This paper will compare and contrast two assessments that could be used in an organizational environment to assist with selection and development of individuals within the organization. The Winslow Profiles, developed by Waitley et al. (2012) and Customer Service Profiles, developed by PsychTests AIM (2011) are the two assessments that will be used to discuss the impressions, general differences, and the application of psychological tests at an organizational level. The criteria needed for a good test will also be evaluated, as well as the items a poor test may be lacking. Additional information may be provided to support the overall concepts of testing.
Comparisons and Application The Winslow Profiles (WP) is a personality assessment instrument …show more content…
The desirability of a job applicant or worker to an organization may be one of the primary benefits of organizational assessments. Testing, and similar materials, can help an organization measure the potential person-organization fit, which can be a tremendous appeal to organizations when considering a job candidate (El-Zamly & Amin, 2011). The WP utilizes interpersonal traits such as sociability, conscientiousness, and trust; and organizational traits such as flexibility, creativity, and dedications; along with self-control traits of self-confidence, composure, autonomy, and contentment (Waitley et al., 2012). The CSP includes three primary scales consisting of individual behavior in social situations (i.e. Soft Skills), coping mechanisms to common work stressors (i.e. Psychological Strength), and individual work efficiency and ethics (i.e. Work Habits); along with 15 subscales including concepts such as patience, self-control, perspective, conscientiousness, self-motivation, and negative reaction to criticism (PsychTests AIM, 2011). There are similarities in the personality traits assessed in the WP and CSP, which is to be expected considering both attempt to evaluate an individual’s traits and skills as they pertain to organizational alignment and person-organization …show more content…
In addition, a test should have high degrees of reliability and validity, as well as allowing inferences and conclusions to be made about whatever a test is attempting to measure. Both the WP and the CSP had errors present, but the CSP had more errors and failed to support the general goal of the test, which was to determine the best candidate for a position. Tests and scores are very important due to the many decisions that may be made based on their use, including areas such as education, government, organizations, and the military. Therefore, it is essential for tests to adhere to developed standards and attempt to reduce errors as much as possible; while also continually improving reliability, validity, and ensuring interpretations are as accurate as
Comparisons and Application The Winslow Profiles (WP) is a personality assessment instrument …show more content…
The desirability of a job applicant or worker to an organization may be one of the primary benefits of organizational assessments. Testing, and similar materials, can help an organization measure the potential person-organization fit, which can be a tremendous appeal to organizations when considering a job candidate (El-Zamly & Amin, 2011). The WP utilizes interpersonal traits such as sociability, conscientiousness, and trust; and organizational traits such as flexibility, creativity, and dedications; along with self-control traits of self-confidence, composure, autonomy, and contentment (Waitley et al., 2012). The CSP includes three primary scales consisting of individual behavior in social situations (i.e. Soft Skills), coping mechanisms to common work stressors (i.e. Psychological Strength), and individual work efficiency and ethics (i.e. Work Habits); along with 15 subscales including concepts such as patience, self-control, perspective, conscientiousness, self-motivation, and negative reaction to criticism (PsychTests AIM, 2011). There are similarities in the personality traits assessed in the WP and CSP, which is to be expected considering both attempt to evaluate an individual’s traits and skills as they pertain to organizational alignment and person-organization …show more content…
In addition, a test should have high degrees of reliability and validity, as well as allowing inferences and conclusions to be made about whatever a test is attempting to measure. Both the WP and the CSP had errors present, but the CSP had more errors and failed to support the general goal of the test, which was to determine the best candidate for a position. Tests and scores are very important due to the many decisions that may be made based on their use, including areas such as education, government, organizations, and the military. Therefore, it is essential for tests to adhere to developed standards and attempt to reduce errors as much as possible; while also continually improving reliability, validity, and ensuring interpretations are as accurate as