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Personality Test II
Personality Test II Name Course Name and Number Instructor’s name Date submitted
AbstractExtensive research as well as thought, has gone into the subject matter of the development of personality tests. The development of personality tests is usually an iterative process whereby the test is gradually refined. Personality Test development can advance on statistical or theoretical grounds. Table of Contents
TOC o “1-3” h z u Abstract PAGEREF _Toc314144251 h 2Introduction PAGEREF _Toc314144252 h 4Experience in Using the Two Personality Tests PAGEREF _Toc314144253 h 4The Difference between Tests Used By Psychologists PAGEREF _Toc314144254 h 4Importance of Empirical Evidence, Validity and Reliability PAGEREF _Toc314144255 h 5Importance of Empirical Evidence PAGEREF _Toc314144256 h 5Importance Validity and Reliability PAGEREF _Toc314144257 h 6Conclusion PAGEREF _Toc314144258 h 6
IntroductionA personality test refers to a standardized instrument or a questionnaire designed to disclose various aspects of a person’s psychological makeup or character. The original personality tests were generated in the early 20th century. They were projected to simplify the process of recruitment of personnel particularly in the selection process. A broad range of personality tests are employed in contemporary times. These include the Jung typology test, and the Barnum personality inventory among others. At present, personality tests are employed in a variety of contexts, including relationship and individual counseling, personnel selection, personnel development, as well as in career planning. The most common type of personality tests is the self-report inventory. This entails the administration of several questions or items to participants. The participants answer the questions by ranking the degree to which every item portrays their behavior.
Experience in Using the Two Personality TestsThe two tests may not really depict the authentic character of a person, but they are suitable means of generating a sense of self confidence ion an individual. However, in relation to the validity of the results, the issue may be debatable in the sense that there is no right or wrong answer.
The Difference between Tests Used By PsychologistsPsychology tests are typically created with standardized items that are based on a psychological theory and compared to an existing edition of the statistical and diagnostic manual. This means that test is executed to relate the possibility that the items are connected with the personality characteristics. They are intended to compute through statistical as well as, scientific methodological processes of validity and reliability. Horoscopes and several other popular tests do not undergo similar meticulous scientific procedures. These meticulous scientific procedures guarantee that the items in reality gauge the characteristics they allege to measure. Personality tests that are on sale are not as valid as personally administered psychological tests since there is no interaction and autonomous verification of the individual taking the test. Psychological tests are administered with an individual discussion in order to establish if there may be other factors that ought to be considered in deducing the test. These interactions enhance the possibility of the validity as well as reliability of the entire evaluation.
Importance of Empirical Evidence, Validity and ReliabilityImportance of Empirical EvidenceEmpirical evidence is imperative for any empirical science. Initially, psychology theories originated from introspection and usually, received diminutive support on the basis of the limitations of introspection. Unforeseen results from empirical studies create the most interesting theories. Psychology as a science bears many significant social implications. For example, related to the most appropriate way to select personnel, how to assist persons who have mental health issues, assisting people in improving how they learn as well as make decisions. The only approach to test psychological theories is through empirical studies. If the result replicates and sustains a theory, then this provides grounds to believe the theory.
Importance Validity and ReliabilityThe contemporary perspective in regard to validity and reliability states that, there should be psychological theory as well as empirical evidence that support a particular explication of test scores. Validity, of personality tests may be measured in several research studies and may be evaluated in two major ways. These include criterion-related validity and content validity. In addition, meta-analysis may as well be utilized to comprehend the personality tests’ validity. Although the majority of personality tests consist of instructions that appeal to respondents to reply candidly, they may prefer not to adhere to these instructions. An imperative facet of validity is that, the legitimacy of a test’s construal is based on theory and evidence. Contemporary perspectives on validity accentuate the significance of grounding the construal and utilization of a test in a justifiable psychological theory.
ConclusionTechnically speaking, judging a personality test as invalid or valid would be misleading. It is imperative that the interpretations as well as, actions are the basis on which the test scores are taken. This is what should be form the basis for validity of a personality test. Personality tests in the opinion of this paper are a sure way of building a sense of self confidence in people.
Personality Survey-Reliability and Validity
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Personality Survey-Reliability and Validity
After taking the personality survey, the dimension I feel the assessment was most accurate was neuroticism, while extraversion was the least accurate. The survey ranked my neuroticism as high, which is an indication that I quickly get upset by even things that people consider normal demands of living. Essentially, the survey arrived at the decision that most people find me emotional and sensitive, and I could not agree more. I have been told this by many people, including people I have just met. Note worthy, I feel the results about my extraversion being average do not represent an accurate picture of my personality. I consider myself more of an introvert and loner and dislike chit-chat. I definitely enjoy spending time with myself rather than others.
Test-resting and alternate methods are two methods I would employ in going about reliability. Test-retest method is all about taking the test twice to determine if there will be correlating test scores. I would wait a while before administering the test to make it harder for the participant to remember the answers to their previous test. The alternate method will use parallel tests to determine reliability. In this case, I would have the survey get filled out using two Forms, A and B. For maximum effectiveness, these tests will be administered one following the other. As regards validity, one of the methods that would be used to estimate it is cross-validation method. Here, the survey would be taken by a different group with the goal of assessing the survey’s usefulness. Moreover, the correlation coefficient method can be used to evaluate validity. In this case, a newly constructed test would be administered, and its score correlated with those of criterion scores. The correlation coefficient would show the test’s extent of validity index.
Steps in Strategic Planning
STRATEGIC PLANNING
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Strategic planning is a process of setting priorities, making decisions, directing resources and outlining strategies in an organization. The strategies are executed by a strategic planner who also involves other parties and relies on research sources to get information about the organisation and its environment. Strategic planning will determined whether an organisation will succeed and the actions they are going to take. A strategic plan is meant to communicate the goal of the organisation and what action to take in order to achieve the goals. The important thing about strategic planning is that it helps the management to focus on the ultimate objectives.
Basic Steps in the Planning Process
The first step in planning is getting ready for a strategic plan. Determine whether the organisation is ready for a strategic plan. The leadership of the organisation should be committed to the goals of the organization. In order for an organisation to be ready they should be able to identify the issue to be address, clearly define roles, come up with a committee that will plan and find a way to collect the necessary information needed (Bryson, J. M. 2011).
The second step focus on where the company should be heading. Clearly set out the mission and vision of the organisation. A mission communicates the importance of the organisation. The essence of a mission is to communicate the purpose, business and the values of the organisation (Bryson, J. M. 2011). The mission and vision of the organisation is a form of commitment as to why it exists and what they do.
In step three define the objective that the organisation should achieve. The important action is to assess the strengths, weaknesses, opportunities and threats to an organisation. This information is meant to show the critical issues affecting the organisation. The planning committee should come up with critical issues that need to be looked into. The information gathered should be accurate in order to help them make decisions on the critical issues.
In the fourth step the idea is to create goals, objectives and strategies. The organisation should come up with strategies for the critical issues identified. A lot of discussion and information is needed here. The planners should come up with the goals, strategies and objectives with the idea of the mission and vision in mind in response to the critical issues being experienced in the organisation.
In the final step, it involved putting the whole process down in paper. After it has been written it will be taken to other parties for review. The members will consult with each other to see whether the plan will yield to success (Bryson, J. M. 2011). Members can raise any question or issue; the document can be revised to ensure it meets the goals and objectives. When everyone is satisfied the strategic plan can now be implemented.
Steps in Decision Making Process
First identify the problem that needs to be solved. In order to come up with a solution a decision must be made (Garvin, D. A. 2012). For example a supervisor might realise most employees are exhausted during working hour, hence level of productivity has gone down.
The second step is to gather information, in order to make a decision it’s important to have all the relevant information (Garvin, D. A. 2012). It’s important to find the best and relevant source of information. In the case of the example used the supervisor will gather information from the employees and also carry out their own investigation to determine why the employees seem exhausted.
In the third step analyse the situation and come up with alternative solutions. After all the information has been gathered it’s possible to come up with more than one alternative for the problem. Make a list of desirable solutions after brainstorming all the relevant information.
The fourth steps choose an alternative to the problem. After going through all the solutions outlined, pick one that is mostly to succeed, gather more information if it’s necessary. Seek second opinion to get the views of others. A second opinion might give you a new perspective to the solution (Garvin, D. A. 2012).
In the fifth step implement a decision, after thorough consideration go with the best solution and implement it without trying to second guess your decision. Ensure that everyone is aware of the decision and they are on the board with the plans put forward.
Lastly monitor the implementation of the plan and evaluate if it’s working well. If it’s working well ensure that everyone is adapting well to the decision and if it’s not working change to another potential solution.
Personal attributes can influence the process of decision making for example past experience. Previous decisions made in the past mainly influence the future. If the manager made a decision and the outcome was positive they are likely to reason in a similar way, if they outcome was negative they will avoid that line of solution (Garvin, D. A. 2012). Another attribute that influence decision is cognitive biases. Example of cognitive bias is generalisation which may lead to poor judgement, illogical thinking and faulty memory. Cognitive biases influence people to rely on the previous knowledge and disregard the information they have. This will influence poor decision making. Individual differences such as age, socio-economic and cognitive abilities are also factors that influence decision making process. Cognitive performance decline with age, older people tend to prefer few choices as compared to younger individuals. (Krajewski, et al 2012).
In evaluating a strategy we look at whether the plan is suitable for the organisation. The strategies should identify and solve the key issues in the organisation. Suitability assesses the rationale of the strategy, if the strategy is good and likely to be a success it can be implemented. By assessing the strengths, weaknesses, opportunities and threat of an organisation they should be able to have a plan that will improve the quality of service offered. By ceasing the available opportunities in the external environment they should be able to improve on productivity and profits. A suitable strategy will merge with the mission and vision of the organisation. A suitable strategic plan should be able to work to the advantage of the organisation (Krajewski, et al 2012).
The feasibility of a plan mainly depends on whether the organisation has the resources to implement the plan, by resources I mean market access, time, personnel and funds. These resources will determine whether the plan will be carried out or not. For example if the plan requires experts in IT and they are not available it means the plan will not be executed as intended. A breakdown of the strategic plan will allow the organisation to know how feasible their plan is. If the input is in check, it is then used to generate an output. If the plan is feasible then the output will generate good quality, high profits and high productivity.
Acceptability is all about meeting the expectation of the organisation and the customers. The organisation should be aware of the strategic plan and the risk involved. The plans put in place should provide expected returns. The employees are mainly concerned with the non-financial aspect hence they should strive to work hard to meet the expectations of the organisations. If every member of the organisation is put on board with the plans of the organisations they should strive to achieve nothing less of the intended.
In conclusion strategic planning is critical for the success of any organisation. Strategic planning is first approach to problem solving and it should be done at the appropriate time and with the right task force.
References
Bryson, J. M. (2011). Strategic planning for public and non-profit organizations: A guide to strengthening and sustaining organizational achievement (Vol. 1). John Wiley & Sons.
Garvin, D. A. (2012). The processes of organization and management. Sloan management review, 39.
Krajewski, L. J., Ritzman, L. P., & Malhotra, M. K. (2012). Operations management. Pearson Education Limited.