CREATING A JOURNAL You are going to create a Journal in a WORD document. The Journal will have 10 entries over the semester.

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The post CREATING A JOURNAL You are going to create a Journal in a WORD document. The Journal will have 10 entries over the semester. Each entry piece should be 3/4 -1 page in length. Journal 6 – Review to date https://www.youtube.com/watch?v=O3u5ecXqV_c What have you learned from the course so far? How can you apply […]

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Psych 635 Ethics In Condiditoning Research

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Complete Parts 1 and 2 for this assignment.

Part 1

Watch “Pavlov’s Experiments on Dogs” and “Pavlov’s Experiments on Children” in the Week Two Electronic Reserve Readings.

Part 2

Prepare a research proposal for one of Pavlov’s research experiments involving children, adjusting it for current principles of ethical guidelines

  • Read the article ““The General Ethical Principles of Psychologists” 
  • Identify one of the ethical violations and propose an alternative approach that would meet current ethical standards.

Format your paper consistent with APA guidelines.

  • psych_635_week_2_learning_team_assignment_ethics_in_conditioning_research.docx

 

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Case Study 5 & 6 Knee Injury and Testicular Cancer

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Case Study 5 & 6 (10 Points) DUE 07/27/2019

Students much review the case study and answer all questions with a scholarly response using APA and include 2 scholarly references. Answer both case studies on the same document and upload 1 document to Moodle.

Case Study 5 & 6 Knee Injury and Testicular Cancer

Case Studies will be uploaded to Moodle and put through TURN-It-In (anti-Plagiarism program)

Turn it in Score must be less than 20% or will not be accepted for credit, must be your own work and in your own words. You can resubmit, Final submission will be accepted if less than 20%. Copy paste from websites or textbooks will not be accepted or tolerated. Please see College Handbook with reference to Academic Misconduct Statement.

  • attachment

    Knee_InjuryCaseStudy6Summer20191.pdf
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    Testicular_CancerCaseStudy5Summer2019.pdf

 

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Case Study 5 & 6 Knee Injury and Testicular Cancer was first posted on July 28, 2019 at 12:06 pm.
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Do you think companies will use more or less integrity and personality tests in the next five years? Why?

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Please respond to a minimum of 2 students. Responses should be a minimum of 100 words and include direct questions, critical analysis, and scholarly discussions with fellow students.

#1

Most employers use integrity and personality tests in recruiting as a way to get to know applicants, like who they are and what suits them.

Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?

I do not think employees should use integrity and personality tests to make recruiting and promotion decisions because I think, integrity and personality tests do not help with recruiting the right person due to applicants not being honest when taking the tests. Most applicants will select what sounds good and will get them the job but their answers are not really who they are. In my experience, we’ve hired applicants or move them forward with the recruiting process but as soon as they’re in front for interviews, their responses from the tests are not who they’re and barely know anything about the job. These tests should not be use for promotion as well because managers or supervisors should already know if that employee should or should not get the promotion based on their performance and it is time consuming.

Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.

Jobs where integrity and personality tests might be more appropriate than for other jobs are, I think customer service jobs and jobs that have to deal with meeting sales goals. Those jobs deals with people’s personalities and how they can handle dealing with customers face to face. Those with sales goals can also use the tests to should how an applicant will go about when it comes to selling and reaching their goals. I still do not think testing can show a person true honesty or that they can perform the job just by taking the tests.

Do you think companies will use more or less integrity and personality tests in the next five years? Why?

I do think most companies will use more or less integrity and personality tests in the next five years because from my experience, while I was searching for jobs when I moved 4 months ago before getting my current job in the financial industry, I had to take few integrity and personality tests from most of the companies I applied to. When I started working in the financial industry almost 10 years ago, I did not have to do an integrity and personality tests like I do now. I also think these tests will be use more because it also eliminates the non-qualified candidates and makes the process goes faster.

#2

Q. Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?

An integrity test is a specific type of personality test that is designed to assess and measure an applicant’s inclination to be honest, trustworthy, and dependable. Some jobs come with higher responsibilities such as a job where it’s a matter of national security. Lack of integrity can lead to behaviors such as theft, violence, sabotage, espionage, disciplinary problems, and absenteeism. Integrity tests have been found to measure some of the same factors as standard personality tests, predominantly meticulousness, and perhaps some aspects of emotional stability and sociability.

I think these tests can only help if they are providing results with accuracy. I did some research and found a study published by US National Library of Medicine National Institutes of Health, where they conduct testing between (MMPI-2) and Minnesota Multiphasic Personality Inventory-Adolescent (MMPI-A) administered on 18-year olds to diagnose The results were 46% inconsistent between the two tests. Since they are not very accurate, I don’t really think they help in recruiting or promotional decisions. There must be other considerations need to be taken when making such decisions.

Osberg, T. M., & Poland, D. L. (2002). Comparative accuracy of the MMPI-2 and the MMPI-A in the diagnosis of psychopathology in 18-year-olds. Psychological Assessment, 14(2), 164-169. http://dx.doi.org/10.1037/1040-3590.14.2.164

Q. Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.

Yes, since I work for the Federal Government I can think of certain jobs where these tests might be helpful in pre-selecting candidates for specific positions, that requires higher level of security, such as CIA, FBI and Secret Service. I can see a need in these types of jobs to test honesty and whether these individuals are capable of going through physical, mental and psychological demands that comes with these kinds of jobs. Again, these personality and integrity tests can only help if results are accurate. Majority of the top-secret level government jobs requires either life style polygraph or counter intelligence polygraph, depending upon the position.

Q. Do you think companies will use more or less integrity and personality tests in the next five years? Why?

Compared to other hiring selection practices, personality assessments are among the least effective in predicting job performance, according to research by Frank L. Schmidt, management and organizations professor emeritus at the University of Iowa (Meinert, 2015). I think these tests can help but it will still require combination of other process and measures, such as cognitive ability or integrity tests, that have a higher predictive validity. I can see in future companies using more of these improved tests to assess better resources. With new technology and scientific advancements, we can see a totally different hiring and recruitment process.

Pymetrics is a New York based company that has developed brain games based on neuroscience to assess 50 cognitive and emotional traits and to match workers’ skills to employer needs. Since the assessments are based on how the games are played, they produce more accurate results. They have 50+ enterprise clients worldwide that includes some big companies such as Unilever, Accenture, DBS Bank, Mercer pharmaceutical and many more. So, I can definitely see if not same but similar kind of tests to higher the workforce.

Meinert, D. (2015). What Do Personality Tests Really Reveal? HR Today. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pages/0615-personality-tests.aspx

 

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