Psychological Assessment

This document provides an overview of psychological assessment, including the different types of tests used such as achievement tests, intelligence tests, ability testing, and neuropsychological testing. It discusses the objectives of each test and how they are used in various fields. The document also highlights the importance of reliability and validity in psychological assessment. Subject: Psychology, Course Code: N/A, Course Name: N/A, College/University: N/A

Running head: PSYCHOLOGICAL ASSESSMENT
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Psychological Assessment
Student Name
Institution Affiliation

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Table of Contents
Introduction and overview.............................................................................................................3
Achievement test............................................................................................................................5
The Objective of the Achievement Test......................................................................................6
Intelligence Test.............................................................................................................................7
Ability Testing.................................................................................................................................9
Neuropsychological Testing..........................................................................................................10
Personality Testing.......................................................................................................................12
Industrial, Occupational and Career Assessments........................................................................14
Forensic Assessment.....................................................................................................................15
Special Topic: Culture and Testing................................................................................................16
Conclusion....................................................................................................................................17
References....................................................................................................................................19

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Introduction and overview
Tests are evaluations that may be written, verbal or visuals that are administered
to children and adults to access their cognitive and emotional functioning. The tests and
evaluation tools are used in mental abilities and attribute assess ion including personality,
achievement and neurological functioning. The following are types of tests that are
frequently used in the evaluation
Intelligence test, it is used to measure the ability to understand surroundings, intelligence
or interaction with the environment. They include; -the Wechsler Adult Intelligence Scale
(WAIS), Wechsler Intelligence Scale for Children (WISC) and Stanford-Binet
Intelligence Scale (SB)
Personality test, it is used to measure personal behavior and characters. They are
most commonly known in studies when is researching and also assist in clinical
diagnosis. They include the Minnesota Multiphasic Personality Inventory (MMPI),
Thematic Apperception Test (TAT) and Rorschach or ‘inkblot test'. Attitude tests, they
are used to measure a person’s feeling concerning a specific event, place or object.
Achievement test used to determine the level of a person understands a specific type of
topic. They include the Wechsler Individual Achievement Test (WIAT) and Peabody
Individual Achievement (PIAT)
Aptitude test measures abilities in a particular area for instance in clerical skills.
The following are examples of Aptitude tests, Bloomberg Aptitude Test (BAT), Armed
Services Vocational Aptitude Battery (ASVAB) while Psychological assessment is the
process of administering psychological tests whereby there is a combination of
techniques that assist in coming up with hypotheses about an individual with his

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personality, capabilities, and behavior (David, 2012). It is also referred to as
psychological testing or other words psychological battery on an individual.
Reliability and validity are the main concepts in the study of psychological
assessment theories and techniques. They are mostly applied in research and
psychological assessments. Reliability can be described as the consistency and
reproducibility of data from a given method or experiment. The technique is reliable
when it produces stable and similar results repeatedly and consistent conditions. Validity
in simple language can mean to how well a test measures a characteristic and to what
characteristic the test can be measured. According to psychometrics, it is called test
validity which is defined as the degree to which a given type of theory is supported by the
evidence (Yaacov & Steven, 2019). It is always established when there is a specific
purpose, for example, is used in making valid predictions about an individual's level of
study on a job may not be valid for predicting his leadership quality.
Psychological testing and assessment in many ways are alike to medical tests. For
instance, when a person is sick, the doctor may refer him to the laboratory for some test.
It is from this test results that the doctor will understand the sickness and develop a plan
for treatment. Psychological tests and assessments also serve the same purpose. It is from
these tests that a psychologist will evaluate and understand person characteristics. A good
example is when a person has some issues at his workplace or in a relationship. A
psychologist will administer tests and evaluate whether he might have issues with anger
management and or interpersonal skills. Psychological tests and assessment helps
psychologist know the nature of the issue or problem and come up with ways of
addressing the problem.

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Not everyone can conduct psychological tests, it is only trained and certified
psychologists administer it. Each type of analysis has got its own specific requirements,
one needs to meet a specific set of qualification for him to administer a specific type of
test. Psychologists and a counselor who has undergone appropriate academic course may
administer the occupational test. Psychiatrists can also administer specific clinical tests.
Despite ethnical background, psychologists are much informed of how their own cultural
background, value, attitudes, and biases influence psychological processes and they
always put effort to rectify any prejudices and biases.
Achievement test
It is a psychological test used to measure how a person understands a particular
type of topic. It is designed to measure the knowledge of an individual in something that
has been taught. Teachers in school use it to measure what their students have attained
(Lange, 2010). Employers use it to measure the competence of their employees.
Professionals associations use achievement test to eliminate applicants who do not
qualify from the ones who qualify in a practice of the profession. An achievement test is
applicable in places where there is a need to distinguish or separate people of higher from
those of lower competence.
Types of Achievement test
There are various categories of achievement test which are based on the form,
purpose, time and method and subject area. They can also be of different forms such as

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oral tests, written tests, and practical tests and their items being an essay, questions or
short answer questions.
Achievement tests based on purpose include diagnostic tests, prognostic test,
power test, and spit test. When based on time or period factor, the test is a weekly test,
quarterly test, daily test, summative test half yearly test, annually test.
On the basis of subject, they are grouped as language tests, spelling tests, geography test,
reading test, mathematical test, history test, science test. All these achievements tests can
be basically categorized into two based on the quality of standardized test and teacher
test.
The Objective of the Achievement Test
The old system of examination or the essay type was highly rejected by all. Pupils
denied it due to its pressure. It used to mount pressure on pupils which used to affect
them even psychologically. It was also criticized by guardians and parents for it had
injurious effects on their children's mental and physical health. Teachers used to
complain every now and then on it because of the harmful effect it had on the school
work. To psychologists and health professionals in psychology, it lacked reliability and
validity. For educational theorist, they used to attack it since it lacked definiteness in aim
and purpose.
An objective test is a test that has right or wrong answers and so can be marked
objectively. The objective test is closely associated with the subjective test which uses
giving an opinion as a way of evaluation. The objective tests are very popular due to the
several advantages they offer to the users. Objective tests came and got rid of the evils of
essay type of examinations and replaced it. It is very useful and modern educationists

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stress on it, people to use it to supplement the essay type of examinations. A lot of
workshops and seminars have been organized over the past 10 years; aim being
introducing and people to use the achievement test.
Intelligence Test
Intelligence tests are a psychological test that measures the ability to understand
surroundings, intelligence or interaction with the environment. They are established in
such a way that they measure the various functions of the mind that include judgment,
reasoning, and comprehension. The purpose of an intelligence test is to get the idea of the
potential intelligence of a person. Most times these tests are administered as part of a
battery of tests. These tests have the same aspects that relate to each other but each test
measure its specific abilities, there are different types of intelligence tests and one should
not expect scores from one test measures one factor. Before one administering an
intelligence test, he has to make sure that the test has been adequately developed and
solid research is available for reliability and validity. Apart from that psychometric
testing is required to be performed by a clinically trained examiner. It is only trained and
registered psychology professionals that are to administer and interpret any psychological
test.
The intelligence test is also criticized in that educators and their evaluation can be
used to give out opportunities and resources that may be limited in society. The results of
the tests are used to give out rewards such as scholarships for higher studies, employment
and those who fail the test are left qualify feel to be left behind and feel angry. It is

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unfortunate that the intelligence test score not only associates with the ability of a person
he can perform but also self-worth.
A lot of people falsely assume that intelligence test measures a person's biological
intelligence. Little do they know that intelligence testing is based on a person's ability to
understand and interact with the environment. Results of an intelligence test of a person
may affect the motivation and aspiration to get certain goals. Based on culture,
intelligence testing can be biased against different ethnic groups.
The following are the most commonly used intelligence tests, Stanford-Binet Intelligence
scales, and Wechsler-Adult Intelligence Scale, Wechsler Intelligence Scale for children
and Wechsler Primary and Preschool Scale of Intelligence
The intelligence test is most preferred than all the other types types of
psychological testing. It measures a wide range of human characters better than any other
test (Mayer, Salovey & Caruso, 2002). This test assists psychological professionals to
easily evaluate persons' character with that of others with similar age uniformly. In
addition, it also gives useful information on biological and cultural differences among
people.
Though it is preferred by most professionals, some researchers say that it has got
serious shortcomings. For instance, it gives out a single intelligence score. The single
score is always not enough to explain dimensional factors of intelligence. Another
shortcoming of the single score is that people with the same intelligence test score can
show a big difference in the expression of their talents. Intelligence test also measures a
sample character where the intelligent character shows itself. For example, most of the
intelligence tests measure the everyday functioning and creativity of a person. For these

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reasons intelligence tests have denied by some researchers and criticized since it is not
able to predict non-tests and nonacademic tests
Ability Testing
Ability tests in psychological assessment comprise of the standardized ways of
assessing how people perform their work tasks as well as determining the reaction of the
individuals in different situations. The most commonly used ability test include the
measures of Abstract Reasoning, practical aptitudes which also includes spatial ability
and Mechanical Aptitude, General Aptitudes such as verbal, Numerical and perceptual
reasoning. Aptitude or ability test is used in measuring individuals’ range of abilities
including assessing the knowledge and skills (Kinnaird, & Reinherz, 2010). Studies have
shown that aptitude test could be used in students to determine and provide career focus.
For instance, students may take an Aptitude test for those who are good with data and
numbers and results obtained could give a direct reflection of the career such as
accountant, stockbroker, and banker.
Various studies have shown that general mental ability (GMA) and specifics
cognitive tests are the most recommended test in determining the efficiency and ability of
the individuals in task performance, academic performance, job performance as well as
training proficiency (Salgado, 2017). According to the claims and findings from the
studies conducted, GMA and cognitive are the common test because of the following
reasons. It was observed that the GMA test is the most preferable test because it has
involved low application cost and at the same time have the highest validity compared to
any other test of the ability in individuals. Therefore the validity of the GMA test implies

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a reliable prediction of the job performance of the individuals to be stronger than to any
prediction made using another method of testing.
GMA test is regarded as the best ability testing tool in determining an individual's
skills and performance towards a certain task given. This is because GMA test provides
reliable information in acquiring the job knowledge especially on the job performance in
job training programs. Studies conducted on the GMA test showed that GMA is stronger
than any other test and many psychologists have used it over the decades. For instance,
individuals who are in the position of solving problems in a smooth manner, making
sound decisions and ability of learning and executing various task shows a high level of
the GMA.
Neuropsychological Testing
Neuropsychological Testing is one of the key diagnostic tools used in assessing
people with mild cognitive impairment and dementia. The test could be used in
diagnosing other neurological conditions in individuals such as traumatic brain injury and
epilepsy, stroke, Parkinson's diseases and multiple sclerosis (Zucchella et al., 2018). The
neuropsychological testing is considered to be a performance-based method which
involves assessing mainly cognitive functioning.
The neuropsychological test is also used in examining the cognitive impairments
resulted from severe mental illness, brain diseases and brain damage (Harvey, 2012). The
test involves several steps including collections of diagnostic information, assessment of
treatment response, differential diagnostic information and prediction of functional
potential as well as functional recovery. Since the test is a performance-based method,

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the most recommended approach normally is the battery approach. The battery approach
involves conducting a various test of cognitive ability in many areas. The most
commonly tested areas include skills such as attention, problem-solving, memory,
reasoning, judgment spatial and language functions.
The assessment data during the test could be collected either a well-trained
examiner or a psychologist. The trained examiner could deliver the assessment scores to
the neuropsychologist for more analysis. During the analysis of the collected data from
the participants, self-reports are normally observed to be fundamental in providing vital
information. The reports are designed in a manner that could have detailed individual
information. The neuropsychological test is normative comparison because it involves
comparing the performance of an individual after being tested with that performance of
the reference groups of the same sex, age, race, and educational achievement.
The demographic factor in a neuropsychological test is very crucial because they
help in the battery approach. They are also in interpreting the performance of individuals
regardless of the injury or illness the individuals could have suffered initially by making
comparisons with people who are similar to them. The neuropsychological test provides
both specific and general information concerning current levels of cognitive performance.
The global scores are the main reference point of the score used in testing
neuropsychology. They are mainly used in predicting and making judgments about
functioning conditions whereby many multiple ability domains of the brain are normally
affected in one way or the other.
In a neuropsychological test, there are several factors that have a direct impact on
within-individual variation across ability areas. These factors include the reliability of the

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measures and the level of performance of the individual and the normative standards for
the measures. Studies have shown that tests with less reliability produce more variable
scores at both single assessment and resent. Several studies have shown that many
neuropsychiatric conditions are more substantial than 0.5 SD threshold. For instance, an
observation made from the collected data on immediate memory changes, specifically
rapid forgetting, at the outset of Alzheimer's disease (AD) is considerably more
substantial than 0.5SD.
Personality Testing
Personality tests in Psychological assessment involve all techniques designed for
measuring someone's personality. These techniques are normally useful in diagnosing
and identifying psychological problems in individuals. The personality test can be used in
screening college students as well as those individuals looking for employment
opportunities. In determining the personality of an individual, a series of diagnostic
question is usually asked by the physician. The physician tends to assess the personality,
intelligence, and presence of organic involvement.
There are two categories of psychological test which is used to determine the
personality of the individuals. The tests include objective or self-report inventories and
projective test. In the objective test, the respondent is required to give responses to a set
of structured series of questions. These questions normally have a set of instructions such
as true or false, and yes or no as the correct answers (Silverman, 2009). The projective

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test gives the respondent an opportunity to impose his or her own interpretation in
answering the asked questions by the specialist in a clinic situation.
In determining the personality of the individuals, Thematic Apperception Test
(TAT) and Rorschach are the most commonly used kind of test in projective. An
objective test involves the use of the Minnesota Multiphasic Personality Inventory
(MMPI), intelligence tests such as the Wechsler Adult Intelligence Scale-Revised
(WAIS-R) and a semi-structured test like the Rotter Incomplete Sentence Test. Studies
have shown that Rorschach, TAT, and MMPI are the most commonly used personality
test in many countries compared to any other test.
The Rorschach also is known as the inkblot test consist of 10 symmetrical
inkblots, on which half of them are aromatics. The administration of the test involves
issuing of cards to the respondents. The respondent is given a card at a time so that she
could describe her observation at the moment. Tester is used in recording the responses
from the respondents during the time of administration. The test also has the second
phase of administering called inquiry which involves issuing respondents with 10 cards
each and asks them to identify the location of the response and what exactly determines
his or her answers. The Rorschach is most known and used of all because it is designed to
assess highly complex and multi-determined behaviors for a prediction about specific
results are almost impossible. The test also is useful in assessing fantasy life and covert
needs that could not manifest themselves in overt behaviors.
Historically, TAT as a test of personality was developed by Henry Murray and
Christiana Morgan in 1935. This test composes of 30achromatic picture cards, which are
normally categorized and sorted to those that are appropriate for boys and girls, women

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and men. In this test, the respondents are given 10 cards and asked to narrate the story
about what is happening in the picture including the concepts of what causes it and final
expectations from the portrays. The respondents also could be asked to give a description
of the characters based on their thoughts and feelings.
In the objective test, MMPI is the most commonly used test for personality test.
This kind of test is normally used for individuals with an age range of 16 years and
above. It contains items 566items which requires yes or no kind of response. It is
administered to either individuals or group and the answer sheets can be either machine-
score.
Industrial, Occupational and Career Assessments
There are several Industrial, Occupational and Career Assessments that have been
formulated and are applied in different situations. Industrial and career assessments are
very important since it helps students and professionals in a given field to determine long
term objectives and career goals. Personality traits and occupational skills can be
evaluated and this will help individuals realize their most appropriate career option and
levels. Career development is very important in all profession and one can be able to
monitor their development through the use of this type of psychological test.
The popular career assessment tests used today include the Myers-Briggs Type
Indicator, the Keirsey Temperament Sorter, and the Strong Interest Inventory. The
Strong Interest Inventory was formulated by E.K Strong in 1927 and it consists of 291
questions that help to determine the personal and professional interest of an individual.
The in the test an individual is placed on a hexagon on the basis of six personal traits that

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include conventional, enterprising, social, artistic, investigative and realistic traits. The
position can then be used to give career advice on the individual.
The Myers-Briggs Type Indicator (MTBI) has been used for more than fifty years to help
individuals to perform a comprehensive personality analysis. The test was founded by
Katherine Briggs who based her knowledge of Carl Jung’s personality research. The test
enables individuals to identify their professional strengths and weakness. This can be
used by an organization to determine the strengths and weaknesses of its workforce.
The Kersey Temperament Sorter test was founded by David Keirsey and it is
almost similar to the MBTI. However, the Keirsey Temperament Sorter test assesses
different personal and psychological results from those evaluated in MBTI. The well
matched career variants can be determined in this test through the analysis of behaviors,
role types and temperament. The Keirsey Temperament Sorter test is more reliable then
the MBTI test since it relies on observable behaviors unlike the MBTI which reliance on
how a person thinks, (Robbins and Ross, 2017). All the above tests are mostly used by
the human resource department of organization to assess the human resource asset and
skills of an organization. The human resource department also incorporates such tests
during recruitment of new employees to ensure that they high the most appropriate
candidate for a given job vacancy. Industrial, Occupational and Career Assessments are
therefore becoming very popular in the business sector.

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Forensic Assessment
The Forensic Assessment is a psychological test that is mostly used in law
enforcement, criminal and civil jurisdiction, as well as in the correctional the assessment
has a different purpose from that of other traditional tests. Forensic evaluators must
possess trainings and should understand the practice guidelines in this test. The forensic
test may incorporate the traditional psychological tests as well as specifically designed
forensic mechanisms. The application of the forensic test is increasing with time due to
the design and successful implementation of specific forensic tests.
Most of the psychological tests are done under the request of the patient but
forensic assessment in conducted at the observation of a legal system. Forensic
assessment in most cases is not voluntary and the confidentiality of the patient is not a
high priority. The individual being assess may choose to intentionally influence the
evaluation process to have an upper hand in the legal situation. There has been attempt
of faking mental illness and forensic assessment is always called upon to determine the
truth.
Special Topic: Culture and Testing
Culture may influence the outcomes of some psychological tests in one way or another.
Culture refers to a pattern of integrated behavior and rules mutually upheld by individuals
within a given society. Every culture is unique in its own way and they have different
beliefs and views on psychological testing. The cultural views and believes determine
the psychological tests that we would be willing to participate in and the most favored
tests. Psychological tests are expected to be independent of cultural believes but since

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individuals are a product of the culture the cultural influence will always be there. The
culture determines how we make our day to day decisions and the preference we have.
The way we behave and responds to everyday situations is strongly dependent on
our personal traits. These traits are as a result of our cultural upbringing and the values
that were engraved in us from childhood. This will also determine how we will respond
to the psychological tests which basically test our state of mind and behaviors. . As long
as cultural influence cannot be eliminated psychological tests should incorporate
mechanisms that try to reduce the influence to negligible levels.
Conclusion
Psychology is a wide area that involves the study of behavior and the human
mind. In order to understand and evaluate the behaviors and state of mind of individuals
psychologists and other professional practitioners use psychological tests. Tests are
evaluations that may be written, verbal or visuals that are administered to children and
adults to access their cognitive and emotional functioning. The tests and evaluation tools
are used in mental abilities and attribute assess ion including personality, achievement
and neurological functioning.
Personality test, it is used to measure personal behavior and characters. They are
most commonly known in studies when is researching and also assist in clinical
diagnosis. They include the Minnesota Multiphasic Personality Inventory (MMPI),
Thematic Apperception Test (TAT) and Rorschach or ‘inkblot test'. Attitude tests, they
are used to measure a person’s feeling concerning a specific event, place or object. The
Forensic Assessment is a psychological test that is mostly used in law enforcement,

PSYCHOLOGICAL ASSESSMENT 18
criminal and civil jurisdiction, as well as in the correctional the assessment has a different
purpose from that of other traditional tests. Forensic evaluators must possess trainings
and should understand the practice guidelines in this test. Neuropsychological Testing is
one of the key diagnostic tools used in assessing people with mild cognitive impairment
and dementia. The test could be used in diagnosing other neurological conditions in
individuals such as traumatic brain injury and epilepsy, stroke, Parkinson's diseases and
multiple sclerosis.
Reliability and validity are the main concepts in the study of psychological
assessment theories and techniques. They are mostly applied in research and
psychological assessments. Reliability can be described as the consistency and
reproducibility of data from a given method or experiment. The technique is reliable
when it produces stable and similar results repeatedly and consistent conditions. Validity
in simple language can mean to how well a test measures a characteristic and to what
characteristic the test can be measured. According to psychometrics, it is called test
validity which is defined as the degree to which a given type of theory is supported by the
evidence.
All the tests discussed in the essay have their individual advantages and
disadvantages and this makes them each applicable in the most appropriate situation. The
tests are formulated and implemented by humans therefore it is normal to have some
shortcomings. Some psychologists may have some divergent opinions and views on the
various psychological tests but all the tests work towards the same goal of understanding
the human mind and behavior. The cultural influence on the several types of

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psychological tests cannot be overlooked and its upon psychologists to formulate tests
with minimal cultural influence.

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PSYCHOLOGICAL ASSESSMENT 21
References
David, S. (2012). Theoretical Value of Psychological Testing. Journal of Personality
assessment, 558-562.
Harvey, P. D. (2012). Clinical applications of neuropsychological assessment. Dialogues
in clinical neuroscience, 14(1), 91.
Kinard, E. M., & Reinherz, H. (2010). Effects of marital disruption on children's school
aptitude and achievement. Journal of Marriage and the Family, 285-293.
Lange, P. L. (2010). Teacher perceptions and student achievement related to inquiry-
based mathematics. The University of South Dakota.
Mayer, J. D., Salovey, P., & Caruso, D. R. (2002). Mayer-Salovey-Caruso emotional
intelligence test (MSCEIT) user’s manual.
Robbins, M., & Ross, C. (2017). Keirsey Temperament Sorter. Encyclopedia of
Personality and Individual Differences, 1-4.
Salgado, J. F. (2017). Using ability tests in selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention, 113-150.
Silverman, W. (2009). Frequently Performed Psychological Tests. Clinical Methods: The
History, Physical and Laboratory Examinations. 3rd edition. Boston: Butterworth;
Chapter 208
Yaacov, P., & Steven, P. (2019). Reconsidering the Psychometrics of the GRS-S:
Evidence for Parsimony in Measurement. Assessment for Effective Intervention,
56-75.