Personality Testing

According to Balkin & Juhnke (2014), counselors may need to note that although psychological assessment is legally in a professional turf war, we need to remember that there is a public demand of assessment practices with dually eligible professions able to reach out. Although, further training is needed for professional counselors to proceed with assessments, the fair access will not only benefit the building blocks of the counseling profession but society as a whole. For

The need for another personality test seems small. Personality tests have been in use in American since 1943 when the Meyers Briggs was first published (OPP, 2015). The field is now very diverse. With the Meyers Briggs and Smalley’s Animal Types on one end to What Star Wars Character Are You? On the other, these tests run the gambit from serious to funny, and then on down to time wasters. To really prove your usefulness, a new test must fill a niche in the market. Something only your test can provide. However the 34 vaguely worded themes give no great bit of detail to really

Personality is a complex area of Psychology, which has been studied for many years, by many experts in the field. Each having their own ideas about how to understand, study and evaluate it. Here I will introduce personality briefly, looking at the theories behind it. Then explain the need for testing. As there are many test that are available to use, for the purpose of this essay I will look at The Myers-Briggs Type Indicator (MBTI) and the Eysenck Personality Questionnaire (EPQ) and discuss the reliability and validity of some studies around these tests.

Clinical assessments have their place in almost every facet of the psychological and educational realms. I have been tracking down and examining what the most important aspects of assessment are that come into play in regard to drug and substance abuse, custody battles, as well as the importance the role of adhering to the ethical standards of utilizing culturally informed assessments. Clinical assessments within mental health centers are carry great importance in the identifying underlying behavioral problems, diagnosis, and treatment of patients. Behind every assessment is a clinician who

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).

Egan (2014) clarify assesssments as counseling tools that are designed to draw out pertinent information about the client. Conversely, counselors mut consider all aspects or whole person using implicit or explicit observational skills to make an accurate provisional diagnosis. One counseling tool to use is a Mental Status Examination (MSE) to assess a client’s seven areas of functional areas, i.e. physical, intellectual, social-familial, workig, aesthetic, spritual, and emotional selves. The merit of using a MSE is that it provides the counselor a indirect but structured way to consciously think of elements within the MSE in an subjective manner. When counselors use these seven elements in either a objective and subjective manner they are essentially using a methology that can be applies across a spectrum of impairments without being biased. The foremost goal using an MSE to assess is to be able to identify abnormalites in a person’s cognitive abilities, memory capacity, distorted thought process, and patience overall neuropsycholgical status. The delta using the MSE is whether the assessor is in tune with their innate biases, prejudices, and cultrual diversity that would impede the counselor’s accurate assessment. Because MSE is an exemely subjective instructment there is an increase of potental for human error that has nothing to do with the intellectual functioning but more about simply reflecting a different cultrual

Becoming acquainted with a potential client’s history, personality and present concerns is necessary in forming a foundation for counseling interventions. This information gathering phase is referred to as assessment (Mears, 2010). While some mental health professionals will use an interview as their primary assessment tool, others will utilize testing

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

These issues are caused chiefly by dual diagnoses. With mental health issues being on the incline at college campuses the ability for professionals to accurately measure and confront the issues involved are of immense significance. The behavioral, emotional, and social issues in these numerous mental disorders are what are being measured. The scales of the MMPI-2-RF comprise over 40 essential scales consisting of Higher Order (H-O), Restructured Clinical (RC), revised Personality-Psychopathology-Five (PSY-5-r), Specific Problems, and Interest scales (Handel,

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

There comes a time when we all come across a specific test such as school tests, driving test, or even as simple as food tasting test. However, there is a difference between regular tests and testing’s when referring to psychological testing. There are several different psychological tests that many psychiatrists, psychologists, and school counselors use to determine certain abilities, however each of the tests are used for a specific purpose. It is vital for the individuals to contain high knowledge of the tests before applying it to others.

The historical use of the terms objective and projective to classify a personality test, and the problems with such classification.

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

The NEO PI-R is self-administered, which means individuals who do not have formal training in clinical psychology, personality or related fields can administer and score the instruments (Costa & McCrae, 1992). Although, it is highly suggested that the administrator, whether formally trained or not, review the administration and scoring procedures from the manual. On the other hand,