Psychometric Profiling of a Person - Assignment Example

? Psychometric Profiling of a person teaching in a Community College Background to Personality Theory and Psychometrics Psychometrics is the domain of study associated with the theory and techniques of psychological measurements, the measurement of knowledge, abilities, attitudes and personality measurements. This field is concerned with the construction and validation of measurements through questionnaires, tests and personality assessments. Psychometric profiling is the use of models to identify the driving factors for an individual’s specific behavior. The profiling helps to identify a person’s personality through the evaluation of a questionnaire compared in a systemic way to a mass of data from others who have been evaluated through the same questionnaires. British Psychologist Hans Evsenck developed a model of Personality based on universal traits: a. Introversion/Extraversion: This involves directing attention on the inner experiences while extraversion refers to focusing attention outward on other people and the environment. b. Neuroticism/Emotional Stability: This refers to an individual’s tendency to become upset or emotional, while the stability refers to the tendency to remain emotionally constant. Thus it is related to moodiness versus even-temperedness. c. Individuals with this trait have difficulty in dealing with reality and may become antisocial, hostile, non –empathetic and manipulative.(Salovey et al,2005) Unlike many other theories of personality, like the psychoanalytic theory and the humanistic theory the trait theory approach is relevant as because it is focused on differences between individuals. Trait theory defines personality. A trait is thought of as a relatively stable characteristic that causes individuals to behave in certain ways. This theory is the most successful as the major theoretical approaches in the study of personality. First traits are stable over time, that means most people would accept that an individual’s behavior varies from occasions to occasions but would maintain a consistency which defines the individual’s true nature. Second it is believed that traits directly influence behavior. When a person begins to sing we can infer that the person has a happy disposition.(Petrides et al,2000) Gordon Allport the founder of trait theory categorized trait into three levels: a. Cardinal Traits: These traits are those that dominate an individual’s whole life often to the point that the person becomes specifically known for these traits. These traits are rare and tend to develop over a period of time. Examples are Freudian, narcissistic natures. b. Central Traits: These are the general features that form the basic personality. These traits are not dominating like cardinal traits are used to describe a different person. Traits such as intelligent, coward are examples of central traits. c. Secondary traits: These are those traits that are related to the attitudes or preferences and often appear only in certain conditions or by specific circumstances. Example: getting anxious over an issue. Psychometric profiling considering the personality pivots around the evaluation of traits common to all profiling methods: Openness to experience, Conscientiousness, Extroversion , Agreeableness and Neuroticism . This profiling of personality is very important in the work place. Besides providing a 3600 feedback, psychometric profiling makes the interpretation and feedback of the results. As psychometric models are based on norms of various sorts, interpretation of these results depends on the understanding of the various models. The profiles are made available by accreditation processes. Then the reports are given to a person being profiled on a one to one basis and explain how the model works analyze the report and the implications are discussed in terms of personal opportunities, career planning and other aspects. The overall profiling thus helps in career development, individualized coaching, conflict management, leadership development, personality assessment, recruitment and selection, self-awareness and reflection, talent management and ultimately to total team development. Emotional intelligence is an ability to identify, assess and control the emotions of oneself, others and of groups. This is further divided into EI traits and EI ability. The ability model speculates the ability to perceive emotions and integrate them to facilitate thoughts and understand emotions and regulate emotions to promote personal growth. The mixed model speculates EI to be an array of competencies and skills that drive leadership performance. These are self awareness, self regulation, social skills, empathy and motivation. The EI is measured by self reported EQ-I which do not assess abilities or skills but provides a measure of trait emotional intelligence. It is revealed that ability EI and trait EI tend to predict job performance in those jobs which have a high emotional aspect. EI need not be positively correlated to work performance rather a negative EI is better for managerial performance. (Bradberry et al. 2009)(Martin et al,2010) The various psychometric profiling tests like the International Personality Item Pool (IPIP) tests use a set of evaluable questions based on the underlying attributes: MSECQ like emotional competency questionnaires used to measure the EIQ uses the 5 domains which are Self-insight, Expressivity, Sensitivity, Drive and Foundations and these are self reported attributes used for profiling purposes. Issues Relating to the Psychometric Process A standardized psychological test uses a set of tasks under standard set conditions. There are testing standards placing validity and reliability along with the errors of measurements and related considerations. These standards are related to fairness in testing and test usage and the rights and responsibilities of the test takers. There are certain issues however in formulating the standards and its evaluation process. (Harms et al,2010)These are : i. Theoretical foundations cannot be considered as a form of emotional intelligence:This criticism is based on the fact that scientific inquiry depends on valid utilizations of the model but before introduction of EI concept psychologists already made theoretical distinctions between abilities and achievements, attitudes and values so EI just conflates such accepted concepts. ii. Has little predictive values: This is because EIQ only takes into account the measure of abstract intelligence and not of academic intelligence which may have driven the domains considered under evaluation. There is also an apprehension whether the self reported EIQ can be correlated with established personality dimensions. iii. Models are measurement of conformity and not ability: This means personality scores may be negatively distributed meaning that its scores may differentiate people with less EI better than people with high EI. iv. The ability model measures knowledge but not actual ability because even if a some one has the knowledge as to how one should emotionally behave but it does not mean that he reflects the same in actual behavior. v. Self Report measures may be susceptible to be faking: This means that responders may give responses with an excessive positive bias. vi. Claims for predictive power may be too extreme. Norm referenced tests are standardized on a clearly defined group called the norm group. These tests provide valuable information of the person’s level of functioning. Client Results The scores of the psychometric tests of the subjects are converted to standard scores for statistical interpretation of the findings. The raw scores are transformed to standard scores for gaining a standard meaning , a common reference value and a comparibility. There can be linear or non linear transformations. It is a deviation of raw score from the mean in terms of the standard deviation. The standard score is called the z score. It is represented by: Z = Raw score- Population mean/ Standard deviation The z score computed expresses the deviation of the sample mean from the population mean and by using in hypothesis testing helps to determine whether the sample value is significantly different from the referenced population value. The t score is a linear transformation of any raw score like the z score. It is represented by: t = Raw score- Population mean/ Standard deviation. The t score is based on the fractional areas as founded out from the z transformations. Client Profile The client analyzed belonged to the teaching community .The scales of the 5 factor of Nadia’s are described below and the assessments are to be based upon that.The average of each score is within the range of 45 to 55. Above that range is considered high and below 45 is considered low. Table 1:Comparison of sample(raw score) and population(mean and SD) IPIP Factors Raw Score Sample Statistics Z-Score T-Score Mean SD Extraversion 65 66.86 18.01 -0.1 1.7 Agreeableness 84 83.32 11.40 0.05 2.06 Conscientiousness 73 75.09 11.84 -0.17 2.08 Openness 70 76.41 7.43 -0.86 0.05) from the population studied but the subject had significant differences in the Neuroticism and Agreeableness scores when compared to population (p0.05) but his value is less which might indicate that he follows a traditional approach and down to earth behavior even searching for broader interests. 4. Agreeableness: People scoring in the average range remain to be generally warm, trusting and agreeable but stubborn in some instances. People above this range are compassionate, good natured and eager to co-operate and avoids conflict. People whose score is low is hard headed, skeptical and proud and expresses anger directly. The score of our client is more than the general average and even compared to his colleagues as the results of the score was statistically significant(p0.05). This might indicate though he is goal oriented but at the same time is easy going than his colleagues in real life scenario. Analysis of Emotional Intelligence (EIQ) based on MESCQ scores: When the client was analyzed by self reported questionnaire the responses and interpretation are given as below 1. Self Understanding:-This aspect includes the self understanding of self emotions and indicates a score lower than the normative population which indicates that being a teacher with innovation and creativity in mind he is less self aware of himself though he is down to earth. 2. Expressivity: By the nature of his job profile he matches the score to the normative population for expressing himself to others like students and colleagues. 3. Sensitivity: In this aspect also he matches the score with the normative population and the score is high which suggests being in the teaching profession he is sensitive to the feelings of others. 4. Drive: His score is close to the normative score but is lesser suggesting that he wants to succeed and have own goals but in a totality with others and considers growth of others before self achievements only. 5. Foundations: This aspect defines one’s own emotional knowledge base and emotional style which is lesser than the normative sample indicates though he cares and assesses others, he is less self oriented. Applied Focus As discussed the client is exactly in the profession where he should be because in teaching one needs to be goal oriented, compassionate, dependable, open to innovation of ideas but at the same time should remain down to the earth so that the students and colleagues can approach him for the flow of information. The profiling as described above shows that though he is sensitive and emotional but remains relaxed and hard working compared to his colleagues. As he is serious nature even of the outgoing personality which clarifies his goal oriented behavior which is also required in discipline of the students. Though he is goal oriented but at the same time is easy going than his colleagues in real life scenario so he is a true leader has he creates room for discussion and debate for the achievement of the work and is not a driver or a dictator. He also follows a traditional approach and that is why he suits or fits into the ideal teaching scenario. While analyzing the self reported format it seems he is quite casual and have a neglecting attitude towards self which may include family also and he is fine in the job place but he should be able to have a pulsation of inner behavior of the opposite persons to decide upon action steps. He should also try to develop certain instincts because it seems he takes everybody by face of the mouth and at certain times may become dominated by colleagues or students. Good behavior is fine but like other professions teaching is also a profession and professionalism is required in some aspects. In today’s competitive world a leadership behavior is needed specially when grooming the future generation of a nation. From his personality profile he is enthusiastic but at the same time might be taken for granted by his students or colleagues though it is evident he do not becomes so sensitive like others in the profession and his EIQ score on sensitivity is a correct reflection of Neuroticism. When we see that his profile Extraversion matches his EIQ of Expressivity that he does not like a outgoing approach in all aspects but is serious and determined which can be misinterpret as introvert nature of the client. A gain while matching EIQ of self insight it matched Conscientiousness that is he is easy going and cares little for others and may be unplanned in personal life. In the aspect of Agreeableness it clearly demonstrates he is flexible to accommodate ideas and matches the eIQ that he will not strive for results but will put processes in place. Thus considering his profession he can be very good in teaching, training, mentoring, scientific research aspects but might not been successful in marketing, sales , accountancy or other commercial and accountable jobs which would be tangible to measure his performance a. Though he might have been successful but the skills of communication, expressivity, go-getter attitude is not all reflected which the prerequisites of these professional areas. Personal Comment Though the client’s actions are traditional, but he is open for new experiences and have broad interests and very imaginative as a teacher should have. Above all he is compassionate, good natured and eager to co-operate and avoids conflict and is not hard headed, skeptical and proud and expressed anger directly which could jeopardize his approach in teaching. After noting his EIQ it matches the Nadia’s 5 factor assessment in operational style and inner attributes but the self reported approach may be a little underestimation of the behavior or responses as this client is from the teaching community and modest in explanation of self attributes. References Bradberry, Travis and Greaves, Jean. (2009). Emotional Intelligence, San Francisco: Publishers Group West Harms, P. D.; Crede, M. (2010). "Remaining Issues in Emotional Intelligence Research: Construct Overlap, Method Artifacts, and Lack of Incremental Validity". Industrial and Organizational Psychology: Perspectives on Science and Practice 3 (2): 154–158. Martins, A.; Ramalho, N.; Morin, E. (2010). "A comprehensive meta-analysis of the relationship between emotional intelligence and health". Journal of Personality and Individual Differences 49 (6): 554–564 Petrides, K.V. & Furnham, A. (2000). On the dimensional structure of emotional intelligence. Personality and Individual Differences, 29, 313-320 Salovey P and Grewal D (2005) The Science of Emotional Intelligence. Current directions In psychological science, Volume 14 -6 Read More