Chapter 15

• An instrument designed to evaluate test taker's likes, dislikes, leisure activities, curiosities, and involvements in various pursuits.

  Interest measure
• This questionnaire was designed to assess children's interest in various recreational pursuits.


  Strong Interest Inventory
• Explores interests within the context of theory of vocational personality types and work environments.


  Self Directed Search (SDS)
• According to this theory, vocational choice is an expression of one of six personality types:


  Realistic, Investigate, Artistic, Social, Enterprising, Conventional

  (RIASEC)
• This instrument was expressly designed to compare respondent's interest patterns with those of persons employed in a variety of nonprofessional occupations.


  Minnesota Vocational Interest Inventory
• Measures mental ability in a general sense.

  Wonderlic Personnel Test
• A widely used measure of a test taker's ability to understand the relationship between physical forces and various tools as well as other common objects.

  Bennet Mechanical Comprehension Test
• Blur the lines among aptitude, achievement, and performance tests by requiring the test taker actually to take apart, reassemble, or otherwise manipulate materials usually in a prescribed sequence and within a time limit.

  Hand Tool Dexterity Test
• This test requires the examinee to insert brass pins into a metal plate using a pair of tweezers.


  O'Connor Tweezer Dexterity Test
• A tool used to identify aptitudes for occupations.


  General Aptitude Test Battery (GATB)
• Five families of job:

  Setting up

  Feeding and off bearing

  Synthesizing and coordinating

  Analyzing, compiling, and computing

  Copying and comparing
• Designed to predict employee theft, honesty, adherence to established procedures, and/or potential for violence.


  Integrity test
• A test used to classify assessees by psychological type and to shed light on basic differences in the ways human beings take in information and make decisions.


  Myers Briggs Type Indicator (MBTI)
• A meta-analysis that summarizes other meta analyses


  Second order meta analysis
• Surveys the life skills needed to make a successful transition from school to work.

  Checklist of Adaptive Living Skills
• Designed to provide information on the test taker's ability to adapt to other cultures.

  Cross-Cultural Adaptability Inventory
• Designed for use with people contemplating a career change


  Career Transitions Inventory
• A shift to other types of tasks but essentially the same job.


  Career transition (task change)
• A shift in jobs with the same employer.

  Position change
• A shift in duties and work setting.

  Occupation change
• Refers to a relatively superficial process of evaluation based on certain minimal standards, criteria, or requirements.

  Screening
• Refers to a process whereby each person evaluated for a position will be either accepted or rejected for that position.

  Selection
• It is a disposition, transfer, or assignment to a group or category that may be made on the basis of one criterion.

  Placement
• May be thought of as biographical sketches that supply employers with information pertinent to the acceptability of job candidates.

  Application Form
• Unique source of detailed information about the applicant's past performance.

  Letter of recommendation
• Entails an evaluation of an individual's work sample.

  Portfolio Assessment
• Requires assessee to demonstrate certain skills or abilities under a specified set of circumstances.

  Performance tests
• Ability to cope with stress, and other skills can also be assessed economically by a group exercise in which the participant's task is to work together in the solution of some problem or the achievement of some goal.

  Leaderless group technique
• Frequently used to assess managerial ability, organizational skills, and leadership potential.

  In basket technique
• Widely used tool in selection, classification, and placement.

  Assessment center
• May be defined as measurement that entails evaluation of one's somatic health and intactness, and observable sensory and motor abilities.

  Physical test
• May be defined as an evaluation undertaken to determine the presence, if any, of alcohol, or other psychotropic substances, by means of laboratory analysis of blood, urine, hair, or other biological specimens.

  Drug test
• May be defined simply as output or value yielded relative to work effort maed.


  Productivity
• This procedure involves distributing a predetermined number of percentage of assessees into various categories that describe performance.

  Forced distribution technique
• Involve the supervisor recording positive ad negative employee behaviors.


  Critical incidents technique
• May be defined as two or more people who interact independently toward a common and valued goal.

  Team
• Primary driving force stems from things such as individuals involvement in work or satisfaction with work products.

  Intrinsic motivation
• Primary driving force stems from rewards, such as salary, and bonuses.


  Extrinsic motivation
• Psychological syndrome of exhaustion.

  Burnout
• Defined formally as presumably learned disposition to react in some characteristic manner to a particular stimulus.

  Attitude