outcome 2.docx

8/14/2019 outcome 2.docx

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CONFED School of Professional Studies

ContentsIndividual Difference ..................................................................................................................................... 2

Different types of individual differences .................................................................................................. 2

Personality ................................................................................................................................................ 2

Learning styles .......................................................................................................................................... 3

David Kolbs Model ................................................................................................................................... 4

Aptitude .................................................................................................................................................... 5

Emotional intelligence .............................................................................................................................. 5

Psychometric Testing .................................................................................................................................... 6

Implementations and benefits .................................................................................................................. 6

Psychometric testing for the individual differences ..................................................................................... 7

Personality ................................................................................................................................................ 7

Aptitude .................................................................................................................................................... 7


Learning style ............................................................................................................................................ 7

Measures that would prove most useful business decision making ............................................................ 8


Aptitude tests ............................................................................................................................................ 8

Bibliography .................................................................................................................................................. 9


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Task for P1

Explain the different types of individual differences that are assessed, this includes Learning styles,

Aptitude, Personality and emotional intelligence.

Individual Difference

An individual difference is a cornerstone subject area in modern psychology. In many ways, it is

the "classic" psychology that the general public refers to - it refers the psychology of the person

- the psychological differences between people and their similarities.

Plato stated more than 1000 years ago that no two persons are born exactly alike; but each

differs from the other in natural endowments, one being suited for one occupation and the

other for another.

Individual difference psychology examines how people are similar and how they differ in their

thinking, feeling and behavior. No two people are alike, yet no two people are unlike. So, in

the study of individual differences we strive to understand ways in which people are

psychologically similar and particularly what psychological characteristics vary between people.

In the Western psychology approach to individual differences, it is generally assumed that:

People vary on a range of psychological attributes It is possible to measure and study these individual differences

Individual differences are useful for explaining and predicting behavior andperformance

We can classify people psychologically, according to their intelligence and personality

characteristics, for example, with moderate success, however people are complex and much is

still left unexplained. There are multiple and often conflicting theories and evidence about

individual difference psychology.

Different types of individual differences

Personality

Personality psychologyis a branch of psychology that studies personality and its individual

differences. Its areas of focus include:

Construction of a coherent picture of the individual and his or her major psychologicalprocesses.

Investigation of individual differences.


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Investigating human nature and human's similarities."Personality" is defined as a dynamic and organized set of characteristics possessed by a

person who uniquely influences his or her cognitions, emotions and behavior in various

situations. The word "personality" originates from the Latinpersona, which means mask.

Personality is connected with Darwins Theory of Evolution. It generally explains why there are

personality differences between individuals. Personality also refers to the pattern of thoughts,

feelings, social adjustments, and behaviors consistently exhibited over time that strongly

influences one's expectations, self-perceptions, values, and attitudes. It also predicts human

reactions to other people, problems, and stress. There is still no universal consensus on the

definition of "personality" in psychology the study of personality has a broad and varied history

in psychology with an abundance of theoretical traditions. The major theories include

dispositional (trait) perspective, psychodynamic, humanistic, biological, behaviorist, and social

learning perspective. However, many researchers and psychologists do not explicitly identify

themselves with a certain perspective and instead take an eclectic approach.

Learning styles

Learning styleis an individual's natural or habitual pattern of acquiring and processing

information in learning situations. A core concept is that individuals differ in how they

learn. The idea of individualized learning styles originated in the 1970s, and has greatly

influenced education.

Proponents of the use of learning styles in education recommend that teachers assess the

learning styles of their students and adapt their classroom methods to best fit each student's

learning style. Although there is ample evidence for differences in individual thinking and ways

of processing various types of information, few studies have reliably tested the validity of using

learning styles in education. Critics say there is no evidence that identifying an individual

student's learning style produces better outcomes. There is evidence of empirical and

pedagogical problems related to the use of learning tasks to "correspond to differences in a

one-to-one fashion". Well-designed studies contradict the widespread "meshing hypothesis",

that a student will learn best if taught in a method deemed appropriate for the student's

learning style.


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David Kolbs Model

The David Kolb styles model is based on the Experiential

Learning Theory, as explained in his book Experiential

Learning: Experience as the source of learning and

development(1984). The ELT model outlines two relatedapproaches toward grasping experience:

Concrete experience and Abstract Conceptualization, as

well as two related approaches toward transforming

experience, Reflective Observation and Active Experimentation. According to Kolb's model, the

ideal learning process engages all four of these modes in response to situational demands. In

order for learning to be effective, all four of these approaches must be incorporated. As

individuals attempt to use all four approaches, however, they tend to develop strengths in one

experience-grasping approach and one experience-transforming approach. The resulting

learning styles are combinations of the individual's preferred approaches. These learning styles

are as follows:

Converges are characterized by abstract conceptualization and activeexperimentation. They are good at making practical applications of ideas and using

deductive reasoning to solve problems.

Divergerstend toward concrete experience and reflective observation. They areimaginative and are good at coming up with ideas and seeing things from different

perspectives.

Assimilatorsare characterized by abstract conceptualization and reflectiveobservation. They are capable of creating theoretical models by means of inductive

reasoning.

Accommodatorsuse concrete experience and active experimentation. They aregood at actively engaging with the world and actually doing things instead of merely

reading about and studying them.

Kolb's model gave rise to the Learning Style Inventory, an assessment method used to

determine an individual's learning style. An individual may exhibit a preference for one of the

four stylesAccommodating, Converging, Diverging and assimilatingdepending on their

approach to learning via the experiential learning theory model. Although Kolb's model is the

most widely accepted with substantial empirical support, recent studies suggest the Learning

Style Inventory (LSI) is seriously flawed.


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Aptitude

An aptitude is a component of a competency to do a certain kind of work at a certain level,

which can also be considered "talent". Aptitudes may be physical or mental. Aptitude is not

knowledge, understanding, learned or acquired abilities (skill) or attitude. The innate nature of

aptitude is in contrast to achievement, which represents knowledge or ability that is gained.

Aptitude tests can typically be grouped according to the type of cognitive ability they measure:

Fluid intelligence: The ability to think and reason abstractly, effectively solve problems and

think strategically. Itsmore commonly known as street smarts or the ability to quickly think

on your feet. Examples of what employers can learn from your fluid intelligence about your

suitability for the role for which you are applying

Crystallized intelligence: The ability to learn from past experiences and relevant learning, and

to apply this learning to work-related situation. Work situations that require crystallized

intelligence include producing and analyzing written reports, comprehending work instructions,using numbers as a tool to make effective decisions etc.

Emotional intelligence

Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions.

Some researchers suggest that emotional intelligence can be learned and strengthened, while

others claim it is an inborn characteristic.

Salovey and Mayer proposed a model that identified four different factors of emotional

intelligence: the perception of emotion, the ability reason using emotions, the ability to

understand emotion and the ability to manage emotions.

Perceiving Emotions:The first step in understanding emotions is to accurately perceivethem. In many cases, this might involve understanding nonverbal signals such as body

language and facial expressions.

Reasoning with Emotions:The next step involves using emotions to promote thinkingand cognitive activity. Emotions help prioritize what we pay attention and react to; we

respond emotionally to things that garner our attention.

Understanding Emotions: The emotions that we perceive can carry a wide variety ofmeanings. If someone is expressing angry emotions, the observer must interpret the

cause of their anger and what it might mean. For example, if your boss is acting angry, it

might mean that he is dissatisfied with your work; or it could be because he got a

speeding ticket on his way to work that morning or that he's been fighting with his wife.

Managing Emotions:The ability to manage emotions effectively is a key part ofemotional intelligence. Regulating emotions, responding appropriately and responding

to the emotions of others are all important aspect of emotional management


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Task for P2

Assess and explain how useful psychometric testing is in the workplace.

Psychometric Testing

Psychometric tests are commonly used in almost every organization not only in the selectionprocess to determine the right candidate but also in the process of performance management of

the employees. The reason for carrying out the same tests in the two situations it is to measure the

ability and the performance of the employees in certain types of jobs.

A good psychometric test features discriminating, reliability and validity. The significance of

Psychometric testing is able to indicate a reason why Psychometric testing is widely used, as Kline

(1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency

of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved. It

could be argued that psychometric testing can be broadly defined into two main categories

including intelligence (aptitude) test and personality test, used in different situations to measure

different competencies and to give a clear picture of an individual.(McKenna, 2000)

Implementations and benefits

Psychometric testing like psychological tests of ability and personality has long been employed in

various sectors for recruitment process, involving the fields of educational psychology, financial

institutions, management consultancies as well as IT industries.Large enterprises are more likely to

exploit this type of testing than smaller organizations, for large enterprises can afford the expenses

attached to using psychometric tools. However, an increasing number of small organizations place

more emphasizes on deploying psychometric testing to external Assessment Centers.

Psychometric tests, which are able to indicate personality, preferences and abilities, are

advantageous in aiding prospective employers to consider whether the individual is suitable for the

specific occupation and make accurate decisions of staff reduction and necessary staffs in demand.

In terms of HR practitioner, tests are characterized with scientifically-biased, comprehensive, and

explicit questions which make the recruitment easier to administer.

In terms of employers it helps them get a competitive edge over their competitors effectively if

they retain and get the best employees in their company and leave the rest for their competitors. It

also helps the employer to understand the learning and development potential of the employee in

which they are going to invest. These tests also help in developing team work and uncover values

and interests that are fundamental to overall career satisfaction. These tests also help in

determining how an individual would handle himself when dealt with certain situations, such as

high peer pressures from the other employees that have interests that favor them and might not

be good for the organization.


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Task for M1

Choose a psychometric test for each type (learning style, aptitude, personality, E.Q) that would work most

efficiently

Psychometric testing for the individual differences

Personality

We chose the Personality questionnaire for this type of individual difference as this test is

designed to understand how the subject prefers to work, its emotions, behavior and how well

they will fit within a certain work environment or team. The questionnaire format includes a

series of statements that asks the subject to agree or disagree, as well as to choose which

statements most and least describe the subject.

Aptitude

For aptitude, we choose the Aptitude testingas these tests can be used to measure a personsability or knowledge level in a certain field, but are most commonly used to get a feel for a

candidates general level of intelligence and ability. Depending on what type of aptitude test is

being administered the format may vary.


We chose the Emotional Intelligence Test as this type of test measures a persons capacity to

understand emotions (their own and others) as well as their ability to establish and uphold

healthy relationships. The test looks for strengths and weaknesses in areas such as intrapersonal

intelligence, flexibility, relationship management, and self-assertion.

Learning style

we could not find any tests that were made specifically to determine a learning style t hats best

for the different types of individuals however, we did combine a series of tests that might

determine an individuals learning style effectively, the series of tests should start with the ABLE

Series that is a set of ten ability tests that are used to provide an in-depth view of a subjects

capabilities. Adaptable for many job types, the test series is an accurate way of assessing a

candidates abilities and potential to learn. Formats vary, most are multiple choices, if we come

to know that the individual has a tendency to learn. Then we should go for the Motivation

Questionnairethat is a questionnaire designed to understand what motivates a subject, in order

to improve working conditions and increase employee satisfaction and retention. The test formatincludes a series of statements and asks the subject to rate whether each situation would

increase or decrease motivation. We will have to modify the questionnaire so that it should be

designed to let us know what motivates the individuals to learn and vice versa.


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Task for D1:

Recommend two measures of individual differences that would prove most useful in making

business decisions.

Measures that would prove most useful business decision making


The tests that determine the capacity of the emotional intelligence of an individual are proven

to be of much use when the human resources have to judge between the different individuals

for a vacancy that requires a lot of human interaction such as vacancies in the direct sales

department, door to door marketing, waiters, call centers, managers, supervisors etc. they

need to know that the individual that they are going to be hiring should be able to understand

the emotions of the person they are dealing with and then handle them in such a way that is

accepted by the organization. They should not lose their temper in any situation, they should

have just the right tone of voice so that they do not give the wrong impression to the other

person and should have the quality to establish and uphold healthy relationships. These tests

may also determine individuals that may have soft spots for interests that do not go with the

organizations policies.

For example if DAEWOO transport services hired a driver that stopped the bus for passengers

whose homes were on the way, considering it as an ethical gesture rather than dropping them

off at the station as the companies policies go, might put the reputation of the company at risk

as some of the passengers might not like the idea of being a few minutes late and may take

their business elsewhere for their next journey. Another example would be the call centers for

Ufones help line services test. The recruitment is done through questionnaires and the role

play methodsand only hires those individuals who keep their calm no matter what emotions

that the client may have.

Aptitude tests

Aptitude and knowledge tests to screen potential job applicants have long been standard

practice across many different organizations. As such they have become an important and

integral part of the overall interview process. These days, any job vacancy is likely to attract a

large number of potential candidates. Pre-screening these applicants can help reduce thenumber to a more controllable size who will then go forward into a more demanding screening

phase.

Aptitude tests give the companies an opportunity to make a more cognizant decision when it

comes to hiring. With often more than one applicant applying for a position, the importance of

being able to make comparisons cant be underestimated. The test evaluates many factors


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which are very important in terms of selecting the right candidate. They can assess a

candidatesability to problem solve, reason, write coherently and get along with others.

In combination with the interview, the tests give a very clear picture of a candidates potential

to be successful in the position they are pursuing. Different aptitude tests measure different

qualities but in the end they all provide the interviewer valuable information that cannot be

found out from the interview process only. However, the tests need to be considered with the

actual job situation in mind. It certifies if the skills and knowledge that are being tested is

relevant to the position on offer, otherwise the results will be completely inaccurate. Providing

the tests are applied correctly, they can be a characteristic measure of performance similar to

actually placing that person in the job.

BibliographyFurnham, A., 2005. The Psychology of Behaviour at Work. 2nd Edition ed. s.l.:s.n.

McKenna, E., 2000. Business Psychology and Organisational Behaviour: A Student's Handbook.. 3rd ed.

s.l.:s.n.

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outcome 2.docx