A discussion of the application and effectiveness of psychological testing in the workplace.
Written in 2002; 2,067 words; 10 sources; MLA; $ 65.95
Paper Summary:
This paper examines how workplace psychology is a relatively new dimension within the industry of psychology, and within this new field is a list of important motivational reasons for the administration of psychological testing to both existing employees and potential employees. It shows how the motivation for the application of psychological testing within the workplace can range anywhere from the desire to apply psychological science to work style varieties and, therefore, job descriptions, to assessing the psychological health of workers in potentially stressful roles. It also looks at how other reasons why psychological testing may occur within the workplace may include use as a tool for the recruitment of new employees or as a tool to assess productivity or workplace problems some associated with social issues and some associated with nonsocial problems.
From the Paper:
"It must be made clear to the employee that the responses and results of the testing are not conditional to their continued employment and that changes made to benefit them and the workplace are the intended results of any assessment. An employee must understand that it is his or her work that will determine continued employment and not his or her answers on any survey. Whether problems are associated with a social situation or a logistic situation may be assessed through the tools of workplace psychology. It is important with this type of psych testing to make clear to all employees through a wide distribution of the assessments that everyone will have an interest in the results. Employees must not feel singled out as if the results of the test that only they take will determine his or her continued employment."
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