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Introduction
A Personality test refers to a set of questions, designed in a manner such that they are able to identify a person’s personality traits or characteristics. These can be very valuable psychological tests for a workplace; whether it is to assess existing employees or hire new ones. (Personality Testing in workplace, 2008)
Using personality testing in workplaces is becoming increasingly common these days. An example of a commonly used personality test by private industries is the Myers-Briggs Type Indicator (MBTI). However, as compared to any psychological tests; using personality tests in a workplace may have both benefits as well as some negative concerns. (Personality Testing in workplace, 2008)
Benefits of using personality testing in a workplace
Some employers feel that by pre-testing the potential workers, they will be able to ensure that the right people are hired, hence avoiding any future problems that may arise in an industry. Problems associated with workers such as poor performers, or those who are inclined towards criminal activities can be avoided. (Eisenbraun, 2006)
Another advantage being that while other tests such as interviews may be highly subjective, making it difficult to compare data collected from one person to another; personality tests produce statistical data which can easily be tabulated and then compared. This makes it easier to identify the best person for the work from the lot. (Eisenbraun, 2006)
Disadvantages of using personality tests
On the other hand, it could the validity and reliability of the personality tests could be questioned. They may not serve the purpose for which they are created or they might fail to produce consistent data; hence producing biased results which can be misleading. (Eisenbraun, 2006)
Psychological testing in therapy
Psychological Tests refer to a series of questions and/or tasks designed to identify an individual’s thought and emotions in a structured manner (Apex Therapy Services, 2008). These tests are of numerous types: achievement, intelligence, occupational, personality, neuropsychological tests and so on. They are used for a variety of purposes such as in therapy (Psychological Assessment, 1997-2009).
Psychological tests can be used in therapy to identify for instance the level of depression a person may be in. However, I feel that these tests are not a valid source in areas such as psychotherapy. This is because they will not be able to provide the detailed data which an interview can. They will not be able to tell the therapist reasons behind why an issue exists, but just define on a scale of 1-10, where the issue lies. Also for areas such as therapy, an individual’s body language and tone of voice are key elements in identifying problems; these are not visible in psychological testing. (Psychological Testing | Psychological Assessment, 1997-2009)
Conclusion
Personality tests, if designed in a manner that they are not only reliable and valid, but also help identify the abilities of the person; skills and passion for work, could be of great use. This will allow the employer to identify those workers who not only meet the job criteria but would also help improve the efficiency of the industry. (Eisenbraun, 2006)
I feel psychological tests can be used in therapy as a reference; however a patient’s treatment must not completely depend on these; at least in the case of therapeutic treatment. These tests are more useful in fields such as academic counseling or workplace performances, where standardized data is required for comparative purposes.
Bibliography
Apex Therapy Services. (2008). Web.
Eisenbraun, G. A. (2006). The pros and Cons of Personality testing. Web.
Personality Testing in workplace. (2008). Web.
Psychological Testing | Psychological Assessment. (1997-2009). Web.
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