Analysisof a Career Assessment Instrument
Analysisof a Career Assessment Instrument
Careerassessment important as far as understanding individual expectationsis concerned. Different tools are in existent, and use to assesscareer expectations of individuals. The tools can be used to assistindividuals to identify and come up with concluding statement when itcomes to their lives. The procedure should however be done withutmost care in order to achieve reputable results. Instruments usedfor career assessment are used when measuring psychological-personalcharacteristics (American Library Association, 2000). Thesecharacteristics include interests, amplitude tests, personalitytypes, and skills. When handling these tools, one should firstunderstand their challenges in order to ensure better results. Thecareer assessment instrument is used to gather information aboutlearners understanding and performance concerning a specific topic.
Severalinstruments are in existence. However, the paper chooses theMyers-Briggs indicator considering it is the most greatly usedpersonality inventory. The Myers-Briggs is chosen because byassessing an individual personality, it is easy to find out a lotabout the person’s career options by personality type matching withcareer options available (American Nurses Association, 2010). TheMyers-Briggs Type indicator is a quantitative assessment, and isaimed at looking at a person’s ability to learn more about theirinterests and values. It also assists a person to better understandnumerous personality types.
Thebenefit of using the Myers-Briggs is that it guarantees a matchingreport of a personality type. This is because when a personality typeis actually real, or rather when it reflects an accurate world, thenthe use of the MBTI type to predict and understand individual’sbehavior to a certain degree (Brown & Lent, 2013). MBTI helps todifferentiate attitudes, values, and behaviors of specific people. Inaddition, MBTI features compatibility in personality as a potentialindicator in differentiating between one’s behavioral traits,personality types, and expressiveness.
MBTIreliability focuses on the consistency of the test measures and whatit tries to measure. Reliability is important because when MBTI isused to measure something twice with an instrument, one is in aposition to emerge with the exact same answer or rather close to itat both times. According to Brown & Lent (2013), it is known asthe test-retest reliability. It is also important as a far asmeasurement of all kinds of scientific testing is carried out. Sincepersonality is quantitative, it is difficult during measure, and thuspsychological instruments are not used like the MBTI, which has moreconsistency and the expected reliability.
MBTIvalidity refers to when it offers a degree of measurement that tendsto measure whatever it intends to measure, and thus the degree ofwhat the instrument measures. Numerous studies have since been provenover the years about the ability of the MBTI validity instrumentbased on three categories (American Nurses Association, 2010). Thisinclude four separate scales of preference, validity of dichotomiesof four preference pairs, and whole types validity and specificcombination of preference.
TheMBTI should best be used to handle test tasks. It should be used toanswer questions related to ways that best interprets a person’sresults, where its interpretations should not be viewed as science.When stating personality types, recommendations chosen should be inalignment with and adheres to a person’s personality (AmericanLibrary Association, 2000). Based on the data collected about aperson, the MBTI should be in a position to give tests and newinsights to fine tune activities and priorities, while avoidingunnecessary answers.
Whenchoosing a more cultural sensitive assessment tool, factors to paidattention to include compatibility report, which first analyses thecompatibility between one person and the other in business, work, orteam setting. AmericanEducational Research Association (1999)noted that it features certain factors as the personalitycompatibility indicator, which considers the factors, which includesone’s and another person’s behavioral traits, differencepersonality traits, expressiveness, potential analysis, conflict, andtension of one person over the other.
AmericanEducational Research Association (1999). Standardsfor Educational and Psychological Testing.Washington, DC: AERA
AmericanLibrary Association (2000). Careerdevelopment: Concepts and strategies.Chicago, Ill: American Library Association, Office for LibraryPersonnel Resources.
AmericanNurses Association (2010). Nursingprofessional development: Scope and standards of practice.Silver Spring, Md: Nursesbooks.org.
Brown,S. D., & Lent, R. W. (2013). Career Development and Counseling.Hoboken: JohnWiley & Sons, Inc.