Lucon Barrett Case Study

|There are many principles of assessment should be valid, Validity ensures that assessment tasks and associated criteria effectively |

o Include a synopsis of the reliability and validity of personality measurements and whether each team member felt his or her assessment depicted an accurate result.

There is some suggestion that all of these things we have talked about not only directly affect the personality, but ones health as well. This is where it all comes full circle for me personally and my travel to evaluate my own personality development.

When discussing the accuracy of personality tests, there is no test, which will provide perfect precision. According to Dr. O'Neil, “an individual's personality is the complex of mental characteristics that makes them unique from other people” (2006, Para 1). O’Neil believes that the potential factors involved in shaping personality include values, beliefs, and expectations that are genetic and environmental (O’Neil, 2006).

2. A projective test is a personality test that uses images, words, and a way into someone’s mind. This test is used to uncover the unconscious thoughts people might have. An example that comes to mind is the Thematic Apperception Test (TAT) a person is asked to look at images and then the person must write a story of how they interpret this image by describing the scene from beginning to end. We actually did an assignment a while ago which was called “Psychology of Words: Projective Tests and Language,” we were asked to look at an image which was about two women in a lab, and then write a story that has a beginning, middle, and end

Defining a person’s personality is something we all do by communicating and interacting with one another. Described during lecture personality was defined as psychological qualities that contribute to an individual’s enduring, and distinctive patterns of feeling, thinking and behaving. With this definition we can break down personality into three words, enduring, distinctive, and contribute. Enduring is an attribute to this definition because it’s describing the consistency of the personality. Over time this personality may vary but overall in general you are still talking to the same person with the same personality. Even with different situations the personality of this person is still consistent. Dealing with the enduring personality we

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For any measure to be valuable in psychological research, it needs to be both valid and reliable (Goodwin, 2008: 128). Research is reliable when more researchers have found the same results, or, within for instance behavioural research, when the same behaviour occurs at several measurements (Goodwin, 2008: 124). There are different types of validity. Firstly, there is construct validity, which measures whether an operationalisation of a construct actually measures what it is supposed to measure. Secondly, criterion validity determines whether a certain phenomenon is related to another phenomenon, and can accurately determine future developments. Lastly, content validity determines whether a test measures all aspects of the construct that is being measured (Goodwin, 2008: 125-126).

When multiple people are given assessments of some kind or are the subjects of some test, then similar people under the same circumstances should lead to scores that are similar or duplicates ("Types Of Reliability", 2011). This is the idea of inter-rater reliability. Another mode of reliability is the administration of the same test among different participants and expecting the same or similar results ("Types Of Reliability", 2011). This is known as Test-retest reliability. This method of measurement might be used to make determinations about the effectiveness of a school exam or personality test ("Types Of Reliability", 2011). Surveys and other methods of research present the appropriate avenues for data collection.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

For psychologists, one of the more popular theories espoused is the trait approach to personality, or “the idea that people have consistent personality characteristics that can be measured and studied” (Kalat, 2002, 512). However there are several problems that arise. First, there are significant cross-cultural differences, so one set of personality traits for one culture may differ considerably for another. The next problem would concern the creation of a test that could accurately measure these traits. While psychologists have for the most part addressed these issues, I will focus on the latter of the two. There has been a

Reliability is defined, within psychometric testing, as the stability of a research study or measure(s). Reliability can be examined externally, Inter-rater and Test-Retest, as well as internally; which is seen in internal consistency reliability methods.

In many cases, therapists use these tests to learn qualitative information about a client. Some therapists may use projective tests to encourage the client to discuss issues or examine thoughts and emotions. Additionally, projective tests that do not have standard grading scales tend to lack both validity and reliability. Validity refers to whether or not a test is measuring what it purports to measure, while reliability refers to the consistency of the test results (Cohen, et al., 2013)

Psychological tests and or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt

Projective tests allow many psychologists to assess unconscious aspects of personality, a great advantage of projective testing is that since the subject doesn't know how can his or her response will be interpreted dues to the fact that there is no grading scale to go by, the subject is not easily led to lie or fake his or her personality traits. On the downside the responder's attitude can easily be influenced by the test setting, also since there is no grading scale the test results tend to lack validity and reliability, since the results may vary by examiners.