PSY 640 Reply to Tyiesha’s Post Week  5 Discussion 1 Controversies in Industrial and Organizational Assessment

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 TYIESHA POST BELOW)
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TYIESHA’S POST

Controversies in Industrial and Organizational Assessment

Mr. E
Mr. E is a 27-year-old single male seeking to make an entry into an entry-level police office in a large urban agency. Based on his work history he has had what can be said to be a smooth career with no major issues such as legal conflict of reprimands. However, his fellow workmate describes him as bossy, entitle, and self-promoting. After carrying out an interview Mr. E constantly spoke over and interrupted the psychologist and denies having any conflicts with coworkers where he argued that he was highly regarded and respected by others (Corey, & Ben-Porath, 2020a). He also acknowledged that he frequently needed to reprimand his coworkers as a reflection of strong leadership skills.
By looking into Mr.E’s examination it is my professional opinion that Mr. E is a psychological risk when it comes to working as a police more so at the entry-level. Therefore, Mr. E should not be allowed into the police force more so at the entry-level. My decision to deny a recommendation to Mr.E to be admitted into the police force is mainly due to the observation made that he suffers from low and limited insight and empathy and inability to read the social environment.
From the interview, it was also evident that Mr. E was not honest about conflicts with coworkers which is an important virtue needed by the police. Secondly, the lack of empathy towards other people and limited insight to read social environment makes it less recommendable to be in the police since these virtues that he lacks are the cornerstone of serving in the police. From the MMPI-2 assessment, it is evident that Mr. E has issues with self-promoting and disrespecting others due to a feeling of entitlement, social competence like over speaking and interrupting others during conversation. People with such personalities always think to be better than others, they do not like taking instructions hence cannot be effective in teamwork (Gregory, 2014). However, since he is not fully admitting to the assessment it is hard to fully determine his personality hence a need to carry out more assessments such as Personality inventory. The assessment would be able to provide information on his unique personality.
Ms. F
Ms. F who is a 25-year-old single female is making an application to be an entry-level police officer in a small rural police department. Based on her background, she is an excellent student, rule-compliant, former teacher, and well-regarded by other employers. Other employers and people refer to her as conscientious, reliable pleasant but not outgoing. By counterchecking her self-reported history and collateral information there were no discrepancies (Baez, 2013). Lastly, during the interview, she presented rigid, inhibited, and constrained responses even during hypothetical situations beyond her experience.
By looking at Ms. F’s examination and interview it is my professional opinion that Ms. F is psychologically capable to be a police officer. She is an honest person who follows the rules hence can be able to enforce them effectively. She has an associate degree in criminal justice which acts as an added advantage to the police. She has also gained experience in the service industry by working as a barista. Every person who had something to say about Ms. F describes her as a dependable person (Corey, & Ben-Porath, 2020b). Since becoming a police officer is a high-risk job, Ms. F is fit to work with others due to her psychological fitness and emotional stability.

References

Baez, H. B. (2013). Personality tests in employment selection: Use with caution. Cornell HR Review. Retrieved from https://digitalcommons.ilr.cornell.edu/chrr/ (Links to an external site.)
Corey, D. M., & Ben-Porath, Y. S. (2020a). Case Description: Mr. E – Police Candidate Interpretative report [PDF]. https://www.pearsonassessments.com/content/dam/school/global/clinical/us/assets/mmpi-3/mmpi-3-police-candidate-interpretive-report-male.pdf (Links to an external site.)
Corey, D. M., & Ben-Porath, Y. S. (2020b). Case Description: Ms. F – Police Candidate Interpretative Report [PDF]. https://www.pearsonassessments.com/content/dam/school/global/clinical/us/assets/mmpi-3/mmpi-3-police-candidate-interpretive-report-female.pdf (Links to an external site.)
Gregory, R. J. (2014). Psychological testing: History, principles, and applications (7th ed.). Boston, MA: Pearson.

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