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By,SREEJA GANGADHARAN P
Topics under discussion
• Interview technique
– merits
– Demerits
• Self-report Assessment
– Merits
– Demerits
• Projective Techniques
– Merits
– Demerits
Personality Assessment technique
• For systematic quantification of personalityvariables.
• All personality assessment falls into three distinctcategories: subjective, objective, and projective.
• For any assessment technique to be acceptedscientifically, should possess the following features:• Standardization• Norms• Reliability• Validity
Interview• Oldest and most widely used method.
• The way in which it is conducted depends on the particular objective or goal in question.
• Structured format tends to be favored in the research setting .
• Unstructured format tends to be favored by clinical psychologists in therapeutic setting.
Merits
• Sense of trust.
• Degree of freedom.
• Can be used in hypothesis testing.
• Produce valuable information about
personality and life situation.
• Communicate effectively.
Demerits
• Issue of reliability and validity
• Needs highly skilled interviewer.
• Highly subjective
• Poor inter rater reliability
• Theoretical and personal biases of interviewer.
• Withholding or distorting of information vital
to the purpose of an interview.
Self report Assessment technique• Reveals information directly by responding to
specific questions with a limited number of prescribed choices.
• It is the most widely used technique.
• Differ by the number of dimensions they measure.
• Single-trait test used by academic research measure some specific aspect of personality.
• Multidimensional personality test have the advantage of measuring more than one dimensions simultaneously.
Merits• High objectivity • Standardization of scoring minimizes the
risk of personal bias.• Reliable• Valid• Greater scene of privacy and autonomy
by using computerized self report inventories
• Can measure several different personality traits.
• Large group of subjects can be assessed.
Demerits• Acquiesce response set: Tendency of some people
to respond in a particular way regardless of the content of the item.
• Social desirability: tendency to respond to items in such a way that makes them feel good.
• Deliberate deception: The test takers deliberately withhold the information about themselves if they believe that they stands to gain something from the fraudulent responds.
• Highly personal characteristics of questionsmay consider as an invasion of privacy.
• Restricting the degree of freedom.
• Lengthy
• It takes time to respond diligently.
• Is not good among children or elderly people.
• Minor changes in the words can lead to majorchanges in the results.
Projective techniques
• Assess personality by presenting ambiguousstimuli and requiring a subject to respond,projecting his or her personality into theresponses.
• To uncover the person’s unconscious
conflicts, fear and concern.
• The tests can be very helpful in
identifying personality problems.
Merits
• Reduces intentional deception.
• Doesn't depend on verbal abilities
• Taps both conscious & unconscious traits and its influence on behavior.
• Can be used to assess achievement motivation and drives, adoption of innovations and to study cultural meaning.
• Developed for emotionally disturbed person.
Demerits• Less objectivity
• High Subjectivity in interpreting the response and the final score.
• Inter scorer reliability is very low.
• Every aspect does not necessarily relate to a personality attribute.
• Poorly standardized, no established method of administration, scoring and interpretation.
• Extensive training in specific scoring system is required for inter judgmental agreement.
CONCLUSION
• Measurement of individual difference can be done using interview techniques, self report personality test and projective techniques. Each of these techniques has its own merits and demerits. To have a better understanding of the human personality a combination of techniques can be used.
KEY WORDS
• Personality
• Interview
• Self-report
• Projective technique
• Reliability
•Validity•Deception•Social desirability•Acquiescence Bias
REFERENCE• Friedman, H.S. & Schustaccks, M.W. (2003).
Personality-Classic Theories and Modern Research. (2nd Edition). USA: Pearson Education.
• Hjelle, L.A.& Ziegler, D.J.(1992). Personality Theories-Basic Assumptions, Research and Applications. (3rd edition). NY:McGraw-Hill.
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By,SREEJA GANGADHARAN P