Psychological testing has the mystique of white magic…potential and existing employees complete several relatively brief paper and pencil tests and the organization receives a concise report (accurate to the percentile!) that is able to describe personality, intelligence and various other significant characteristics in detail…to predict the future! This magic though, in most cases, can only be performed by a witch doctor (Psychologist), which contributes to the “black box” aura of testing. Despite the reported validity of testing there are a range of methodological and ethical issues in using psychological tests, however, the most important question is how significant is the psychological test to the selection and management of employees? In particular, can we assess “fit” to a static concept of job or culture when organizations are complex and dynamic systems? Can simplistic solutions provide answers to complex phenomenon such as personality, when we know that behavior is context dependent? Can we be sure that employees that have “it” will be willing and able to use “it”? In this light is “human being gazing” superior to staring at the stars or a crystal ball?
- Psychological Testing,
Available at: http://works.bepress.com/carol_gill/21/