Throughout your textbook, you will find an assortment of interesting “tests” that sample a broad range of skills, abilities, and traits. Although these exercises allow a glimpse at aspects of personality, the results must be interpreted with caution. For this assignment, complete the self-assessment, “Will You Be a Hit or a Miss? The Expectancy for Success Scale,” on pp. 53-54. Consider how employers and fellow team members could use this instrument at work. Is this test reliable? Is it valid? What are the potential benefits and drawbacks of a test that attempts to measure skills, abilities, or traits?
Consider how employers and fellow team members could use this instrument at work.
I don’t think that this test should be taken out of context. It must be understood that this activity does not predict success, but rather the person’s desire thereof. Sometimes a desire for success can work counterproductive to success. For instance, a higher than average score could shed light on the future conflict between that person and their supervisor.
Is this test reliable? Is it valid?
I think this test is both reliable and valid. Although I will reiterate that it serves a very narrow purpose. Also, I do not think that social desirability bias can be emphasized enough when trying to understand the results of this test. Most people want to be successful even if they lack the will to do so; therefore, I think this test would be more accurate if 1 point were subtracted for every 10 points up to 100 and 2 points for the rest. I think that could adequately address social desirability bias on the part of the test taker. Also, we must consider the Barnum effect. I think that the administrators of the test would tend to classify test takers, according to the results, into overgeneralized categories (i.e. success, unsuccessful).
What are the potential benefits and drawbacks of a test that attempts to measure skills, abilities, or traits?
I guess the greatest benefit of a test like this is that it gives administrators a generalized understanding of how the test taker sees themselves. This can be very useful when dealing with future conflict with other employees or even conflict with the employer. The greatest drawbacks would be over generalization and of course bias. Remember this is a test which tries to quantify person feelings about our personal selves. If this test were administrated it would have to be done very carefully in order to discount the bias of the test taker and the administrator. I scored a 113 which is one point above the average for someone seeking a psychology degree. I guess that my score is just right then.
Nevid, J.S., Rathus, S.A. (2005). Psychology and the challenges of life: Adjustment in the new millennium. Danvers, M.A.: Wiley.