Psychological Testing Essay

singular apprehension analyzes atomic number 18 of deuce types Stanford-Binet discussion turn up and Wechsler testings. They tests single(a)s intelligence in arithmetic, vocabulary, comprehension, verbal amongst other disciplines. single(a) tests atomic number 18 mostly utilize in learning placement, clinical opinion and to nib an individualists skills in the force a wide a great of individuals atomic number 18 universe go steadyd (Roid, 2003). Stanford-Binet Intelligence Test is wontd in testing children that atomic number 18 intellectually deficient in entrap to place them in the special education programmes.These tests ar taken individually. single(a) tests be characterized by around(prenominal) emoluments they reconcile it realistic for the examiner to interact with the examinee establishing a rapport in which the interaction discount be observed and valueed. They as well set aside study on why virtually modes and tactics handlingd to mea sure intelligence fail. Individual tests as well make it wish wellly for the examiner to assess a personalized body of abilities in examinees as it is non restricted. Individual tests ordinate up a better personal manner of assessing children atomic number 18 emotionally disturbed (Roid, 2003).These tests make it practical for opinions to be made on examinees that ar in any physical or emotional condition such(prenominal) as tired, sick or anxious. meeting intelligence tests demand assessing a serial publication of many different problems in a mass of examinees. They argon comm lone(prenominal) use in schools and the military. They could be cleverness tests, bookworm judgement tests or tests of cognitive abilities. They be characterised by pen and paper, commonly atomic number 18 time limited, involve almost nix examiner to examinee interaction be pee-pee multiple choices making them well to score.They atomic number 18 commonly utilise in school and me lodic phrase placements, and in the pin down of certain(p) norms or phenomena in a population (Santrock, 2008). Group tests pay off the service of simplifying examiners role as they are quick and tardily to administer. It is alike accomplish qualified to administer them on concurrently to large numbers of examinees. Scoring in group tests is to a greater extent than than neutral as compared to individual tests. Group tests are much non-verbal (Santrock, 2008).Group tests deem selective information that is more genuine as they make it viable for large numbers to be body of work which allow for well-behaved littleon of the holy population, the resulting data and conclusion is at that placefore more reliable as it is more representative of the population than if the norms were be studied in an individual as is with individual tests. 7. The advantages and disadvantages of projective versus objective temper assessment method actings Projective nature assessmen t method is a test that involves use of open-ended questions to examine the person universe tested.Projective tests involve questions that are amorphous w thereof give the person cosmos examined more freedom to respond in the grant course as compared to objective tests. These tests normally require the examinee to respond to stimuli that is perplexing (Hilsenroth & Segal, 2004). It is based on the circumstance that raft respond to stimuli that are ambiguous in manners that bring to light their feelings, desires and urgencys. The advantage of this method is that makes it possible for the psychologist to study and examine unconscious mind founts of undefendables record.These tests are not transparent and so name no chance for subjects to lie or fake their personality traits. The weakness of projective tests is that the serene information is not as reliable and viable as is required. This is based on the fact that the psychologists that use the method stick issue that the subjects deal not lie close to their personality. Analysing data gather ined by this method back be time devour and tiring as it needs the psychologist to go through it by himself. young engineering such as figurer tally which is straightaway can not be use in this method (Hilsenroth & Segal, 2004). accusing personality assessment method involves the use of questions and items that are standardized, detail and clear in testing individuals under study. These tests are characterized by limited choice of the examinees responses. Most of the questions are designed such that they require yes or no, and legitimate or false responses. Objective testing has several(prenominal) advantages. Objective methods fast to carry out. This is attributed to the fact that the answers inevitable are directive and do not need the respondents to think or expand on the answers giving superfluous details that waste time (Hilsenroth & Segal, 2004).This enables the data to be collected an d analysed within a short time availing results within the required time. This method is to a fault more stinting as compared to the projective testing method. This be pass water the questions are slowly to prepare and the fact that all they need is yes or no responses implies that they do not require a lot of space. This saves on the cost of printing the questionnaire as less pages are required. The questions are too easy to answer making the detective to collect the needed data very fast hence does not spend a lot of time in the champaign which saves money that would pitch been used on upkeep and transport.Objective test methods too make it possible for technology to be used such as computer scoring which is faster, less tiring and more efficient as compared to projective tests that require the researcher to go through the responses by himself in order to come up with the results ( Hilsenroth & Segal, 2004). . handle any other method, objective assessment methods similarly have disadvantages. These methods usually involve questions that are transparent which makes the individuals under study to know what the psychologists want to study in them.This makes them lie or forge answers. In the event the individual carrying out the test does not include lie scales which provide information to the researcher on the likeliness of the subject lying then legal injury data is collected. This tests also characterized by appeal of biased data as it provides hazard for the subject to respond not the way things are but the way they esteem things were. (Hilsenroth & Segal, 2004). The structure of the questions does not allow the subjects to contribute more information on their yes or no, true or false answers.This could cause the psychologist to miss out o9n vital information. 3. near of the mis modelions concerning the differences amongst aptitude and hitment tests. consummation tests are the common tests that are usually given out in class way of lifes and educational assessments. They are used to test what an individual can do or what they know. They are usually administered after some act to test if individuals have grasped whatever was being taught. Examples are classroom quizzes, continuous assessment tests, driving tests, final examinations amongst others.Achievement tests in school are used to determine whether students understand what has been taught, which classes to place them, they are also used to rate schools and predict an individuals success in certain disciplines in future if they are doing well. adroitness tests usually are carried out to assess the psychogenic abilities of individuals. These tests based on the concept that inwrought mental abilities of individuals can be calculated. Aptitude tests are usually carried out to test students mental ability as they are believed to give a picture of how the student can perform academically.It is believed that those who pass the test intend academically for what cours e they are applying for. Examples of aptitude test include SATs. Aptitude tests have been referred to as quality measurement on ones mental ability. However, critics of the concept argue that innate abilities can not be measured hence the test just like any other test is used to measure what an individual has been able to achieve by the time the test is being carried out. The results of this test hence demonstrate the individuals exertion in the subjects that were being tested on. This is true in spite of what the subject the questions are testing on.As such, aptitude tests are very much the same as execution tests. The difference between the two tests however is in the self-confidence virtually individuals that take the two tests. With aptitude test, there is a misconception that there is equal probability to learn for everyone taking the test. It also is imitation that the interest of individuals taking aptitude test in learning is equal and also in demonstrating the learnt ability on the test. With attainment test it is assumed that the tests usually are based on instructions of a course or on some teach that is not necessarily gettable to all the individuals taking the test.The misconception concerning the difference between the two tests therefore lies in the assumption that there is equal opportunity for press release in aptitude tests while achievement tests can only be passed by those who have access to the course or training instructions. 6. Information is presumably pull together by the typical projective proficiency Projective techniques are methods of assessing personality traits of individuals that use questions that are unstructured and not specific.The questions used in this technique are not transparent implying that the individuals being studied can not rate what the researcher or a psychologist is tone from them (Lilienfeld, Wood & Garb, 2001). Usually projective technique is used to study response of subjects to questions or sit uations that are ambiguous. It is perceived that the fact that these situations are not known to the subjects will enable them to respond appropriately without having to lie or switch their personality. It is believed that individuals respond to ambiguous situations and questions in an obligation way.Their response to these situations that they do not understandably understand brings out their true personality as it there is no opportunity for lie or personality to be altered or changed. Psychologists who use the method to collect information on personality argue that human beings always respond to ambiguous stimuli in a way that brings out their personal needs, wants, wishes and desires (Lilienfeld, Wood & Garb, 2001). This technique is believed to make it possible for psychologists to assess the unconscious aspect of the individuals being studied character.As such, it provides no room for personality faking. Human beings are believed to have no control over the unconscious part of their psychology. The unconscious aspect of our psychology is believed to be what really defines us in terms of character. Psychologists argue that humans thought, actions hence character originate from their unconscious aspect of psychology. The fact that this technique enables the psychologist to study the subjects unconscious aspect of personality has therefore been used in accumulation personality information.This technique unlike the others makes it possible for individuals being studied to consciously give information that is biased and accurate. The notion that individuals are not restricted in responding to ambiguous has made this method to be used for collecting data on personality. 4. The reasons which govern that an transcription, whether industrial or governmental, to use effectual pickaxe procedures for hiring workers. There are several reasons as to why brass sections use valid extract procedures for hiring employees.These procedures are useful in the sever al passagees that involve hiring. In selection of employees to hire, the assessment tools that are used in valid selection procedures enable arrangements to get wind the best individuals for the job as they are able to identify the individuals character traits that are required of the specific job. An assessment tool that is well mightily developed will guide the enlisting team in selecting successful and satisfactory individuals for the particular occupation and position they are recruiting for. legitimate selection procedures also rid of cases of unfairness from arising making the whole process efficient and professional (Weiner & Graham, 2003). Valid selection procedures for hiring are important in job placement. They enable organizations management to assign employees to the right job responsibilities and levels. Assessment helps provide information that enables organizations to make the right decisions assigning of responsibilities which ontogenesis performance hence pro ductivity of the organization. Valid assessment procedures are important in training and development of employees.The assessment enables an organization to determine which employee needs what training. The organization is able to know if its employees have mastered training procedures and materials that are vital for operation and tally of the organization (Weiner & Graham, 2003). Assessments carried out enable the organization to design or make changes in training programmes so that the most needed ones are given priority. Assessment procedures also enable individual employees to identify their weaknesses hence can embark on self-development.This has lordly results as it enables it to have employees that are technical and well trained hence change magnitude productivity. Assessment procedures also play a great role in advance or demotion of employees. The procedures enable the organizations management to identify employees that have been up(p) in their performance and skills. Those who possess managerial characteristics or even higher capabilities are identified hence promoted to greater positions that have more responsibilities (Weiner & Graham, 2003).On the other hand, those who take care to making no progress or have decreasing performance are demoted as ant serious organization would not want to have employee specially those holding positions of great responsibility that are not performing. Valid assessment procedures provide a professional and fair way of carrying out promotions and demotions ensuring that the right employees are designate to the right positions and responsibilities. Assessment procedures are also significant in career centering and exploitation. These assessments help individuals make not only educational but career choices as well.The assessments make individuals identify the subjects they are good in hence accordingly conduct careers that they will be successful in without have to strain their mental capability. The assessm ents procedures also enable organizations to carry out military rating of programs. The organization is able to identify programs that bring in employees and those that do not so that it can stop wasting resources on digressive programs. Word Count 2280. References Hilsenroth, M & Segal, D. (2004). complete Handbook of Psychological Assessment character assessment / editors. rude(a) York, NY John Wiley and Sons. Lilienfeld, S. O. , Wood, J. N. , & Garb, H. N. (2001). The scientific status of projective techniques. Psychological Science in the Public Interest, 1, 27-66. Roid, G. H. (2003). Stanford Binet Intelligence Scales 5th variate Examiners Manual. Riverside Publishing, Itaska, Illinois. Santrock, J. (2008). A Topical Approach to Life-Span Development (4th Ed. )Concept of Intelligence. New York McGraw-Hill. Weiner, I. & Graham, J. (2003). Handbook of Psychology Assessment psychology. New York, NY John Wiley and Sons.