PSY 640 Reply to Roderick’s Post Week 5 Discussion 1 Controversies in Industrial and Organizational Assessment
| Style | APA |
| Number of words | 376 |
| Number of sources | 0 |
| Spacing | Double |
| PowerPoint slides | 0 |
Question
Details: Critique your colleague’s conclusions and rationales. Assess any personality instruments recommended by your colleague. Suggest and explain another measure (s) your colleague might use in this situation. If you concur with your colleague’s recommended assessments, provide a rationale explaining why. Use the assigned readings, and additional research as necessary, to support your assertions. (PLEASE SEE RODERICK’S POST BELOW)
Roderick Jefferson Post
Communicate reservations: I have examined Ms. F, and it is my professional opinion that she is an at-risk candidate with some concerns on key deciding factors.
After reviewing Ms. F’s MMPI-3 scores, I believe that she would not be a preferred candidate for law enforcement. Although she presented herself in a positive light, there were antisocial concerns. There was a score of 34 regarding antisocial behavior. As a police officer, she would be required to be a part of a time and work in social environments. She will encounter an incredible amount of people daily and that requires the ability to function with valid social skills. There is a concern with the score on Behavioral/Externalizing Dysfunction, she scored a 33. The score of 33 suggests there may be some aggression concerns and the ability to follow all rules provided by the department to ensure public safety. Her level of self-presentation is uncommon among test takers including police officers and that could suggest she is not being fully truthful.
In addition to the MMPI-3, Ms. F could be administered the California Psychological Inventory. The CPI can measure dimensions of normal personality (Gregory, 2014). The tool has 7 work-related scales and 3 broad vectors. The 7 work scales are essential to Ms. F and her work environment. The tool provides an increased amount of information regarding the lifestyles of the examinee. The work-related scales have an emphasis on law enforcement according to the scale’s tables. The scale can suggest if a person is suitable to work in law enforcement. The test is a true and false format which could help with the honesty of the test taker. The CPI is the most widely used measurement tool for law enforcement (Detrick,2021). An issue with the tool is selecting responses that show positive personality traits and answers that fit the demands of the job.
Communicate reservations: I have examined Mr. E’s MMPI-3 scores and it is my professional opinion that this person is a risk candidate.
After reviewing Mr. E’s F’s MMPI-3 scores, I believe that he would not be a preferred candidate for law enforcement. Based on the initial description, Mr. E has issues with dialogue by talking over and interrupting the psychologist. Having good communication skills is important as a police officer because of the need to diffuse situations and not make them worse. He scored a 35 on response bias and that causes a concern for the candidate to be truthful. An officer is required to be honest to his/her superiors and the public they must protect. The score of 37 regarding stress is alarming because police officers face stressful situations daily and being able to diffuse those situations could be the difference between life and death for the officer and the public.
In addition to the MMPI-3, Mr. E’s stress levels could be measured using The Depression, Anxiety, and Stress Scale. The scale is widely used, and it is validated by its use in various countries (Sharma, 2020). The examinee’s general psychological distress is also measured by the tool and an officer’s psychological distress is vital to the public and themselves. The DASS-21 is a self-report questionnaire that depends on the honesty of the examinee. The exam is considered short regarding time and the time length may keep the test taker from becoming bored. Boredom can contribute to incorrect answers or not answering all the provided questions. The job is stressful and the ability to determine a candidate’s ability to handle the stressful situation is only a small portion of the candidates’ ability to be successful at his/her job.
References
Detrick, P., & Roberts, R. M. (2021). Police applicant response bias on the California Psychological Inventory. Psychological Services. https://doi-org.proxy-library.ashford.edu/10.1037/ser0000524 (Links to an external site.)
Gregory, R. J. (2014). Psychological testing: History, principles, and applications (7th ed.). Boston, MA: Pearson.
Sharma, M. K., Hallford, D. J., & Anand, N. (2020). Confirmatory factor analysis of the Depression, Anxiety, and Stress Scale among Indian adults. Indian Journal of Psychiatry, 62(4), 379–383. https://doi-org.proxy-library.ashford.edu/10.4103/psychiatry.IndianJPsychiatry_313_19
Image preview for “if you concur with your colleague’s recommended assessments, provide a rationale explaining why.”
