9. what is the difference between objective and projective tests

What the students did not know is that they all received the exact same profile, consisting of very generalized descriptions which could apply to almost anyone. Overall, the students all rated the profile as near excellent at describing them. In another study, students were given a personality inventory and then were given two personality profiles: an accurate one based upon the results of the inventory they took, and a generalized one that could apply to almost anyone.

The students were then asked which of the two personality profiles was their own. More than half of the students selected the generalized profile as their own. Both of these studies demonstrate how personality measures can provide general or vague descriptions and still be accepted by individuals as accurate.

This effect has come to be known as the Forer effect. Discuss the personality assessments most commonly used in the workplace and the controversies surrounding such use.

These tests are used in a range of contexts, including individual and relationship counseling, career counseling, and customer interaction management. They are sometimes frequently used as a hiring or evaluation tool in the workplace. Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant.

The premise is that if test scores are found to correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test. The Minnesota Multiphasic Personality Inventory MMPI is a highly validated psychopathology test that is generally used in a clinical psychology setting and may reveal potential mental health disorders.

Notable situations in which the MMPI is often used include final selection for police officers, firefighters, and other security and emergency personnel, especially when the employees are required to carry weapons.

The controversies associated with assessing mental health for the purposes of job selection are discussed below; in these cases, however, an assessment of mental stability and fitness can be reasonably related to and necessary for optimal job performance. The Myers-Briggs Type Indicator MBTI is the name of a personality test designed to measure psychological preferences for how people perceive the world and make decisions.

The Myers—Briggs Type Indicator is used by 89 of the Fortune companies, and is very popular in businesses around the world. Because studies using the MBTI show clusters of different personality types in different professions, the test has become popular with recruiters and managers. Many companies use personality testing as part of their hiring process, but research has found that personality tests are often misused in recruitment and selection when they are mistakenly treated as if they were normative measures.

A key concern about using personality tests in the workplace is the potential they create for illegal discrimination against certain groups. A major criticism of many personality tests is that because they are sometimes based on narrow samples in which white, middle-class males are over-represented, they tend to skew test results toward this identity. That is, they normalize one identity while pathologizing other identities. For example, the sample used to develop the original MMPI consisted primarily of white people from Minnesota.

While the MMPI-2 intentionally expanded this sample to address this bias, critics argue that Asian Americans, Hispanics, and under-educated people are still largely underrepresented. As mentioned above, tests like the MMPI are often useful in identifying mental illness.

When they are used to assess potential employees in the workplace, however, the Equal Employment Opportunity Commission can interpret them as an attempt by an employer to gain knowledge of a medical condition prior to an offer of employment. This is a form of discrimination and an illegal basis for a hiring decision in the United States. Another danger of using personality tests in the workplace is that they can create false-negative results for instance, honest people being labeled as dishonest , especially in cases when the applicant is stressed.

Privacy issues also arise when applicants are required to reveal private thoughts and feelings in their responses and perceive this as a condition for employment. There are several criticisms specifically regarding the validity of the MBTI as a useful measure of personality. The MBTI is not yet scientifically proven, and skeptics—including many psychologists—argue that the MBTI has not been validated by double-blind tests in which participants accept reports written for other participants and are asked whether or not the report suits them.

Some even demonstrate that profiles can apparently seem to fit any person due to ambiguity of their basic terms. Critics also argue that people do not fit easily into one of 16 types because they use different styles of thinking at different times. Critics argue that the test results of the MBTI should not be used to label, evaluate, or limit the respondent in any way.

Since all types are valuable, and the MBTI measures preferences rather than aptitude, the MBTI is not considered a proper instrument for purposes of employment selection. Many professions include highly competent individuals of different types with complementary preferences. Privacy Policy. Skip to main content. Search for:.

Assessing Personality. Overview of Personality Assessment Psychologists measure personality through objective tests such as self-reports and projective measures. Learning Objectives Compare various objective vs.

Key Takeaways Key Points Psychologists seek to measure personality through a number of methods, the most common of which are objective tests and projective measures. Key Terms validity : The extent to which a concept, conclusion, or measurement is well-founded and corresponds accurately to the real world. Validity and Reliability of Personality Assessments Personality assessments vary in their levels of validity and reliability. Learning Objectives Evaluate the concepts of validity and reliability in the context of personality assessment.

Key Takeaways Key Points Validity refers to whether or not a test actually measures the construct that it is meant to measure; reliability refers to the degree to which a test produces stable and consistent results.

Objective tests tend to be relatively free from rater bias and are thought to have more validity than projective tests. The challenge of objective tests, however, is that they are subject to the willingness and ability of the respondents to be open, honest, and self-reflective enough to represent and report their true personality.

Projective tests have been criticized for having poor reliability and validity, for lacking scientific evidence, and for relying too much on the subjective judgment of a clinician. One problem with personality measures is that individuals have a tendency to endorse vague generalizations that could apply to anyone; this is known as the Forer Effect.

Key Terms psychometric : The design of psychological tests to measure intelligence, aptitude, and personality, and the analysis and interpretation of their results. Factor analysis : A statistical method used to describe variability among observed, correlated variables in terms of a potentially lower number of unobserved variables. Personality Testing in the Workplace Using personality tests as hiring or evaluation tools in the workplace is very controversial.

Learning Objectives Discuss the personality assessments most commonly used in the workplace and the controversies surrounding such use. The Minnesota Multiphasic Personality Inventory MMPI is a highly validated psychopathology test that is often used in the hiring of police officers, fire fighters, and other security personnel required to carry weapons.

It identifies 16 personality types along four scales: extroversion-introversion, sensing- intuition, thinking-feeling, and judging-perceiving. A key concern about using personality tests in the workplace is the potential they create for illegal discrimination against certain groups resulting from narrow samples in which those groups are underrepresented.

The purpose of cognitive therapy allows doctors to help the patient to adapt and analyze his or her problematic thoughts and patterns into healthier and more positive ways. Setting goals and or positive milestones are a form of CBT.

CBT is more problem-solving and self-awareness than actual therapy. CBT allows groups and or individuals to learn specific and positive skills that they may use and or apply to their rest of their lives. These skills include identifying distorted and or destructive thinking, relating to others in different ways, changing their behaviors to be more productive and modifying their prior beliefs. The other being idiographic approach that focuses on identifying unique correlations of characteristics and life experiences to explain personality.

Many psychologist use behavior to help determine and study personality. There are four main personality theories; psychodynamic,social cognitive, humanistic and trait model. Some of those particular treatments are behavior therapy, cognitive therapy, mindfulness- based therapy, rational emotive therapy and rational behavior therapy just to name a few. CBT is a blend of behavioral and cognitive theories of human behavior, psychopathology, and a melding of emotional, familial, and peer influences.

Rider University office of Career services offers four assessments that either focuses on personality or overall interest or sometimes both. Currently there are two major tests and two smaller test that use the same content construction but different method. First is the Myers-Briggs Type Personality Indicator MBTI , a self-reported questionnaire designed to indicate psychological preferences in how people observe the world and make decisions.

The Strong Interest Inventory Assessment SII is used to assess occupational interests, interests in different types of people and environments, and leisure activities. Under the scoring tool, my authentic leadership skills were low for self-awareness with a score of 14 and balance processing with a score of As expected, internalized moral perspective scored 19 and relational transparency scored First was The Strategist which provides vision, direction, and outside-the-box thinking.

The second archetype was The Builder which has a need for control, drive, and enterprising mind to make dreams come true. Based on this view, an "attitude" is a complex psychological structure comprising an individual 's beliefs about the attitude object, feelings toward the object, and behavioral response tendencies toward the object.

The assumption is that these three distinct response classes are not always highly associated. As a significance, a comprehensive explanation of an attitude should entail that all three components be measured.

Reliable with this perspective, many psychologists have gained evidence for the discriminant validity of scales measuring the three attitudinal components e. It, however, overrides the biological or genetic contributions towards building and shaping the character and personality of an individual. The key purpose of this essay is to analyze the theoretical views and opinions of theorist Sigmund Freud, Albert Bandura and Skinner B.

To achieve this, the paper will demonstrate how each theorist explains the development of the obsessive-compulsive disorder. The essay will also focus on how each theorist; design a treatment plan for patients with the obsessive compulsive disorder. The five-factor model has five superior traits, which each includes several lower order factors or facets: openness to experience, conscientiousness, extroversion, agreeableness and….