Ethical Issues
The use of psychological testing in the workplace may not be unheard of; however, there are ethical limitations that must be respected by prospective employers wishing to take advantage of these resources. A testing scenario, consisting of a plethora of ethical faux pas due to the hiring manager, Dr. Martin, overstepping her degree of psychological testing related knowledge, is a prime example of why such regulations are needed. Herein, the account of Dr. Dorothy Martin’s profoundly flawed attempt to test job applicants is scrutinized for the following errors: allowing assessees prior access to the test contents, assigning unqualified individuals to handle technical aspects of testing, and failing to store the test results …show more content…
Having earned her Ph.D. in Social Psychology, despite being a commendable accomplishment, does not identify Dr. Martin as a licensed psychologist who is eligible to use Level C psychological assessments, as categorized by the Ethical Standards for the Distribution of Psychological Tests and Diagnostic Aids. To attain this status, requirements vary by region. In any event, Dr. Martin delegates the tasks of administration, scoring, and interpretation of results, to four of her employees. In essence, this reduces her role to test selection, but these individuals have no psychology background whatsoever. Therefore, the knowledge and understanding required to properly use a Level C test are absent, ergo undermining the meaning from any conclusions that might be derived from this process. In all, had Dr. Martin acquired the proper licensing to perform the examinations, or had she hired a professional psychological assessor, she would effectively have circumvented these …show more content…
The aforementioned arrangements involve the compilation of all test results in a box that is kept in the company lunchroom. While it is not unethical to keep these records, it is highly improper to leave them so readily available to prying eyes. One resolution to this problem would be to lock the documents in a safe. A second means of safekeeping tests is by electronic copy, provided an access code is required to view the files. Despite these precautions to defend the privacy of the test taker there is one other issue with the preservation of test results. The indefinite storage of results that will inevitably become obsolete is also ill advised. Rather, the accounting firm of Dr. Martin ought to elaborate a policy whereby all records are destroyed after a given period of
The use of psychological testing in the workplace may not be unheard of; however, there are ethical limitations that must be respected by prospective employers wishing to take advantage of these resources. A testing scenario, consisting of a plethora of ethical faux pas due to the hiring manager, Dr. Martin, overstepping her degree of psychological testing related knowledge, is a prime example of why such regulations are needed. Herein, the account of Dr. Dorothy Martin’s profoundly flawed attempt to test job applicants is scrutinized for the following errors: allowing assessees prior access to the test contents, assigning unqualified individuals to handle technical aspects of testing, and failing to store the test results …show more content…
Having earned her Ph.D. in Social Psychology, despite being a commendable accomplishment, does not identify Dr. Martin as a licensed psychologist who is eligible to use Level C psychological assessments, as categorized by the Ethical Standards for the Distribution of Psychological Tests and Diagnostic Aids. To attain this status, requirements vary by region. In any event, Dr. Martin delegates the tasks of administration, scoring, and interpretation of results, to four of her employees. In essence, this reduces her role to test selection, but these individuals have no psychology background whatsoever. Therefore, the knowledge and understanding required to properly use a Level C test are absent, ergo undermining the meaning from any conclusions that might be derived from this process. In all, had Dr. Martin acquired the proper licensing to perform the examinations, or had she hired a professional psychological assessor, she would effectively have circumvented these …show more content…
The aforementioned arrangements involve the compilation of all test results in a box that is kept in the company lunchroom. While it is not unethical to keep these records, it is highly improper to leave them so readily available to prying eyes. One resolution to this problem would be to lock the documents in a safe. A second means of safekeeping tests is by electronic copy, provided an access code is required to view the files. Despite these precautions to defend the privacy of the test taker there is one other issue with the preservation of test results. The indefinite storage of results that will inevitably become obsolete is also ill advised. Rather, the accounting firm of Dr. Martin ought to elaborate a policy whereby all records are destroyed after a given period of