Test Selection (Term Paper Sample)

Instructions:

Consult the Test Selection Scoring Guide before you begin, while you write your assignment, and prior to submitting your completed paper. The scoring guide provides the criteria on which your assignment will be assessed. Use the criteria in every scoring guide as guides for a successful conclusion of your course project.
Organize your paper into the following three main topics:
Introduction
Select and briefly describe the most current version of a standardized psychological test used in your present or future occupation or area of specialization. This description should be brief and include:
• Full name of the test.
• Publisher's stated purpose of the test.
• Standardization sample and age range for the test's use.
• Description of a population, psychological condition, or psychological disorder of interest that corresponds with the test's purpose and current use.
Administration of the Test
Describe how the test is administered. There are two major areas here that you need to consider and address briefly in this assignment—you will expand on these two areas later on. The first is how fairness in testing is integrated with ethical and legal issues during administration of the test. The second is an assessment of the impact of technology on the administration of the test.
Thesis Statement
Provide a thesis statement that expresses your position on the test's use and a justification for your position. Address the psychometric properties of the test that support your thesis statement, which must be based on the professional literature, related to tests and measurements, and be applicable to your current or future employment or your specialization at Capella.
Guidelines and Requirements
Literature Guidelines
• Use the most current sources you can find. Do not use sources older than eight years. (You may cite older sources if they are classics, if you want to show the chronology of something, or if you have another good reason. If you choose to use older sources, you will need to explain why.)
• Use current, peer-reviewed articles; do not use books or Web sites, except to validate the articles you used.
• Use research articles, rather than using literature reviews.
• Do not use sources without an author or a publication date.
• The paper should contain as many references as you feel are needed. Remember, statements of fact must be cited; whatever you cite must be referenced and whatever you reference must be cited.
Submission Requirements
• Submission: Submit your Topic Selection as a Microsoft Word attachment.
• Written communication: Written communication should be free of errors. The paper should be presented in the third person, and should not contain universal or subjective statements.
• APA formatting: Resources and citations should be formatted according to APA (6th ed.) style.
• Paper Length: 1–3 double-spaced, typed pages.
• Font and font size: Times New Roman, 12 point.
Refer to the Test Selection Scoring Guide to ensure that you meet the grading criteria for this assignment.

source..

Content:

Philosophy
Name
InstitutionIntroduction
DISC assessment is a personality assessment tool based on psychologist William Marstonâ€™s DISC theory. The theory centers around four distinct personality traits which include D for Dominance, I for Inducement, S for Submission or Steadiness, and C for Compliance. It was psychologist Walter Vernon Clarke who developed the theory into a tool for personality assessment. The version used today was developed by John Geier from the original assessment for better and more concise results. The test is of course administered to adults.
Dominance is the dimension for directness, assertiveness and control. Influence is associated with a personality which is friendly and extroverted, warm to others, sociable and good natured. Personalities with a high score in Influence usually possess excellent social skills and have an urge to meet people and also talk to them. Personalities with a high level of steadiness or submission are undemanding and patient taking a measured, steady approach to life. Compliance perhaps is the most complex of the four dimensions. Traditionally high Câ€™s were categorized merely as "rule oriented" but recent investigation has shown this is only part of the whole story. The Compliance dimension represents a far more sophisticated element of the behavioral style than was previously thought.
Administering the Test
DISC based personality testing is typically characterized by a short forced choice questionnaire constructed around the four stated fundamental dimensions. The questionnaires are completed by people in recruitment, coaching, team building, and personal development. There exist many variations from a range of distributors and test publishers. In its original version, the DISC assessment tool is based on 24 or 28 four-box forced choice questionnaire for identifying 15 patterns. These patterns include Agent, Achiever, Appraiser, Creative, Counselor, Developer, Investigator Inspirational, Perfectionist Objective Thinker, , Persuader, Promoter, Result-oriented and Specialist.
DISC is considered as a bad science for personality testing by adversaries. They acknowledge that personality is out in differential work place outcomes but doubt that self-report measures will provide a relevant intuitiveness especially in selection applications. DISC based tests according to the adversaries are simply a sign of a serious problem in assessment practice.
DISC can be used to perform a wide variety of functions. Of all the possible applications, recruitment is probably the most common. DISC is used as an aid in short-listing since it evaluates oneâ€™s personality and work style (Musek, 2007). In addition, DISC assessment has an important role to play in the recruitment process. DISC is also used in team building. There are many reasons smooth and effective teamwork but one of the main supporting aspects is the interaction of personalities within the team (Sugerman, 2009). DISC can offer a beneficial predictor of effectiveness in a team by highlighting the probable problem areas and offer ways of resolving these problems. DISC also has possibilities in terms of personal development. Computerized DISC systems sometimes can help in provid...

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Test Selection (Term Paper Sample)

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