theoretical perspectives of human behavior and development (PSY 102 Course Syllabus, 2018, pg 2).

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 Career management  Performance management is to identify the employee’s ability to work and to arrange each employee’s job. For example, Starbucks will consider outstanding performance promotion opportunities for employees, therefore the contents of the assessment report is to determine the development of staff’s career, determine the future position of employees in the company.

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