More Psychometric Testing: 1000 New Ways to Assess Your Personality, Creativity, Intelligence and Lateral Thinking

282 Pages·2003·1.07 MB·English

by  Philip Carter

The IQ Workout Series
MORE
PSYCHOMETRIC
TESTING
1000 new ways to assess your personality, creativity,
intelligence and lateral thinking
Philip Carter and Ken Russell
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MORE
PSYCHOMETRIC
TESTING
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TheIQWorkoutSeries
PsychometricTesting:1000waystoassessyourpersonality,creativity,
intelligenceandlateralthinking0-471-52376-3
IncreaseYourBrainpower:Improveyourcreativity,memory,mental
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The IQ Workout Series
MORE
PSYCHOMETRIC
TESTING
1000 new ways to assess your personality, creativity,
intelligence and lateral thinking
Philip Carter and Ken Russell
{Jobs}1021jw/makeup/1021fm.3d
Copyright#2003byPhilipCarterandKenRussell
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Contents
Introduction 1
Section 1 Personalitytests 5
Personalitytests ^ Part1 7
Introduction 7
Howwelldoyoucopeunderpressure? 8
Areyouapeopleperson? 19
Askingforwhatyouwant 26
Doyouhavethesecretofsuccess? 33
Howcontentareyou? 39
Areyouacontrolfreak? 46
Forwardlooking,orstuckinatimewarp? 54
Howsoft-centredareyou? 61
Attitude 69
Optimistorpessimist? 75
Areyouagoodteamplayer? 83
Howassertiveareyou? 90
Howpatientareyou? 99
WouldyoumakeagoodcontestantonBigBrother? 107
Areyouacareerperson? 113
Howobsessiveareyou? 121
Howlaidbackareyou? 129
Laterality 136
Creativity 147
Perception 155
{Jobs}1021jw/makeup/1021con.3d
Personalitytests ^ Part2 165
Introduction 165
Kindness 166
Humour 170
Jealousy=envy174
Unafraid 179
Absent-minded 183
Justice 187
Friendship 191
Anxiety 195
Artistic 199
Creativity 204
Thrifty 208
Impulsive 212
Extroverted 216
Success 220
Leader 223
Confidence 228
Aggression 233
Section2Aptitudetests 239
Introduction 241
IQtestone 244
Introduction 244
Spatialabilitytest 245
Logictest 251
Verbalabilitytest 254
Numericalabilitytest 257
AnswerstoIQtestone 259
IQtesttwo 264
Introduction 264
Testtwo 265
AnswerstoIQtesttwo 272
Introduction
The British Psychological Society defines a psychometric test as: an
instrumentdesignedtoproduceaquantitiveassessmentofsomepsychologicalattributeorat-
tributes.Ameaningofthewordmetricismeasure,andpsychomeansmind.
Psychometric tests are basically tools for measuring the mind and
areusedfrequentlybyemployers,aspartoftheirselectionprocess,be-
causetheybelievethatsuchtestsassistthemconsiderablyinproviding
an accurate assessment of whether an individual is able to do the re-
quiredjobandwhethertheperson’scharacterissuitedtothework.
Psychometric tests have existed since the turn of the nineteenth
century, although attempts to measure the differences between the
psychological characteristics of individuals can be traced back to
Hippocrates at around 400 BC, who attempted to define four basic
temperamenttypesasoptimistic,depressed,irritableandsluggish.
In the last 25^30 years, psychometric tests have been brought into
widespreaduseinindustrybecauseoftheneedbyemployerstoensure
thatthey place the right people inthe rightjob from the outset. One
ofthemainreasonsforthisintoday’scompetitiveworldoftightpurse
strings,cost-cuttingandlowbudgetsisthehighcostoferrors,includ-
ing the need to readvertise and reinterview newapplicants, and rein-
vest in training. There can also be serious difficulties involved in
dispensing with the services of someone who has just been hired,
especiallyifa contracthasbeensigned.Furthermore,ifa newrecruit
causespersonalityconflictswithinateamordepartmentthismaylead
tounrestbetweenothermembersofstaffwiththeresultthattheteam
mayunderperform.
2 MorePsychometric Testing
Although an organisationwill not found its entire decision onthe
basis of an individual’s test results, the use of psychometric testing in
selectionisnowwellestablished,andcanbeusedtoprovideobjective
information about different areas of a candidate’s skills, for example,
theextentoftheirknowledge,motivations,personalityandpotential.
The two main types of psychometric tests used are personality
questionnairesandaptitudetests.Aptitudetestsaredesignedtoassess
a person’s abilities and personality questionnaires help to build up a
profile ofan individual’s characteristics. It is importantthat suchtests
are evaluated in tandem with each other since it does not necessarily
meanthatifapersonscoreswellonanaptitudetest,thentheywillbe
suited to the job.While you may be good at doing something, you
maydislikeitintensely,andsuccessinmosttasksdependsonyourper-
sonalqualitiesandyourattitude.
Personalityreferstothe patternsofthought,feelingandbehaviour
thatareuniquetoeveryoneofus,andthesearethecharacteristicsthat
distinguishusfromotherpeople.Ourpersonalityimpliesthepredict-
ability of how we are likely to act or react under different circum-
stances.
In reality, of course, nothing is that simple and our reactions to
situationsareneversopredictable.Inmanywaysthewordpersonality
defiesasimpledefinition,sobroadisitsusage.
Althoughthroughtheyearstheoristshave emphasiseddifferentas-
pectsofpersonality,andhavedisagreedaboutitsdevelopmentandef-
fect on behaviour, it is accepted generally that heredity and
developmentcombineandinteracttoformourbasicpersonality.
In addition to heredity, many psychologists believe that critical
periods exist in personalitydevelopment, and these periods arewhen
we are most sensitive to a particular type of environmental event, for
example,whenwearedevelopingourunderstandingoflanguageand,
howwellourbasicneedsaremetininfancy,whichcanleaveaperman-
entmarkonourpersonality.
Very loosely, therefore, a personality test is any device or instru-
mentforassessingorevaluatingpersonality.