Ethical Principles of Psychologists and Code of Conduct - Coursework Example

Name] [Professor Name] [Course] [Date Introduction Psychometric assessment refers to tests and assessments that are carried out by organizations through experts. These tests are used as a means of staff recruitment to measure particular aspects related to their functioning. The process involves collecting information on employees’ abilities, attributes and their personality traits. The physicians used in administering these tests must be skilled enough. The companies using the system have to pay the company offering the service as well as look for a well experienced physician to conduct the test. The test should be taken as a means of assessing which delivers results based on individual weakness and strengths. These tests act as a vital tool to assist management in decision making. The tests can also answer questions relating the person and hence give insight. The tests are based on the code of ethics which governs how they are run in the organizations. Organizations that use psychometric test rely on qualified personnel. Though the test has been an efficient method in many organizations the tool need to be evaluated accurately before using it. This paper will look into psychometric test into details and determine the appropriate time to administer it in the work place, the validity of the test, cultural sensitivity and the potential ethical dilemmas associated with the testing (Bartram, 2004). When to perform the test Depending on the goal of the test, the timing varies. Some tests are designed to be performed in regular basis while other is done occasionally. For example, some tests are designed for recruitment purposes while others are for performance evaluation. Since the organization central interest is recruitment and evaluation of employees, the timing of the two tests differs. One of the tests that the organization wants to implement is employees’ evaluation. Since this test is mainly concerned in getting the employees information regarding their attitudes and issues related to their perceptions to work force, the test is required to be done in the organizations in a regular basis. Using the tests in a regular basis will help organizations keep in touch with how the employees regard the work and their general opinion about the company. A well carried out test should enable the company develop close tie with employees on issues related to their involvement in the company actions (Bartram, 2004). In case, the test has been tailored for recruiting new employees; it should be carried out during interviews. The success of the test for recruitment is evidenced by the company having the right employees. Designing an appropriate test is one of the most tasking undertakings. The test that is made by the organization should accomplish the issues stated above in addition to determine the workers morale. The test that is made should enable the organization to enhance the upward communication in the organization (Bartram, 2004). Method The first step before the company takes a step into fully implementing the test is by selecting a unit. The management should select a particular company department and subject it to test. This will help in identifying the viability of the method used as well as the best timing to do the test. The head of the department involved should be well aware of the process before it starts. This is one of the processes that can make the test a success. The pilot test should be administered by a qualified person whom the management trusts (Van Ornum, Dunlap, & Shore, 2008). After the pilot project is over, the data that are gathered should be kept secretively. One of the issues that arise during administering the test is lack of adequate time for employees to understand the test. The organization should set ample time for employees to undertake the test. It would be advisable that proper timing of the test be determined using the structure of the test. The questions used should be arranged in such that they are understandable and within the time limit (Van Ornum, Dunlap, & Shore, 2008). Testing After determining the viability of the test in the pilot test, the organization should plan whether to engage in the test. The test should be carried by the selected outsider who has the required qualifications. The test should then be administered to the target group and results compiled. The results from be put into a format which is easy to calculate the final; score. The person involved in the test should have a well planned method on how to deliver the final results. The results should then be presented in a logical manner giving the scores that are approved. In case the test was for recruitment, the employer view matters most. Having the right feedback method acts as a measure of the success of the exercise. The group that should have direct information on the feedback should be the leaders and employees (Hausknecht, Day and Thomas, 2004). Reliability/validity Validity of psychometric tests has been an issue that has been researched on severally. In the context of test, the term validity refers to the degree in which both the evidence and theory are reflected in the obtained test results. This refers on the trustworthiness of the obtained results. The test performed does not measure physical results but rather looks at the intangible concepts. The validity of the psychometric assessment can be determined through the achievement of the intended function. The results obtained are the measure of how valid the test is. The test validity can be looked using content, the process used for response its structure and the results gained. The company should look at the sample size and bias as hindrances which can render the test ineffective (Bartram, 2004). Reliability is the ability of the testing system to give consistent results in different tests. The test carried out on the employees should give consistent and results. To select a valid testing system, the first step is to make sure that the content is identified. The system, content should be first identified and compared with what is found in similar systems. After identifying the required guide from other systems, the required panel should start working on the questions. The required response format should then be decided by the panel and practiced. The measures relating to the system security and having the accurate scores must be there at all times. Reliability can be obtained through consistency of the test scores (Bartram, 2004). The scores generated from the instrument should be considered with known standards to determine the validity. The lowest score that is set should be well illustrated and explanation should be given on how it was attained. One of the aspects of having valid testing is planning and foresight. Having poor results in a psychometric test may lead to workers lacking motivation. The test designed should be able to give accurate results in all settings. There is a need to understand that the validity of the results lies on how they relate to the intended outcome. Having valid results in the testing instruments helps a lot in improving the organization. From this, it is clear that before carrying out the test, there is a need for caution. This is in relation to the degree of validity that can be offered. The management should make sure that the testing system validity is determined before engaging in the organization wide testing (Howell, 2002). Contents of an efficient testing For the psychometric testing to be effective, the content used is of uttermost importance. The company needs to deliberate on what to include in their tests. The questions that are involved should be consequential to the person being interviewed. This will ensure that the answers given are relevant and of value to the task. The organization should be capable of using language that is understandable by everybody. The test should be sensitive to personal information. Asking of personal related questions should be avoided at all instances. The answers that are generated from the test should be reliable. The testing reliability will determine the implementation of the practice in the organization. The psychometric test loses effectiveness when the content is not sensitive to the different cultures in the workforce. This issue is very sensitive in the company as the workforce involved is diverse (Howell, 2002). Ethical issues In a multicultural workforce, the issues related to diversity must be adequately addressed. Different employees have their own perception in the company which is a product of their cultures. There should be measures that ensure that the surveys done are in a manner that do not affect the matters of ethics (Kwiatkowski, 2003). One of the main determinants ethics is the level of confidentiality used. The gathered information should be taken as secrecy between the respondent and the interviewer. In some instances, the questions asked requires answers that are sensitive to the respondents. In case the respondent suspects that the information will be made public, they may be forced to give dishonest answers. This is the main reason why outsiders are proffered in making the assessments. The issues of confidentiality can not be overlooked in any case. The company management is not supposed to access the answers given during such surveys. To enhance the tests, the questions asked should not suggest an answer to the respondent. The ethical perspective should be a characteristic of a test. The test that the organization will introduce should abide to the set code of ethics. The code in the test is universal in that it can be used anywhere (Oakland, 2004). When taking a test from a different demographic area, it is necessary to review it to make sure it conforms to the organization ethics. The other determinate of the ethics used in a test relates the professional ethics. Different professions have different ethics. The test may be declared unethical by one organization but still be used by another as ethical. The test should also protect the employee from stigmatization. The test results should be given in a manner that does not use words that make the respondent feel inferior. This should be a tool to build the organization (American Psychological Association, 2002). Another ethic that should be followed is that the test should do no harm to the respondent. The person administering the test should use the results in a manner that does no harm to the respondent. The code of conduct makes it clear that psychologists should work to avoid harming the clients at all times. The primary worry in the psychometric testing is potential misuse of the information given. The cause of misuse could be unqualified testing personnel and lack of knowledge in the users. The tests carry legal and ethical responsibilities which risks being misused. The potential impacts these tests have on the lives of the users make them a very delicate matter. The area which makes the most integral part in ethics is consent, confidentiality and privacy as described above. The person being tested should be given all the relevant information regarding testing before commencing on it. The results are part of communication that should never be divulged to other parties (American Psychological Association, 2002). The tests should then be more focused on the set standards and make sure that no ethical issue is underestimated, and all the workers are assessed in a fair manner. It is therefore an important step to check that those conducting the test are well aware of the ethics. This makes sure that the organization survey will be conducted in an ethical manner (American Psychological Association, 2002). Usage of the results The results obtained from the test should be put to use. The company should act on the information and make changes as required. If the tests were for selection, the results should be analyzed and used appropriately. The candidates who fail to achieve the required results should be informed in a courteous and ethical manner. The results that have been gathered on the employee’s assessment should be used to improve on the company weak points as well as identify individuals. The employees should be kept informed on the result in a confidential manner. Having a clear and well organised psychometric testing will make more of employees be motivated. If the survey result shows poor trend ion the company or employees, the areas of concern should be looked into. Delaying actions on the results may result in employees lacking confidence and sabotaging further testing (Kwiatkowski, 2003). Considerations If the organization is to carryout the test, it must consider several associated issues. The first issue is that the role of evaluation and assessment is an active role. The psychologist should make a point of having physical contact with those being assessed. The person who is assigned to conduct the test should not reassign the task. This is of importance as the issue of testing is delicate. Reassigning the test may lead to lack of authenticity which makes it unreliable. The test should also be tailored to meet the purpose. This requires that the organization should use the test for what it was intended for. A test that has been intended for use in assessing employees can not apply in recruitment. The organization should be fully aware that the test has legal as well as ethical issues. While conducting the test, there should be full adherence to the set code of ethics (Kwiatkowski, 2003). Conclusion The intent of the company to use psychometric test is a very significant step in improving the performance. A well designed psychometric test will make sure that the company is able to recruit, motivate and promote the staff in the appropriate manner. When recruiting the staff, the organization should ensure that they select the test that upholds the company standards. The questions set should reflect what the company requires. In the event that the company wants to survey their workers, they need to make sure that they ask questions which will give the right answers. The test's validity should also be of concern to the organization. This is because the success of the test lies on the validity. The best approach to ensure validity is by carrying out a pilot study. The pilot study should be set that it will give a representation of the whole workforce. The questions asked should be inline with the code of ethics. This is all vested in the fact that the success of a test is based on the design. Issues pertaining to the ethics are one of the issues that the management will have to be keen on. Psychological tests are all governed by code of ethics and have legal aspects. References American Psychological Association. (2002). Ethical principles of psychologists and Code of Conduct. American Psychologist, 57(12), 1060-1073. Bartram, D. (2004). Assessment in Organisations. Applied Psychology, 53(2), 237–259. Hausknecht, J., Day, D. and Thomas, S. (2004). Applicant Reactions to Selection Procedures. Personnel Psychology , 57(3) 639-683. Howell D. (2002). Statistical Methods for Psychology. Pacific Grove, CA: Duxbury. Kwiatkowski, R. (2003). Trends in Organizations and Selection. Journal of Managerial Psychology, 18(1), 382-394. Oakland, T. (2004). Use of Educational and Psychological Tests Internationally. Applied Psychology, 53(1), 157-172. Van Ornum, W., Dunlap, L. L., & Shore, M. F. (2008). Psychological testing across the life span. Upper Saddle River, NJ: Pearson (Prentice Hall). Read More