Psychological and Personality Assessments

Over the weekend I was working in Evolv on a client Biopsychosocial Assessment , and I accidentally used Biopsychosocial Assessment RTF. After realizing my error I corrected it and used the Biopsychosocial Assessment RTF V.2, however there are now two assessments in Evolv for the same client. Can you please assist me with deleting the incorrect assessment.

As I arrive into the office the receptionist informs me that my new client has arrived. I greet him and ask him to follow me. In the office I introduce myself and ask him how he is doing today. He seems to have a positive outlook on things. I inform him that his visit today will take no more than an hour. First and foremost I have him read and sign off the consent form. Next I inform the client about privacy and confidentially. I also let him know it is okay to stop me and ask any questions. Lastly, although he has allowed his previous therapist to share his chart with me, I confirm with him once again if it is okay for me to take a look. The client agrees and I begin to conduct his assessment.

The trainings will aid adjudicate conflict that might come up in the office. Administrations are seeking disabilities, helplessness, and sureness from each possible nominee for the job. A report puts up data on administrations and how the use of personality testing is utilitarian in the employing procedure. The agreement is a direct link in an individual's behavior which will affect a person’s functioning on the job. The personality testing gives the employer a brainstorm of the individual. The employer can ascertain if the person is moral, idle, effusive friendly or uncongenial, broad-minded, adjunct, or empathic. Then this fact is break into classes to value the personality of the individual. “The big five” which, dwell of conscientiousness, agreeability, openness, neurosis, and extraversion, this is one of the classes accustomed assist employers make a employing decision (K. Lerner, 2008, p. 3532). By carrying a personality test, Cynthia has a nature admiring kind and appease person, living for the moment, and loves fresh experiences. The personality test as well advises dissimilar case of utilization that would best fit Cynthia’s profile. Making life pleasurable for other people, fashionable however advanced these were few of the indicators of Cynthia’s personality.

The Beck Depression Inventory is a testing tool which is used to evaluate the continuation and severity of the symptoms of depression, as recorded in the DSM-IV-TR (American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders, 2000). The test includes questions which asses the symptoms of serious depression, which may possibly call for hospitalization. The latest revised edition replaces the BDI and the BDI-1A, which includes items intending to indicate symptoms of severe depression, which may require hospitalization. Items include been distorted to specify increases or decreases in sleep and appetite. The most important purpose of the new version of the BDI was

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

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.

This is a developmental and biopsychosocial assessment of a three year old little girl. The assessment is gathering complete information from the Ages and Stages Questionnaires (ASQ) during an interview with the child and parent present. The ASQ evaluates communication, gross motor, fine motor, problem solving, and personal social development. The assessment includes development and clinical recommendations based upon outcome. The assessment identifies a strength and barrier in the child's life within the three dimensions and how this influences this writers development and clinical recommendations. This assessment discuss how the age of the child potentially influence the child's adaptation to any change or family transition and insight

According to NCBI (2009), “the assessment interview is the beginning of the therapeutic relationship and helps set the tone for treatment”. As suggested by NCBI (2009), “the interviewer should explain the reason for and role of a psychosocial history”. This was a very important in the case of Virginia whom has never received counseling services before. The intern selected the Biopsychosocial Assessment which allowed for incorporating the tool’s questions into an easy conversation, while gathering pertinent info needed to assist the client in future sessions.

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

The Keirsey Temperament Sorter-II is an instrument to determine an individual’s personality traits. Each of us has different personalities. Those personalities that we acquired through our parents, guardians or that we learned ourselves. To understand another individual, we have to understand ourselves first. The Keirsey Temperament Sorter-II provides a better understanding for each temperament or characteristic of a person and how an individual interacts with other personality types. Having this tool can help an individual to make a better choice in life, especially in a workplace where there are so many types of diverse groups.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

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.”

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