Download - Socail and Industrial Psyshology
-
7/31/2019 Socail and Industrial Psyshology
1/121
5/28/12
Unit -1Social
Psychology
-
7/31/2019 Socail and Industrial Psyshology
2/121
5/28/12
Social Psychology
Social psychology is the scientific
study of how people's thoughts,feelings, and behaviors areinfluenced by the actual, imagined,
or implied presence of others. Bythis definition, scientific refers to theempirical method of investigation.
The terms thoughts, feelings, andbehaviors include all psychologicalvariables that are measurable in ahuman being. The statement that
others' presence may be imagined or
-
7/31/2019 Socail and Industrial Psyshology
3/121
5/28/12
Social psychologists typically explainhuman behavior as a result of the
interaction of mental states andimmediate social situations. In KurtLewin's conceptual formula, behavior(B) can be viewed as a function (f) ofthe person (P) in the environment(E), B = f(P, E). In general, socialpsychologists have a preference for
laboratory-based, empirical findings.Social psychology theories tend to bespecific and focused, rather than
global and general.
-
7/31/2019 Socail and Industrial Psyshology
4/121
-
7/31/2019 Socail and Industrial Psyshology
5/121
5/28/12
here ought to be as many religiouscreeds as there are human beings;
but we find people ranged under afew great religions. It is the same inrespect to dress, diet, pastimes, ormoral ideas. The individuality eachhas received from the hand of natureis largely effaced, and we find peoplegathered into great planes of
uniformity. In shifting attention from the
agreements in which men rest, such
as languages, religions, and cultures,
-
7/31/2019 Socail and Industrial Psyshology
6/121
5/28/12
Background Social Psychology
The discipline of social psychology
began in the United States at thedawn of the 20th century. The firstpublished study in this area was an
experiment in 1898 by NormanTriplett on the phenomenon of socialfacilitation. During the 1930s, manyGestalt psychologists, most notablyKurt Lewin, fled to the United Statesfrom Nazi Germany. They wereinstrumental in developing the field
as something separate from the
-
7/31/2019 Socail and Industrial Psyshology
7/121
5/28/12
During World War II, socialpsychologists studied persuasion and
propaganda for the U.S. military.After the war, researchers becameinterested in a variety of socialproblems, including gender issuesand racial prejudice. Most notable,revealing, and contentious of themall were the Stanley Milgram shock
experiments on obedience toauthority. In the sixties, there wasgrowing interest in new topics, such
as cognitive dissonance, bystander
-
7/31/2019 Socail and Industrial Psyshology
8/121
5/28/12
Unit -2Social
Perception
-
7/31/2019 Socail and Industrial Psyshology
9/121
5/28/12
Social Perception
Social perception is, in psychologyand other cognitive sciences, thatpart of perception that allows peopleto understand the individuals and
groups of their social world, and thusan element of social cognition.
It allows people to determine how
others affect their personal lives.While social perceptions can beflawed, they help people to form
impressions of others by making the
-
7/31/2019 Socail and Industrial Psyshology
10/121
5/28/12
Non-verbal Communication
Nonverbal communication is usually
understood as the process ofcommunication through sending andreceiving wordless (mostly visual)
messages between people. Messagescan be communicated throughgestures and touch, by body languageor posture, by facial expression andeye contact. Nonverbal messagescould also be communicated throughmaterial exponential; meaning, objects
or artifacts(such as clothing, hairstyles
-
7/31/2019 Socail and Industrial Psyshology
11/121
5/28/12
Likewise, written texts have nonverbalelements such as handwriting style,
spatial arrangement of words, or thephysical layout of a page. However,much of the study of nonverbalcommunication has focused on face-to-face interaction, where it can beclassified into three principal areas:environmental conditions where
communication takes place, physicalcharacteristics of the communicators,and behaviors of communicators
during interaction.
-
7/31/2019 Socail and Industrial Psyshology
12/121
5/28/12
Theories of Attribution
Actor-Observer Difference: we see
others' behavior caused bydisposition, ours by situation.
Attribution Theory: we need to
attribute cause, that supports ourego.
Clustering Illusion: Seeing patterns
where there are none. Correspondence Bias: We over-
estimate dispositional factors over
situational factors.
-
7/31/2019 Socail and Industrial Psyshology
13/121
5/28/12
Locus of Control: Control lies withinme or is external.
Out-Group Homogeneity: we seeout-group people as 'all the same'.
Over justification Effect: we attribute
too externally for some events. Perceptual Salience: we over-
estimate important of available
information. Positivity Effect: we make situational
attribution for those we like.
The Pratfall Effect: Bein clums
-
7/31/2019 Socail and Industrial Psyshology
14/121
5/28/12
Impression Formation andImpression Management
Impression formation is theprocess through which we formimpression of others. When we meet
others for the first time, we dontpay equal attention to all kind ofinformation/trait about them. Ratherwe focus on the certain kinds ofinformation which we view as beingmost useful.In order to form a lasting impression,
we must enter various kinds of
-
7/31/2019 Socail and Industrial Psyshology
15/121
5/28/12
Cognitive perspective on impressionmanagement has provided many
valuable insights. Research suggestthat although we seem to formimpressions of others in a rapid andseemingly effortless manner, theseimpressions emerge out of operationof cognitive processes relating tostorage, recall and integration of
social information.
-
7/31/2019 Socail and Industrial Psyshology
16/121
-
7/31/2019 Socail and Industrial Psyshology
17/121
5/28/12
Self enhancement
Includes efforts
to increase their physical appearancethrough dress style, personalgrooming and various uses of props.
Additional self enhancement tacticsincludes describing oneself inpositive terms.
Other Enhancement Individuals use many
different tactics to induce positive
moods and reaction in others.
-
7/31/2019 Socail and Industrial Psyshology
18/121
5/28/12
Unit -3Social Identity and Social
Influence
-
7/31/2019 Socail and Industrial Psyshology
19/121
5/28/12
Self Concept
-
7/31/2019 Socail and Industrial Psyshology
20/121
5/28/12
In the Youth Voice programme, wehave talked with many young people
about their SELF-CONCEPT and findthat it is a very complicated subject.So we've tried to work out an easyway of talking about it using whatwe've discovered from the YouthVoice members.
-
7/31/2019 Socail and Industrial Psyshology
21/121
5/28/12
We use the wordsSELF-CONCEPTto mean your own view of
yourself and it can include: How you see yourself
Your thoughts about yourself
Your beliefs about yourself
How you feel about yourself
It can include positive thingsand it is your own personalview!
What makes up our self-concept?
-
7/31/2019 Socail and Industrial Psyshology
22/121
5/28/12
What I look like, what clothes I wear.
How well I get on with other people,
How people seem to like me. How I rate myself against what I see
in other people or what I see in the
media What other people tell me they think
about me
What I think others think about me
How well I feel, and that can be in myhead or my body.
-
7/31/2019 Socail and Industrial Psyshology
23/121
5/28/12
Self Esteem
The word 'esteem' comes from a
Latin word that means 'to estimate'.So, self-esteem is how you estimate,or regard, yourself.
And how do you estimate, or regard,yourself?
Try asking yourself these questions.
Do I like myself?
Do I think I'm a good human being?
Am I someone deserving of love?
-
7/31/2019 Socail and Industrial Psyshology
24/121
5/28/12
Self esteem is your opinion ofyourself. High self esteem is a good
opinion of yourself and low selfesteem is a bad opinion of yourself.
Your self esteem depends on manyquestions:
Is your job worthwhile? Do othersrespect what you do? Do you?
Do you believe you are successful?
-
7/31/2019 Socail and Industrial Psyshology
25/121
5/28/12
Are you comparing yourself to othersand ignoring the unique value that
you have?
What do you think of your social
status?
How do you relate to others?
Can you make your own decisions? Alack of choices leads to low self
esteem.
-
7/31/2019 Socail and Industrial Psyshology
26/121
5/28/12
Self esteem is crucial and is acornerstone of a positive attitude
towards living.
It is very important because it affectshow you think, act and even how yourelate to other people. It allows youto live life to your potential. Low selfesteem means poor confidence and
that also causes negative thoughtswhich means that you are likely togive up easily rather than face
challenges. In addition, it has a direct
-
7/31/2019 Socail and Industrial Psyshology
27/121
5/28/12
Self Efficacy
Self-efficacy is the degree to which a
person believes that he or she canattain a goal. It is a frequentlymisunderstood but very important
part of learning theory. It is also animportant part of treatment forphobias and other mental healthdisorders, as a high degree of self-efficacy correlates with a higherchance for treatment success.
In phobia treatment, self-efficacy isthe degree to which the sufferer
-
7/31/2019 Socail and Industrial Psyshology
28/121
5/28/12
Self-efficacy is different than self-esteem, which is a general regard for
ones overall worth. Someone withvery high self-esteem may have lowself-efficacy toward a specificsituation, such as the ability tocomplete a marathon. The belief thatone is able to solve problems andmeet goals helps raise self-esteem.
Still, the two concepts are separateand should be understood as such.
Examples: Mike knew without a
doubt that he could beat his spider
-
7/31/2019 Socail and Industrial Psyshology
29/121
5/28/12
Self Monitoring and SelfFocusing
Self-monitoring is a theory thatdeals with the phenomena ofexpressive controls. Human beings
generally differ in substantial ways intheir abilities and desires to engagein expressive controls (see
dramaturgy). People concerned withtheir expressive self-presentation(see impression management) tendto closely monitor themselves inorder to ensure a ro riate or
-
7/31/2019 Socail and Industrial Psyshology
30/121
5/28/12
Conversely, low self-monitors do notparticipate, to the same degree, in
expressive control and do not sharesimilar concern for situationalappropriateness. Low self-monitorstend to exhibit expressive controlscongruent with their own internalstates; i.e. beliefs, attitudes, anddispositions regardless of social
circumstance. Low self-monitors areoften less observant of social contextand consider expressing a self-
presentation dissimilar from their
-
7/31/2019 Socail and Industrial Psyshology
31/121
5/28/12
Self Focusing
Self-focusing is a non-linear optical
process induced by the change inrefractive index of materials exposedto intense electromagnetic radiation.
A medium whose refractive indexincreases with the electric fieldintensity acts as a focusing lens foran electromagnetic wavecharacterized by an initial transverseintensity gradient, as in a laserbeam. The peak intensity of the self-
focused region keeps increasing as
-
7/31/2019 Socail and Industrial Psyshology
32/121
5/28/12
Conformity
Conformity is the act of matching
attitudes, beliefs, and behaviors towhat individuals perceive as normalto their society or social group. This
influence occurs in small groupsand/or society as a whole, and mayresult from subtle unconsciousinfluences, or direct and overt socialpressure. Conformity can occur in thepresence of others, or when anindividual is alone. For example,
people tend to follow social norms
-
7/31/2019 Socail and Industrial Psyshology
33/121
5/28/12
CONFORMITY
- necessary to social interaction-
being on time -following laws-conforming to styles- look at oldphotos
- mob behaviour- Jonestown 900 died( obedience)
Public Compliance- when the group is
there we follow vs when alone Private Compliance -if the group
influences us to convert then we
have Private Compliance, more often
-
7/31/2019 Socail and Industrial Psyshology
34/121
5/28/12
feelings of inferiority- less need to beaffiliated and less of tendency to
blame self Individual and minoritywith cause can influence- Gandhi,Martin Luther King JR
1. Private Conformity/Acceptance:
change of beliefs that occurs when aperson privately accepts the position
taken by others
1. Public Conformity/Compliance:
superficial change in overt behavior,without a corres ondin chan e of
-
7/31/2019 Socail and Industrial Psyshology
35/121
5/28/12
Compliance and Obedience
COMPLIANCE
The concept of compliance is similarto conformity, yet slightly different.For compliance to occur within
groups, one must adapt his/heractions to another's wishes or rules.A person that conforms must have a
disposition that allows him/her toyield to others. Requests for andacts of compliance occur ineveryone's lives. Simply askingsomeone to perform a task is a
-
7/31/2019 Socail and Industrial Psyshology
36/121
5/28/12
The person requesting theperformance of the task is not
necessarily attempting to change theother's beliefs, but simply needs orwants the task to be performed.
This notion is what sets conformityand compliance apart. The centralaspect of conformity is that theperson being influenced by the group
change his/her attitudes and/orbeliefs while the main point ofcompliance is the achievement of
some specified task
-
7/31/2019 Socail and Industrial Psyshology
37/121
5/28/12
OBEDIENCE --Stanley Milgram - notso much the kind of of person but the
situation that determines how personwill act
-66% of subjects would continue
shock to other subject even thoughdangerous-solely on prompt fromexperimenter.
Gas chambers were built, deathcamps were guarded, daily quotas ofcorpses were produced with thesame efficiency as the manufactureof appliances. Theses inhuman
-
7/31/2019 Socail and Industrial Psyshology
38/121
5/28/12
Original study: No vocal response
After 300-volts pounding to the wall. After 315 no response.
Results: 65% full obedience.
Average shock level: Switch 27 (410volts).
-
7/31/2019 Socail and Industrial Psyshology
39/121
5/28/12
Unit - 4Industrial
Psychology:
-
7/31/2019 Socail and Industrial Psyshology
40/121
5/28/12
Industrial Psychology
Industrial psychology is a relatively
new branch of psychology that wascreated for corporations andorganizations that needed more
structure. Industrial psychology isable to provide this structure byevaluating employee behavior for thegood of the company. It is oftenreferred to as organizational
psychologybecause of its emphasison analyzing individuals who work for
various organizations.
http://www.wisegeek.com/what-is-psychology.htmhttp://www.wisegeek.com/what-is-psychology.htm -
7/31/2019 Socail and Industrial Psyshology
41/121
5/28/12
Essentially, industrial psychologistsstudy the behavior of employees in a
work setting. Although industrialpsychology didn't begin until the1920's, the discipline has evolvedrapidly and revolutionized theworkplace within the last century.Because the workplace is a socialsystem, the application of industrial
psychology is useful inunderstanding its complexity.
-
7/31/2019 Socail and Industrial Psyshology
42/121
5/28/12
For years, psychologists have studiedhow human beings have interacted
with their environments and eachother, but industrial psychologybegins to evaluate the interactionbetween people and their jobs.Industrial psychologists can be usedto improve job satisfaction as well ascompany productivity and is
becoming vital to the success ofmany organizations.
-
7/31/2019 Socail and Industrial Psyshology
43/121
5/28/12
Concept of Industrial Psychology
Industrial Psychology is the
application of psychologicalprinciples and facts to the behaviorof the people at work in industry and
business. One important thing of thispsychological principle is thatbasically they govern the behavior ofall the human beings in any situationin life whether in school, home or inbusiness and industry.
Causation of Behavior
-
7/31/2019 Socail and Industrial Psyshology
44/121
5/28/12
Causation of Behavior
The first principle of psychology is
that all the activities of humanbeings are not random but arealways brought about by some
stimulating factors or conditions thatmake a person to behave in a certainfashion. In industrial situations, manysuch behaviors like absenteeism
among workers, low figures ofproduction, or a poorly running salesdepartment or industrial tensions
which often erupt in strikes or
-
7/31/2019 Socail and Industrial Psyshology
45/121
5/28/12
Individual differences
Individual differences both in
physical and psychologicalcharacteristics of the individuals fromthe very basis of industrial
psychology The basic aspects inwhich individuals may vary broadlyare:
Differences in PhysicalCharacteristics The basic aspects inwhich individuals may vary broadlyare
-
7/31/2019 Socail and Industrial Psyshology
46/121
5/28/12
Learning
Learning has been defined in
psychology a relatively permanentchange in behavior which occurs as aresult of experience or practice The
characteristic of learning are:1.It is achange in behavior for better orworse. If there is no change inbehavior there is no learning.
2.Learning is the effect of experienceor practice.3.The change broughtabout by learning may last for
sometime and may not be transitory
-
7/31/2019 Socail and Industrial Psyshology
47/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
48/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
49/121
5/28/12
Interviews
Last from a few minutes to a few
hours. It is a 2-way process: it provides a
situation for the evaluation of a
candidates suitability foremployment, but it also offers theopportunity for the candidates to
determine whether the company andthe job are right for them.
The impression you make during an
interview will be a decisive factor in
-
7/31/2019 Socail and Industrial Psyshology
50/121
5/28/12
Research has shown thatinterviewers assessments of job
applicants often are influenced moreby their subjective impression of theapplicants than by such factors aswork history, academic qualifications
or extracurricular activities. Personalqualities such as perceivedattractiveness, likability and skill at
self-promotion are the key factors inthe interviewers hiringrecommendations.
-
7/31/2019 Socail and Industrial Psyshology
51/121
5/28/12
Impression management: actingdeliberately to make a good
impression, to present oneself inthe most favorable way.
Applicants usually take 2approaches: ingratiation and self-promotion.
Ingratiation refers to behaviorsthat attempt to persuade theinterviewer to like you.
Self-promotion tactics include
d i i i i
-
7/31/2019 Socail and Industrial Psyshology
52/121
5/28/12
Unstructured interviews: interviewsin which the format and questions
asked are left to the discretion of theinterviewers.
Structured interviews: interviews that
use a predetermined list of questionsthat are asked of every person whoapplies for a particular job.
Situational interviews: interviewsthat focus not on personalcharacteristics or work experiencebut on the behaviors needed for
successful job performance.
li i l k d
-
7/31/2019 Socail and Industrial Psyshology
53/121
5/28/12
Application Blanks andBiographical Inventories
Biographical inventories (orbiographical information blank): anemployee selection technique
covering an applicants pastbehavior, attitudes, preferences andvalues. These questions are longer
and more extensive than standardapplication blanks.
How often have other students
come to you for advice? How often
(V l i i d f )
-
7/31/2019 Socail and Industrial Psyshology
54/121
5/28/12
(Values, opinions and preferences)Which one of the following seems
most important to you? A pleasant home and family life
A challenging and exciting job
Getting ahead in the world Being active and accepted in
community affairs
Making the most to your particularability
A i t lid t th it h
-
7/31/2019 Socail and Industrial Psyshology
55/121
5/28/12
Again to validate the items, each oneis correlated with a measure of job
performance. They have highpredictive value.
A study involving 2,535 US Army
recruits found that many of the itemsasked on a biographical inventorycould be grouped into 4 personalityfactors: rugged/outdoors, solidcitizen, team sports/grouporientation, andintellectual/achievement orientation.
The individual responses or scores on
I t d f 1 523 ll
-
7/31/2019 Socail and Industrial Psyshology
56/121
5/28/12
In a study of 1,523 collegegraduates, their responses on a
biographical inventory taken as first-year college students proved to bevalid predictors of occupationalstatus 16 to 21 years later. The data
of greatest predictive value includedacademic achievement, scientificinterests, popularity and social
activity (Snell, Stokes, Sands &McBride, 1994). Faking occurs whenapplicants deliberately distort theirresponses by giving answers they
R f d B k d
-
7/31/2019 Socail and Industrial Psyshology
57/121
5/28/12
References and BackgroundInvestigations
References When you are jobsearching, expect to having yourreferences checked by prospective
employers. Here's what you need toknow about reference checks,including the reference checkquestions your previous employers
will be asked, what employers candisclose, and information on moredetailed background and credit
checks for employment.
B k d I ti ti
-
7/31/2019 Socail and Industrial Psyshology
58/121
5/28/12
Background Investigations
A background checkor
background investigation is theprocess of looking up and compilingcriminal records, commercial records
and financial records (in certaininstances such as employmentscreening) of an individual.
Background checks are oftenrequested by employers on jobcandidates, especially on candidatesseeking a position that requires high
security or a position of trust, such as
Th h k t diti ll
-
7/31/2019 Socail and Industrial Psyshology
59/121
5/28/12
These checks are traditionallyadministered by a government agency
for a nominal fee, but can also beadministered by private companies.Results of a background checktypically include past employment
verification, credit score, and criminalhistory.
These checks are often used by
employers as a means of objectivelyevaluating a job candidate'squalifications, character, fitness, and
to identify potential hiring risks for
E l t R f
-
7/31/2019 Socail and Industrial Psyshology
60/121
5/28/12
1. Employment References
2. Character Reference Check
3. Gaps in employment history
4. Identity and Address Verification -whether the applicant is who he orshe claims to be. Generally includesverification of the candidatespresent and previous addresses.
Can include a money laundering,identity and terrorist check and oneto verify the validity of passports.
5. Whether an applicant holds a
-
7/31/2019 Socail and Industrial Psyshology
61/121
5/28/12
Unit - 5Psychological
Testing
Psychological Testing
-
7/31/2019 Socail and Industrial Psyshology
62/121
5/28/12
Psychological Testing
Psychological testing is a field
characterized by the use of samplesof behavior in order to assesspsychological construct(s), such as
cognitive and emotional functioning,about a given individual. Thetechnical term for the science behindpsychological testing is
psychometrics. By samples ofbehavior, one means observations ofan individual performing tasks that
have usually been prescribed
Interpreting Tests
-
7/31/2019 Socail and Industrial Psyshology
63/121
5/28/12
Interpreting Tests
There is a lot of room for error when
it comes to making inferences abouta potential employee based on apsychological test. Even though
many companies spend millions ofdollars on testing instruments andproperly use them with the help of atrained psychologist, some
companies may not have the moneyor resources available. It is this lackof training on a company's or human
resources' part that could lead to
Locating Tests
-
7/31/2019 Socail and Industrial Psyshology
64/121
5/28/12
Locating Tests
Many test publishers make their tests
available in kits or packets thatinclude all the resources needed toadminister, score and interpret a
psychological test for employeescreening purposes.
Screening tests can be found in the
Mental Measurements Yearbook,which is the primary testingreference book in the industry.Commercially available psychological
tests can also be found and
-
7/31/2019 Socail and Industrial Psyshology
65/121
Development of Tests
-
7/31/2019 Socail and Industrial Psyshology
66/121
5/28/12
Development of Tests
Deciding the objectives
Analyzing the job Choosing the tests
Administering the testsTest Scores and criteria
Cross Validating and Revalidating
Analyzing Results
Deciding the objectives
-
7/31/2019 Socail and Industrial Psyshology
67/121
5/28/12
Deciding the objectives
The first step in establishing or
developing a test program is decidingthe objective. The objective of thetesting program are spelled out firstly.
The objective is the aim and base mayof the organization. Test may bedesigned for hiring, promoting andcounseling people. Initially. Such a
program may be set up only for somejobs.
Analyzing the job
-
7/31/2019 Socail and Industrial Psyshology
68/121
5/28/12
Analyzing the job
Job descriptions, as a management
tool, can greatly simplify anorganization's human resourcemanagement. A job description
clarifies work functions and reportingrelationships, helping employeesunderstand their jobs. Job descriptionsaid in maintaining a consistent salary
structure. Performance evaluationsmay be based on job descriptions.
Examples of duty statements are:
Choosing the tests
-
7/31/2019 Socail and Industrial Psyshology
69/121
5/28/12
Choosing the tests
The next step is to chose the choice
the tests which can measure theattributes important for job success.The choice is usually based
On experience, job knowledge,previous research and guess work.Test may be chosen keeping in view
the reliability, validity ease ofadministration level of difficulties andthe cost involved in different test.
Administering the tests
Test Scores and criteria
-
7/31/2019 Socail and Industrial Psyshology
70/121
5/28/12
Test Scores and criteria
This is the fifth step of testing of
testing program. Success criteriamay be laid down in term of qualityand quality of output, attendance
record, rate od accidents speed ofpromotion professional achievementetc.
Cross Validating and Revalidating Cross validation means checking out
the performance before putting the
test of use It is a method or of
Characteristics of A Good
-
7/31/2019 Socail and Industrial Psyshology
71/121
5/28/12
Characteristics of A GoodTest
1- Validity:A test is considered as valid when it
measures what it is supposed tomeasure.2- Reliability :
A test is considered reliable if it istaken again by the same studentsunder the same circumstances andthe score average is almost the
constant taking into consideration
4 Comprehensiveness:
-
7/31/2019 Socail and Industrial Psyshology
72/121
5/28/12
4- Comprehensiveness:A good test should include items
from different areas of materialassigned for the test. e.g ( dialogue -composition - comprehension -grammar - vocabulary - orthography
- dictation - handwriting )5- Simplicity:Simplicity means that the test should
be written in a clear , correct andsimple language , it is important tokeep the method of testing as simpleas possible while still testing the skill
Advantages and Disadvantages
-
7/31/2019 Socail and Industrial Psyshology
73/121
5/28/12
Advantages and Disadvantagesof Psychological Tests
Advantages Psychological Tests In complex situations, it allows for
the confusion to be understood and
for a cogent treatment plan to bedeveloped.
It can help identify reasons whyintellectual potential may not havebeen realized and demonstrated in
the educational setting
Comprehensive assessments can
-
7/31/2019 Socail and Industrial Psyshology
74/121
5/28/12
Comprehensive assessments canalso offer valuable information to
treating physicians with regard topresent emotional status inconsideration of medicationregimes.
It can help us understand the
functions that are involved inintellectual thought, management ofintellect, educational achievement,emotional problem solving, and
regulation of feelings
Disadvantages Psychological
-
7/31/2019 Socail and Industrial Psyshology
75/121
5/28/12
Disadvantages PsychologicalTests
Some clinicians argue that there islittle to gain from an objective examif the goal is not behavioral. Gaining
an understanding of motives or thedynamics of personality are virtuallyimpossible using most objectiveassessment since the questions are
generally "behavioral in nature"(Trull, 2005). Meaning, severaldifferent interpretations may be
made as to why different people do
Next some tests offer only one score
-
7/31/2019 Socail and Industrial Psyshology
76/121
5/28/12
Next, some tests offer only one scorefor a range of different questions.
Questions based on behavior,cognitions, and needs all receive onlya single score. This scoring systemleaves much to be desired as it
eliminates the option for alternateinterpretations to the answers given.Grouping them all together can
reflect different combinations ofbehaviors, cognitions, and needs andthus a client may be misinterpretedby the overall score.
-
7/31/2019 Socail and Industrial Psyshology
77/121
5/28/12
Unit - 6Employment
Testing
Employment Testing
-
7/31/2019 Socail and Industrial Psyshology
78/121
5/28/12
Employment Testing
Employment testing is the practice
of administering written, oral, orother tests as a means ofdetermining the suitability ordesirability of a job applicant. Thepremise is that if scores on a testcorrelate with job performance, thenit is economically useful for the
employer to select employees basedon scores from that test.
Different types of assessments may
-
7/31/2019 Socail and Industrial Psyshology
79/121
5/28/12
Different types of assessments maybe used for employment testing,
including personality tests,intelligence tests, work samples, andassessment centers. Some correlatebetter with job performance than
with others; employers often usemore than one to maximizepredictive power.
Personality tests Intelligence tests
Job-knowledge tests
Testing abilities
-
7/31/2019 Socail and Industrial Psyshology
80/121
5/28/12
Testing abilities
Cognitive Ability Tests
Cognitive ability tests typically usequestions or problems to measureability to learn quickly, logic,
reasoning, reading comprehensionand other enduring mental abilitiesthat are fundamental to success inmany different jobs. Cognitiveability tests assess a personsaptitude or potential to solve job-related problems by providing
information about their mental
Have been demonstrated to produce
-
7/31/2019 Socail and Industrial Psyshology
81/121
5/28/12
Have been demonstrated to producevalid inferences for a number oforganizational outcomes (e.g.,performance, success in training).
Have been demonstrated to predictjob performance particularly for more
complex jobs.
Can be administered via paper andpencil or computerized methodseasily to large numbers.
Can be cost effective to administer.
Does not typically require skilled
Intellectual Abilities
-
7/31/2019 Socail and Industrial Psyshology
82/121
5/28/12
Intellectual AbilitiesThat requires doing mental activities.
Intellectual ability commonly refersto the ability measured byperformanceon an intelligence test. It is also
sometimes used in the context ofdiscussingthe performance of someone in an
academic or real world setting
Number aptitude, verbal
comprehension perceptual speed
Physical Abilities
-
7/31/2019 Socail and Industrial Psyshology
83/121
5/28/12
Physical AbilitiesThese require doing tasks demanding
stamina, dexterity, strength, andsimilar characteristics.
AdvantagesCan identify individuals who are
physically unable to perform theessential functions of a job without
risking injury to themselves or othersCan result in decreased costs
related to disability/medical claims,
insurance and workers
Wechsler Adult Intelligence Scale
-
7/31/2019 Socail and Industrial Psyshology
84/121
5/28/12
Wechsler Adult Intelligence Scale
The Wechsler Adult Intelligence
Scale (WAIS) is a test designed tomeasure intelligence in adults andolder adolescents. It is currently in itsfourth edition (WAIS-IV). The originalWAIS (Form I) was published inFebruary 1955 by David Wechsler, asa revision of the Wechsler-Bellevue
Intelligence Scale. The fourth editionof the test (WAIS-IV) was released in2008 by Pearson.
The WAIS-R, a revised form of the
-
7/31/2019 Socail and Industrial Psyshology
85/121
5/28/12
The WAIS R, a revised form of theWAIS, was released in 1981 andconsisted of six verbal and fiveperformance subtests. The verbaltests were: Information,Comprehension, Arithmetic, Digit
Span, Similarities, and Vocabulary.The Performance subtests were:
Picture Arrangement, Picture
Completion, Block Design, ObjectAssembly, and Digit Symbol. A verbalIQ, performance IQ and full scale IQwere obtained.[5]
http://en.wikipedia.org/wiki/Wechsler_Adult_Intelligence_Scale#cite_note-urlWAIS-R-4http://en.wikipedia.org/wiki/Wechsler_Adult_Intelligence_Scale#cite_note-urlWAIS-R-4 -
7/31/2019 Socail and Industrial Psyshology
86/121
5/28/12
Verbal IQ (VIQ)
-
7/31/2019 Socail and Industrial Psyshology
87/121
5/28/12
e ba Q ( Q)
Included seven tests and provided
two sub indexes; verbalcomprehension and working memory.
The Verbal comprehension index
included the following tests: Information
Similarities
Vocabulary
The Working memory index included:
Arithmetic
Performance IQ (PIQ)
-
7/31/2019 Socail and Industrial Psyshology
88/121
5/28/12
Q ( Q)
Included six tests and it also
provided two sub indexes; perceptualorganization and processing speed.
The Perceptual organization index
included: Block Design
Matrix Reasoning
Picture Completion
The Processing speed index included:
Digit Symbol-Coding
General Aptitude Test Battery,
-
7/31/2019 Socail and Industrial Psyshology
89/121
5/28/12
p y,and Differential Aptitude Test
General Aptitude Test BatteryThe General Aptitude Test
Battery (GABT) is a measure of a
wide range of aptitudes and is usedin such areas as occupationalselection, rehabilitation, andvocational counseling,
The Battery measure nine differentgeneral aptitudes using twelve timed
Numerical aptitude
-
7/31/2019 Socail and Industrial Psyshology
90/121
5/28/12
p
Spatial aptitude
Form perception Clerical perception
Motor co-ordination Finger dexterity
Manual dexterity
Differential Aptitude
-
7/31/2019 Socail and Industrial Psyshology
91/121
5/28/12
Differential AptitudeTest
A differential aptitude test measures
specific abilities of candidates andtherefore holds a prominent place in
job aptitude tests. Employers use
differential aptitude test forscreening good candidates for a job.In addition to helping the employers,a differential aptitude test is also
V b l
-
7/31/2019 Socail and Industrial Psyshology
92/121
5/28/12
VerbalAbility --Theseuestions
Mechanical Reasoning -- Candidates
-
7/31/2019 Socail and Industrial Psyshology
93/121
5/28/12
gare required to take such a testwhilst appearing for military, policeforces, fire services, as well as manycraft, technical and engineeringoccupations. Mechanical aptitude
test assess a candidate's knowledgeof physical and mechanicalprinciples.
Fault Diagnosis -These tests aredesigned to select technicalpersonnel who are required to findand repair faults in electronic and
Testing Personalities-
A li i i i
-
7/31/2019 Socail and Industrial Psyshology
94/121
5/28/12
A personality test is a questionnaire orother standardized instrument designed to
reveal aspects of an individual's characteror psychological makeup. The firstpersonality tests were developed in theearly 20th century and were intended to
ease the process of personnel selection,particularly in the armed forces. Since theseearly efforts of these test, a wide variety ofpersonality tests have been developed,
notably the Myers Briggs Type Indicator(MBTI), the MMPI, and a number of testsbased on the Five Factor Model ofpersonality. Today, personality tests are
used in a ran e of contexts includin
The matic Apperception Test
-
7/31/2019 Socail and Industrial Psyshology
95/121
5/28/12
pp p(TAT),
The Thematic Apperception Test,or TAT, is a projective psychologicaltest. Proponents of this techniqueassert that a person's responses tothe TAT cards can provideinformation about his or her views ofthe self, the world, and interpersonal
relationships. Historically, it has beenamong the most widely researched,taught, and used of such tests.
Procedure
-
7/31/2019 Socail and Industrial Psyshology
96/121
5/28/12
The TAT is popularly known as the
picture interpretation techniquebecause it uses a series of provocativeyet ambiguous pictures about whichthe subject is asked to tell a story. Thesubject is asked to tell as dramatic astory as they can for each picturepresented, including the following:
what has led up to the event shown what is happening at the moment
what the characters are feeling and
If these elements are omitted,
-
7/31/2019 Socail and Industrial Psyshology
97/121
5/28/12
particularly for children or individualsof low cognitive abilities, theevaluator may ask the subject aboutthem directly. Otherwise, theexaminer is to avoid interjecting and
should not answer questions aboutthe content of the pictures. Theexaminer records stories verbatim for
later interpretation. Scoring Systems
When he created the TAT, Murray
also developed a scoring system
The Rorschach Inkblots Tests
-
7/31/2019 Socail and Industrial Psyshology
98/121
5/28/12
The Rorschach test (German
pronunciation: also known as theRorschach inkblot test, theRorschach technique, or simplythe inkblot test) is a psychologicaltest in which subjects' perceptions ofinkblots are recorded and thenanalyzed using psychological
interpretation, complex algorithms,or both. Some psychologists use thistest to examine a person's
personality characteristics and
The interpretation of the Rorschach
-
7/31/2019 Socail and Industrial Psyshology
99/121
5/28/12
test is not based primarily on thecontents of the response, i.e., whatthe individual sees in the inkblot (thecontent). In fact, the contents of theresponse are only a comparatively
small portion of a broader cluster ofvariables that are used to interpretthe Rorschach data: for instance,
information is provided by the timetaken before providing a response fora card can be significant (taking along time can indicate "shock" on the
In particular, information about
-
7/31/2019 Socail and Industrial Psyshology
100/121
5/28/12
determinants (the aspects of theinkblots that triggered the response,such as form and color) and location(which details of the inkblotstriggered the response) is often
considered more important thancontent, although there iscontrasting evidence. "Popularity"
and "originality" of responses canalso be considered as basicdimensions in the analysis
-
7/31/2019 Socail and Industrial Psyshology
101/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
102/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
103/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
104/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
105/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
106/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
107/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
108/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
109/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
110/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
111/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
112/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
113/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
114/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
115/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
116/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
117/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
118/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
119/121
-
7/31/2019 Socail and Industrial Psyshology
120/121
5/28/12
-
7/31/2019 Socail and Industrial Psyshology
121/121