More Psychometric Testing: 1000 New Ways to Assess Your Personality, Creativity, Intelligence and Lateral Thinking PDF
Preview More Psychometric Testing: 1000 New Ways to Assess Your Personality, Creativity, Intelligence and Lateral Thinking
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/1021ch2.3d {Jobs}1021jw/makeup/1021fm.3d MORE PSYCHOMETRIC TESTING {Jobs}1021jw/makeup/1021fm.3d Titlesin TheIQWorkoutSeries PsychometricTesting:1000waystoassessyourpersonality,creativity, intelligenceandlateralthinking0-471-52376-3 IncreaseYourBrainpower:Improveyourcreativity,memory,mental agilityandintelligence0-471-53123-5 IQTesting:400waystoevaluateyourbrainpower0-471-53145-6 MoreIQTesting:400newwaystoreleaseyourIQpotential 0-470-84717-4 MaximizeYourBrainpower:1000newwaystoboostyourmental fitness0-470-84716-6 {Jobs}1021jw/makeup/1021fm.3d 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 Publishedin2003byJohnWiley&SonsLtd,TheAtrium,SouthernGate,Chichester, WestSussexPO198SQ,England Telephone (þ44)1243779777 Email(forordersandcustomerserviceenquiries):[email protected] VisitourHomePageonwww.wileyeurope.comorwww.wiley.com PhilipCarterandKenRussellhaveassertedtheirrightsundertheCopyright,Designsand PatentsAct,1988,tobeidentifiedastheauthorsofthiswork. AllRightsReserved.Nopartofthispublicationmaybereproduced,storedinaretrieval systemortransmittedinanyformorbyanymeans,electronic,mechanical,photocopying, recording,scanningorotherwise,exceptunderthetermsoftheCopyright,Designsand PatentsAct1988orunderthetermsofalicenceissuedbytheCopyrightLicensingAgency Ltd,90TottenhamCourtRoad,LondonW1T4LP,UK,withoutthepermissioninwritingof thePublisher.RequeststothePublishershouldbeaddressedtothePermissionsDepartment, JohnWiley&SonsLtd,TheAtrium,SouthernGate,Chichester,WestSussexPO198SQ, England,[email protected],orfaxedto(þ44)1243770620. Thispublicationisdesignedtoprovideaccurateandauthoritativeinformationinregardto thesubjectmattercovered.ItissoldontheunderstandingthatthePublisherisnotengagedin renderingprofessionalservices.Ifprofessionaladviceorotherexpertassistanceisrequired, theservicesofacompetentprofessionalshouldbesought. OtherWileyEditorialOffices JohnWiley&SonsInc.,111RiverStreet,Hoboken,NJ07030,USA Jossey-Bass,989MarketStreet,SanFrancisco,CA94103-1741,USA Wiley-VCHVerlagGmbH,Boschstr.12,D-69469Weinheim,Germany JohnWiley&SonsAustraliaLtd,33ParkRoad,Milton,Queensland4064,Australia JohnWiley&Sons(Asia)PteLtd,2ClementiLoop#02-01,JinXingDistripark,Singapore 129809 JohnWiley&SonsCanadaLtd,22WorcesterRoad,Etobicoke,Ontario,CanadaM9W1L1 Wileyalsopublishesitsbooksinavarietyofelectronicformats.Somecontentthatappearsin printmaynotbeavailableinelectronicbooks. BritishLibraryCataloguing-in-PublicationData AcataloguerecordforthisbookisavailablefromtheBritishLibrary ISBN0-470-85039-6 Typesetin11=14ptGaramondbyMathematicalCompositionSettersLtd,Salisbury,Wiltshire PrintedandboundinGreatBritainbyBiddlesLtd,GuildfordandKing’sLynn Thisbookisprintedonacid-freepaperresponsiblymanufacturedfromsustainableforestryin whichatleasttwotreesareplantedforeachoneusedforpaperproduction. {Jobs}1021jw/makeup/1021con.3d 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.
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