Example Of A Psychological Test

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.

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information attained from various sources like interviews, behavioural observations, reports, psychological tests and historical documents in order to attain a complete picture of a person’s state.

When dealing with psychological assessment you are dealing with people, and any time you are dealing with people you have to be mindful of the ethical concerns that come with whatever form of testing you are conducting. In the past there have been many legality issues concerning ethical violations, some were on accident and others were carried out to benefit someone other than the person being tested. Anyone in the psychological field has the responsibility to remain objective and conscientious of what they are putting a subject through during the time of testing. There are many ethical concerns that I will discuss throughout this paper, the main focus I am revolving

How will you receive feedback from other members? How might this be a challenge for you?

(Mental Health, n.d) I think the picture test is accurate. I like the test, I think it is somewhat close. It makes sense to have the person in the picture around the same age as the person taken the test. Many of the TAT drawings consist of sets of themes such as: success and failure, competition and jealousy, feeling about relationships, aggression, and sexuality. All things that everyone can relate too. It has extraordinary value in clinical assessment because it has no structure and pure projection. It provides an opportunity to the subject to come out with whatever is buried near the unconscious through writing a form of free association.

Self report is a type of psychological test in which a person fills out a survey or questionnaire. The purpose of this test is to find out the participants interests, values, behaviors, and traits or personality types. An example would be asking a participant about their feelings, attitudes, beliefs and so on.. Projective assessment is a type of personality test in which the individual offers responses to ambiguous scenes, words or images. An example of this would be looking at various pictures and determining any internal emotions stirred inside. This test designed to reveal hidden emotions and internal conflicts from inside the participant. Behavior assessment is a is a method used in the field of psychology to observe, describe, explain,

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).

His method of testing involved altering the mood of participants with a “test” of verbal abilities, and a subsequent attribution task to measure how affect influenced their perceptions. To alter participants’ moods, a sentence-completion test was used. The average completion score was at nineteen sentences, while the minimum completed by all was fourteen sentences. The “happy” group was told that answering seven to thirteen correctly was “average” and thirteen or higher constituted an “above average” score. The “sad” group was told that “average” was twenty-seven to thirty correct answers, meaning that they were below average. The control group was thanked and told that their answers would help refine the test and were dismissed.

The test was based on Carl Jung’s and Isabel Briggs- Myers’ typological approach to personality. The test characterizes ones personality into one of the sixteen types, depending on “preference or general attitude” of the test taker towards “extraverted vs. introverted,” “sensing vs. intuition,” “thinking vs. feeling,” and “judging vs. perceiving.” I decided to take this test because of the close tie it had to our text, considering its based on Jung and Isabel Briggs Myers, and also because I had taken a similar test a while back and wanted to see if I would “score” the same personality, which I

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

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 Thematic Apperception Test is a projective personality test. The idea behind the technique is that the subjects ' responses, in the narratives they construct about ambiguous pictures of people, reveal their subconscious motives, concerns, and the way they interpret the social world. The TAT was described by Murray as “a method of revealing to the trained interpreter some of the dominant drives, emotions, sentiments, complexes and conflicts of a personality" (Murray, 1935, p.132).

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.