Psychological Tests And Psychological Assessment

Recently, I completed a psychosocial assessment on a patient in the PHRM/ISS program. She was 21 years old, pregnant with her fifth child. When she initially walked in she seemed pleasant. Then, before we could get started she received a phone call. She politely asked could she step out and of course I said sure. Immediately, after she walked back in she seemed anxious and annoyed as evidence by her frowning and checking her phone every minute. Then, she would continue to say yes and not pay attention to the questions that I was asking. After a while, this began to bother me. This is because I would ask her a question and she would not answer or ask me to repeat myself. Then, she made a comment stating that “it does not matter and she was ready to go because she was upset.” At that moment, I knew that I needed to take an assertive stance.

Cohen, R. J., Swerdlik, M. E., & Sturman, E. D. (2013). Psychological testing and assessment: An introduction to tests and measurement (8th Ed.). Retrieved from The University of Phoenix eBook Collection database.

Undergraduate students enrolled in introductory personality psychology courses at The Pennsylvania State University from the Altoona and University Park campuses will be recruited for participation. All students enrolled in the courses will be required to complete the procedure for this study to earn a grade in the course, however, they will be required to give their consent to use their data in the present study in exchange for extra credit in the course. Those who do not consent to use their data will be omitted from the study and will be offered an alternative course assignment to earn the same amount of extra credit as those who opted to participate. Each participant’s age, race, and gender will be collected for use for comparison

This vastly researched and thriving subfield of psychology is concerned with basic methods used to identify similarities and differences among individual’s personal characteristics and capacities. Assessment involves more than mere administration of tests i.e.: collection and integration of information attained from various sources like interviews, behavioural observations, reports, psychological tests and historical documents in order to attain a complete picture of a person’s state.

The assessment was conducted on a patient who was forty nine (49) years old bisexual, a white female and single, a Roman Catholic and who didn't have any child. Most importantly, this patient has worked with me for a period of one year from January 2010; therefore I have been seeing her every week for about fifteen minutes. The patient was given to me by one psychiatrist who came across her at event where the housing project was being commissioned to support Veterans. By that time ,the patient was suffering from Anxiety Disorder NOS and Depression NOS.

The second psychological test that examines BDD is the Body Dysmorphic Disorder Examination (BDDE) created by Rosen & Reiter (1994). This test contains a total of thirty-four items, scored on a Likert-style scale with 0 representing "never (or no)" and 6 corresponding to "everyday (or very important)" (Rosen & Reiter, 1994). It features various domains that include how respondents think others perceive their area of distress (if any), as well as self-consciousness and avoidance due to the area of distress (Rosen & Reiter, 1994). It is not a self-questionnaire format but rather designed as an interview based interaction that is filled out by the clinician (for clinical setting) and/or institution (for certain educational purposes) during an

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

In Mental Health practice, the assessment of a patient is a vital part of their treatment as it is required to be aware of their ailment before a treatment plan/course is made. Therefore, risk management is a practice that involves the assessment and engagement of an individual through standard assessment tools and approaches so as to devise a means to manage an individual’s risk behaviour(s). Assessment is essential when it comes to nursing practice, as it is a major key element of knowing what care is required as well as knowing if the right form of care is delivered successfully (Combst et al., 2013). The questions that usually come to mind will be how the assessment is carried out and how will the practitioners and clients react to the outcome of this assessment. The aim of this assignment is to critically analyse the assessment tools, models and approaches utilised in mental health practice. Furthermore, a consideration will be given to the limitations of the assessment practice such as the reliability of the assessment tools. To carry out this task, a fictitious individual will be used in this report. A number of possible ailment and presenting risk behaviours are listed then an eventual analytical procedure for the individual’s assessment will be explained.

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.

A psychological assessment is the venture of a capable experts, generally a psychologist, to operate the techniques and tools or materials of psychology to ascertain either common or unique facts about another person, either to notify others how they function now, or estimate their attitude,behavior and functioning in the future. The issue of assessment is generally diagnosis or classification. These are the movement of placing a person in a certainly or loosely characterized category of people. This leads to swiftly grasp what they are similar in general, and to evaluate the existence of other thematic features based upon people similar or likely to them. Case history data, clinical interview, psychological tests and behavioral observations

According to the textbook, personality and its many dynamics may be hypothesized, tried, and studied based on the LOTS acronym (Cervone & Pervin, 2013). This simplistic acronym describes four different types of tests psychologists use to study theories and obtain data. Each letter stands for a different method type used by professionals, all varying in their techniques, processes and the results that they provide. Every form of study has many different pros and cons, which is what scientists examine before choosing the most appropriate one to use for their specific study. They do so to obtain the most valid and reliable results, able to be legitimately replicated. The L stands for life record data, a process in which info is attained from

When it comes to objective tests, it is implied that they are accurate, precise, and resistant to biased influences. Scoring errors are another potential concern. In reviewing the projective test, it is determined by Meyer and Kurtz (2006) that one‘s personality will not shine through with force and clarity regardless of the medium, the presence of the client’s responses confuses the efforts to interpret the test scores, and that is what the psychologists are most interested in interpreting (Meyer & Kurtz, 2006)

The NEO PI-R is available for purchase at the publisher’s website, for individuals with a qualification level of S or B. A level S qualification requires that buyers have a degree, certificate, or license to practice in a health care profession, in addition to having the appropriate training and experience in ethical administration, scoring, and interpretation of clinical behavioral assessment measures (NEO PI-R™, 2012). A level B qualification is very similar to the level S qualification in that it requires a license or certification that required appropriate training and experience in the ethical and knowledgeable use of psychological tests, or a degree in psychology, counseling, or a related field, in addition to having completed coursework in test interpretation, psychometrics, measurement theory, and educational statistics with a passing grade (NEO PI-R™, 2012). This helps to ensure that the test is only handled by individuals who have the necessary knowledge to interpret the test without misinterpretation, which could have negative outcomes.

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.